scispace - formally typeset
Search or ask a question

Culture Leadership And Organizations The Globe Study Of 62 Societies

01 Jan 2016-
TL;DR: For example, the authors found that people search numerous times for their chosen books like this culture leadership and organizations the globe study of 62 societies, but end up in infectious downloads, instead of reading a good book with a cup of tea in the afternoon, instead they juggled with some infectious virus inside their desktop computer.
Abstract: Thank you for reading culture leadership and organizations the globe study of 62 societies. Maybe you have knowledge that, people have search numerous times for their chosen books like this culture leadership and organizations the globe study of 62 societies, but end up in infectious downloads. Rather than reading a good book with a cup of tea in the afternoon, instead they juggled with some infectious virus inside their desktop computer.
Citations
More filters
Dissertation
01 Jan 2017
TL;DR: In this paper, the authors examined the relationship between leadership styles and academic and administrative staffs' job satisfaction in public and private universities of Saudi Arabia, and found that transformational leadership did not predict job satisfaction and productive organisational energy to a significant level, while transactional leadership did.
Abstract: Leadership as a research concept has been for many years – and still remains – an area of significance. The topic of leadership has been researched and debated a great deal; however, the leadership style adopted by higher education institutions within a particular context and culture has been considered very little. The primary aim of the Doctorate research study carried out herein is to examine and evaluate the relationship between leadership styles, i.e. transformational and transactional, productive organisational energy and academic and administrative staffs’ job satisfaction in public and private universities of Saudi Arabia. In fact, during the latest few decades, the leadership body of literature has expanded beyond the focus on traits and behaviours and also provided the theoretical basis for understanding the nature of each variable, which is highlighted in the research study. The present study was based completely on the quantitative research method approach. Data for the research were collected from the academics and administrative staff of two higher educational institutions in Saudi Arabia through the use of a survey questionnaire which was sent to more than 1,400 potential respondents. A theoretical framework was also assessed in an empirical study in Saudi Arabia, to examine the impact of leadership style on job satisfaction and the mediating role played by productive organisational energy – as observed in the relationship between leadership style and job satisfaction. The study is significant for practical purposes, as it can benefit organisations in identifying their need for a specific leadership style, in order to boost their employees’ productive energy and satisfaction. The relationship between leadership style, productive organisational energy and job satisfaction was tested theoretically and empirically. The research determined that in the public King Abdulaziz University, transformational leadership predicted neither job satisfaction nor productive organisational energy to a significant level, though transactional leadership did so. Conversely, for the private Dar Alhekma University, transformational leadership did predict job satisfaction and productive organisational energy to a significant level, but transactional leadership did not manage to do so. Finally, a review of some of the limitations of the research study and several areas of future research are provided on the basis of the empirical and theoretical findings.

54 citations


Cites background from "Culture Leadership And Organization..."

  • ...1 The Nine Cultural Dimensions Studied In GLOBE (House et al., 2004)...

    [...]

  • ...The GLOBE project (House et al., 2004; Chhokar et al., 2007) is one of the most popular and largest cross-cultural scale research studies on global leadership and organisational behaviour, investigating 17,000 middle managers’ behaviours and traits in relation to organisational culture and national culture, aiming at ‘separating the essentialist and contextual traits with various societies and organisations’...

    [...]

Journal ArticleDOI
TL;DR: Two examples demonstrating how socioecological variability can help explain psychological trait expression are highlighted, illustrating how appropriate theory can be a powerful tool to help determine choices of diverse study populations and improve the social sciences.
Abstract: The present lack of sample diversity and ecological theory in psychological science fundamentally limits generalizability and obstructs scientific progress. A focus on the role of socioecology in shaping the evolution of morphology, physiology, and behavior has not yet been widely applied toward psychology. To date, evolutionary approaches to psychology have focused more on finding universals than explaining variability. However, contrasts between small-scale, kin-based rural subsistence societies and large-scale urban, market-based populations, have not been well appreciated. Nor has the variability within high-income countries, or the socioeconomic and cultural transformations affecting even the most remote tribal populations today. Elucidating the causes and effects of such broad changes on psychology and behavior is a fundamental concern of the social sciences; expanding study participants beyond students and other convenience samples is necessary to improve understanding of flexible psychological reaction norms among and within populations. Here I highlight two examples demonstrating how socioecological variability can help explain psychological trait expression: (i) the role of environmental harshness and unpredictability on shaping time preference and related traits, such as impulsivity, vigilance, and self-efficacy; and (ii) the effects of industrialization, market integration, and niche complexity on personality structure. These cases illustrate how appropriate theory can be a powerful tool to help determine choices of diverse study populations and improve the social sciences.

53 citations


Cites background from "Culture Leadership And Organization..."

  • ...Egalitarianism Values (91) The degree to which a collective minimizes...

    [...]

  • ...Across 43 nations using a World Values Survey, lower income within and among countries was associated with lower perceived control, intrinsic motivation, trust, and prosocial attitudes (48)....

    [...]

  • ...Values (91) The degree to which individuals are (and...

    [...]

