Three aspects of the self(private, public, collective) with different probabilities in different kinds of social environments were sampled. Three dimensions of cultural variation (individualism--collectivism, tightness-looseness, cultural complexity) are discussed in relation to the sampling of these three aspects of the self. The more complex the culture, the more frequent the sampling of the public and private self and the less frequent the sampling of the collective self. The more individualistic the culture, the more frequent the sampling of the private self and the less frequent the sampling of the collective self. Collectivism, external threat, competition with outgroups, and common fate increase the sampling of the collective self. Cultural homogeneity results in tightness and in the sampling of the collective self. The article outlines theoretical links among aspects of the environment, childrearing patterns, and cultural patterns, which are linked to differential sampling of aspects of the self. Such sampling has implications for social behavior. Empirical investigations of some of these links are reviewed.

The Self and Social Behavior in Differing Cultural Contexts

The Social Psychology of Organizations.

Ethical leadership: A social learning perspective for construct development and testing

\"What are your assumptions (implicit as well as explicit) about the most effective way to manage people?\" So began Douglas McGregor in this 1960 management classic. It was a seemingly simple question he asked, yet it led to a fundamental revolution in management. Today, with the rise of the global economy, the information revolution, and the growth of knowledge-driven work, McGregor's simple but provocative question continues to resonate-perhaps more powerfully than ever before. Heralded as one of the most important pieces of management literature ever written, a touchstone for scholars and a handbook for practitioners, The Human Side of Enterprise continues to receive the highest accolades nearly half a century after its initial publication. Influencing such major management gurus such as Peter Drucker and Warren Bennis, McGregor's revolutionary Theory Y-which contends that individuals are self-motivated and self-directed-and Theory X-in which employees must be commanded and controlled-has been widely taught in business schools, industrial relations schools, psychology departments, and professional development seminars for over four decades. In this special annotated edition of the worldwide management classic, Joel Cutcher-Gershenfeld, Senior Research Scientist in MIT's Sloan School of Management and Engineering Systems Division, shows us how today's leaders have successfully incorporated McGregor's methods into modern management styles and practices. The added quotes and commentary bring the content right into today's debates and business models. Now more than ever, the timeless wisdom of Douglas McGregor can light the path towards a management style that nurtures leadership capability, creates effective teams, ensures internal alignment, achieves high performance, and cultivates an authentic, value-driven workplace--lessons we all need to learn as we make our way in this brave new world of the 21st century.

The Human Side of Enterprise.

Sustainable Development Goals

Primarily because of the significant rate and costs of failed international assignments, the attention paid by scholars to the topic of international adjustment has increased recently. Unfortunately, most of the work has been without substantial theoretical grounding. In an effort to move toward a theoretical framework for guiding future research, this article integrates theoretical and empirical work of both the international and the domestic adjustment literatures. This integration provides a more comprehensive framework than might be obtained from either of the literatures alone.

Toward a Comprehensive Model of International Adjustment: An Integration of Multiple Theoretical Perspectives

Increased internationalization in the economic, political, and social arenas has led to greater interpersonal cross-cultural contact. Because much of this contact has not been successful, cross-cultural training has been proposed by many scholars as a means of facilitating more effective interaction. A review of the cross-cultural training literature is presented, and it is determined that cross-cultural training in general is effective. The article also offers a theoretical framework based on social learning theory for understanding past research and for guiding future research; this is important because in this context variables seem to operate differently in international versus domestic areas.

https://www.jstor.org/stable/pdf/258109.pdf

Cross-Cultural Training Effectiveness: A Review and a Theoretical Framework for Future Research

A review of empirical studies that directly investigated the overseas adjustment of expatriate managers revealed four dimensions that were related to successful expatriate acculturation: (1) the “self-oriented” dimension; (2) the “others-oriented” dimension; (3) the “perceptual” dimension; and (4) the “cultural-toughness” dimension. The study's implications for expatriate selection and training procedures in multinational corporations are discussed.

https://www.jstor.org/stable/pdfplus/258210.pdf

The Dimensions of Expatriate Acculturation: A Review

The cross-cultural adjustment research literature has largely been conducted from an atheoretical perspective When a theoretical framework is imposed, the U-Curve adjustment theory has been the one most commonly used The lack of a comprehensive review of the empirical literature on the U-Curve adjustment theory has allowed scholars to accept or dismiss the theory on grounds other than that of empirical evidence This paper reviews the empirical literature and proposes a theoretical framework and research agenda for future research on cross-cultural adjustment

https://link.springer.com/content/pdf/10.1057%2Fpalgrave.jibs.8490301.pdf

The U-Curve Adjustment Hypothesis Revisited: A Review and Theoretical Framework

In order to delineate the current state of the art of overseas relocation programs in US multinational corporations, the extant literature was reviewed in the areas of expatriate personnel selection, training and career-pathing The implications of the study's findings for US MNCs are discussed and recommendations for policy change are offered

Mark E. Mendenhall

Papers

Toward a Comprehensive Model of International Adjustment: An Integration of Multiple Theoretical Perspectives

Cross-Cultural Training Effectiveness: A Review and a Theoretical Framework for Future Research

The Dimensions of Expatriate Acculturation: A Review

The U-Curve Adjustment Hypothesis Revisited: A Review and Theoretical Framework

Expatriate Selection, Training and Career‐Pathing: A Review and Critique