  • ...Indeed, Table 1 reports significant positive correlations between nation-level personality trait covariance and cultural tightness, and negative associations with Hofstede’s Individualism Index and GLOBE’s Gender Egalitarianism Values....

    [...]

  • ...Though not explicitly predicted, trait covariance also associated positively with Hofstede’s Power Distance Index and GLOBE’s Assertiveness Values Index....

    [...]

Journal ArticleDOI
TL;DR: In this paper, the authors examined the generational effect in the reception of leadership styles in Vietnam and examined the different value orientations of age cohorts and their reception to different leadership styles.
Abstract: Leadership styles are an important issue for a range of areas, including business and management. One aspect of this is the influence of the age of people on their receptivity to leadership styles. Yet, research on this area using Asian contexts is limited. Consequently, our research looks at the generational effect in the reception of leadership styles – performance-oriented and participative. In particular, we examine the different value orientations of age cohorts and their reception to different leadership styles in Vietnam. First, we outline three strands of literature, namely culture and leadership, generation as a subculture and Vietnam as a context for the transfer of leadership styles. Second, our research methodology is detailed. Third, our empirical research using case study methods is presented. Our results cover the characteristics of three main age cohorts: the resilience of the pre-1975 born, the adaptability of 1975–1986 born and the arrival of the post-1986 born. Following the discussion ...

51 citations


Cites background from "Culture Leadership And Organization..."

  • ...The GLOBE study conceptualises performance-oriented style as part of the charismatic or value-based approach to leadership (see Dorfman et al. 2004)....

    [...]

  • ...…a leader who is decisive and innovative and seeks to inspire people to perform at high standards around the company’s vision and core values (Dorfman et al. 2004), may be hindered at the individual level by the tendency to downplay ‘self’ in order to maintain harmonious, cordial…...

    [...]

  • ...The participative style emphasises delegation and equality (Dorfman et al. 2004) and facilitates collaborative and cooperative working practices (Khandwalla 1995)....

    [...]

  • ...The Global Leadership and Organizational Behavior Effectiveness (GLOBE) study, a comprehensive empirical assessment of leader attributes, whilst providing support for both perspectives, does emphasise the significance of context in measures of leadership effectiveness (Dorfman et al. 2004)....

    [...]

  • ...The high-power distance that defines leader–subordinate relationships in Vietnam may also conflict with participative leadership styles, which emphasise delegation, equality and collective input in decision-making (Dorfman et al. 2004)....

    [...]

Journal ArticleDOI
TL;DR: In this paper, the authors examined the relationship of spiritual leadership on organizational citizenship behavior (OCB) through the well-being of workers and the impact of Korean Confucian values.
Abstract: Spiritual leadership is achieving universal recognition as an effective tool to measure the interactive relationship between leaders, followers, and organizational performance. However, the construct needs robust investigation of the relationship to positive organizational behaviors in diverse country contexts. This study examined the relationship of spiritual leadership on organizational citizenship behavior (OCB) through the well-being of workers and the impact of Korean Confucian values with results fully supporting the relationship of employee well-being on OCBs. Furthermore, Confucian values, operationalized as Confucian mindset, also influenced and partially mediated the relationship between spiritual leadership and OCBs. The results of this study lend support to the enabling influence of spiritual leadership on positive organizational behavior such as OCB. Moreover, the study increases our understanding of the emic manifestations, like Confucian values, of leadership theory in generalizing ...

51 citations


Cites background from "Culture Leadership And Organization..."

  • ...Relationship of spiritual leadership and Confucian values Organizational culture can be viewed as a reflection of underlying, embedded national cultural values and attitudes (House et al. 2004)....

    [...]

Journal ArticleDOI
TL;DR: In this paper, the authors investigate the role of espoused culture in influencing nomophobia, using the Nomophobia Questionnaire (NMP-Q) and Individualism-C...
Abstract: This study aims at contributing to literature by investigating the role of espoused culture in influencing nomophobia. In the present study, the Nomophobia Questionnaire (NMP-Q) and Individualism-C...

49 citations

References
More filters
Journal ArticleDOI
TL;DR: In this paper, the structural equivalence of the Zimbardo Time Perspective Inventory (ZTPI) across 26 samples from 24 countries (N = 12,200) was assessed.
Abstract: In this article, we assess the structural equivalence of the Zimbardo Time Perspective Inventory (ZTPI) across 26 samples from 24 countries (N = 12,200). The ZTPI is proven to be a valid and reliable index of individual differences in time perspective across five temporal categories: Past Negative, Past Positive, Present Fatalistic, Present Hedonistic, and Future. We obtained evidence for invariance of 36 items (out of 56) and also the five-factor structure of ZTPI across 23 countries. The short ZTPI scales are reliable for country-level analysis, whereas we recommend the use of the full scales for individual-level analysis. The short version of ZTPI will further promote integration of research in the time perspective domain in relation to many different psycho-social processes.

525 citations

Journal ArticleDOI
TL;DR: Wang et al. as discussed by the authors examined the concept of humility among chief executive officers and the process through which it is connected to integration in the top management team (TMT) and middle managers' responses.
Abstract: In this article, we examine the concept of humility among chief executive officers (CEOs) and the process through which it is connected to integration in the top management team (TMT) and middle managers’ responses. We develop and validate a comprehensive measure of humility using multiple samples and then test a multilevel model of how CEOs’ humility links to the processes of top and middle managers. Our methodology involves survey data gathered twice from 328 TMT members and 645 middle managers in 63 private companies in China. We find CEO humility to be positively associated with empowering leadership behaviors, which in turn correlates with TMT integration. TMT integration then positively relates to middle managers’ perception of having an empowering organizational climate, which is then associated with their work engagement, affective commitment, and job performance. Findings confirm our hypotheses based on social information processing theory: humble CEOs connect to top and middle managers through c...

403 citations

Journal ArticleDOI
TL;DR: Investigation of gender differences in three facets of the Narcissistic Personality Inventory revealed that observed gender differences were not explained by measurement bias and thus can be interpreted as true sex differences.
Abstract: Despite the widely held belief that men are more narcissistic than women, there has been no systematic review to establish the magnitude, variability across measures and settings, and stability over time of this gender difference. Drawing on the biosocial approach to social role theory, a meta-analysis performed for Study 1 found that men tended to be more narcissistic than women (d = .26; k = 355 studies; N = 470,846). This gender difference remained stable in U.S. college student cohorts over time (from 1990 to 2013) and across different age groups. Study 1 also investigated gender differences in three facets of the Narcissistic Personality Inventory (NPI) to reveal that the narcissism gender difference is driven by the Exploitative/Entitlement facet (d = .29; k = 44 studies; N = 44,108) and Leadership/Authority facet (d = .20; k = 40 studies; N = 44,739); whereas the gender difference in Grandiose/Exhibitionism (d = .04; k = 39 studies; N = 42,460) was much smaller. We further investigated a less-studied form of narcissism called vulnerable narcissism—which is marked by low self-esteem, neuroticism, and introversion—to find that (in contrast to the more commonly studied form of narcissism found in the DSM and the NPI) men and women did not differ on vulnerable narcissism (d = −.04; k = 42 studies; N = 46,735). Study 2 used item response theory to rule out the possibility that measurement bias accounts for observed gender differences in the three facets of the NPI (N = 19,001). Results revealed that observed gender differences were not explained by measurement bias and thus can be interpreted as true sex differences. Discussion focuses on the implications for the biosocial construction model of gender differences, for the etiology of narcissism, for clinical applications, and for the role of narcissism in helping to explain gender differences in leadership and aggressive behavior. Readers are warned against overapplying small effect sizes to perpetuate gender stereotypes.

382 citations

Journal ArticleDOI
TL;DR: The authors explored several types of school contexts (institutional, community, socio-cultural, political, economic, school improvement) and what they have learned about how they shape school leadership practice and found that the need to contextualize leadership highlights deficiencies in modal research.
Abstract: Research on educational leadership and management has resulted in the accumulation of increasingly persuasive findings concerning the impact school leadership can have on school performance. Indeed, there is a growing consensus that there exists a generic set of leadership practices (e.g. goal setting, developing people) which must be adapted to meet the needs and constraints that describe different school contexts. However, to date, researchers have yet to develop a theory or report comprehensive findings on this challenge. This paper explores several types of school contexts (institutional, community, socio-cultural, political, economic, school improvement) and what we have learned about how they shape school leadership practice. The analysis leads to several conclusions and recommendations. First, it affirms, elaborates and extends the assertion made by scholars of the importance of examining leadership in context. Second, the need to contextualize leadership highlights deficiencies in modal research m...

311 citations

Journal ArticleDOI
TL;DR: A new 7-dimensional model of self-reported ways of being independent or interdependent is developed and validated across cultures and will allow future researchers to test more accurately the implications of cultural models of selfhood for psychological processes in diverse ecocultural contexts.
Abstract: Markus and Kitayama’s (1991) theory of independent and interdependent self-construals had a major influence on social, personality, and developmental psychology by highlighting the role of culture in psychological processes. However, research has relied excessively on contrasts between North American and East Asian samples, and commonly used self-report measures of independence and interdependence frequently fail to show predicted cultural differences. We revisited the conceptualization and measurement of independent and interdependent self-construals in 2 large-scale multinational surveys, using improved methods for cross-cultural research. We developed (Study 1: N = 2924 students in 16 nations) and validated across cultures (Study 2: N = 7279 adults from 55 cultural groups in 33 nations) a new 7-dimensional model of self-reported ways of being independent or interdependent. Patterns of global variation support some of Markus and Kitayama’s predictions, but a simple contrast between independence and interdependence does not adequately capture the diverse models of selfhood that prevail in different world regions. Cultural groups emphasize different ways of being both independent and interdependent, depending on individualism-collectivism, national socioeconomic development, and religious heritage. Our 7-dimensional model will allow future researchers to test more accurately the implications of cultural models of selfhood for psychological processes in diverse ecocultural contexts. (PsycINFO Database Record (c) 2016 APA, all rights reserved)

309 citations