Culture Leadership And Organizations The Globe Study Of 62 Societies
01 Jan 2016-
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TL;DR: This paper investigated the relationship between cultural values and shared leadership preferences, using a sample of 357 potential globally dispersed team members, and found significant differences in individual-level cultural values between Asian and non-Asian respondents.
Abstract: This study investigates the relationship between cultural values and shared leadership preferences, using a sample of 357 potential globally dispersed team members. A significant positive relationship between both horizontal individualism and horizontal collectivism and shared leadership preferences is identified. We also find significant differences in individual-level cultural values between Asian and non-Asian respondents. Shared leadership preferences exhibited fewer differences, suggesting the possibility for sharing leadership in multicultural teams. Our findings add to the literature by detailing the relationship between cultural values and shared leadership preferences, and furthering our understanding of contemporary team leadership preferences among Asians and non-Asians.
18 citations
Cites background from "Culture Leadership And Organization..."
...Asian countries have long clustered together in earlier studies (see, for example, Ronen and Shenkar, 1985; Zander, 1997; Hofstede et al, 2002) and more recently (House et al, 2004; Zander, 2005)....
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...We observe that one of the most distinguishing dimensions of culture, the individualism-collectivism (I/C) dimension (Triandis, 1995; Paul et al, 2004), is empirically related to participative leadership preferences (see, for example, Zander, 1997, 2002; House et al, 2004)....
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...In the GLOBE study of more than 17 000 managers, from 951 organizations, representing 62 cultures, it was found that across all four scales of collectivism (institutional and in-group collectivism values and practices) there were significant differences between culture clusters (House et al, 2004)....
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...Although there is no doubt about the heterogeneity of cultural values within countries (Triandis, 1994; Martins and Schilpzand, 2011), Asian samples tend to be more collectivistic in comparison with the western world (Hofstede, 2001; House et al, 2004; Forsyth et al, 2008)....
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...Asian cultures are generally characterized as collectivistic (Hofstede, 2001; House et al, 2004), where group objectives are prioritized over individual preferences (Triandis and Gelfand, 1998)....
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TL;DR: In this paper, the authors examined the impact of the institutional environment on entrepreneurial orientation and performance of microenterprises at the subnational, city level in an emerging economy in contrast to most studies conducted at the national level in developed markets.
Abstract: Guided by the literature on institutional theory and entrepreneurial orientation (EO), this study examines the impact of the institutional environment on EO and performance of microenterprises at the subnational, city level in an emerging economy in contrast to most studies conducted at the national level in developed markets. The results of the study show that four types of formal institutions and two types of informal institutions are significantly associated with EO and that the latter is positively associated with higher levels of microenterprise performance. Implications of the results and future research directions are discussed.
18 citations
Cites background from "Culture Leadership And Organization..."
...Similarly, when the general populace tends to display a high tendency to conscientiously think and plan for the future and consider the long-term consequences of their actions, owner/managers of microenterprises also tend to perceive higher levels of EO (Ashkanasy et al., 2004)....
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TL;DR: The authors found that exposure to victimization and family bonding vary across contexts where the effect of family bonding on victimization is stronger in countries that view the family as more important, and concluded that these results contribute insight into the operationalization of victimization theories.
Abstract: Family bonding is a mainstay in theories of crime and delinquency. Recently, it has also been extended to explain exposure to victimization in the US and abroad. Although research reveals that there are differences between countries in their views about the importance of family, scholarship has not yet considered how and why the protective features of family bonding might vary across the country context according to how the family is valued. This study, using data from the second International Self-Report Delinquency Study (ISRD-2), reveals that both individual levels of family bonding and macro levels of the perceived importance of the family are negatively related to victimization. Analyses suggest that exposure to victimization and the effects of family bonding vary across contexts where the effect of family bonding on victimization is stronger in countries that view the family as more important. We conclude that these results contribute insight into the operationalization of victimization theories acr...
18 citations
Cites background or result from "Culture Leadership And Organization..."
...The GLOBE (‘Global Leadership and Organizational Behavior Effectiveness’) study supports this finding, showing that Latin American countries tend to score high on ingroup (family) collectivism and low on performance orientation, future orientation, and uncertainty avoidance (House et al., 2004)....
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...Anglo-Saxon countries tend to be characterized in this manner and the GLOBE study depicts Anglo-Saxon society as high in performance orientation and low in in-group collectivism (House et al., 2004)....
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TL;DR: In this paper, the authors present an in-depth review of the literature on personal selling and sales management in emerging markets and suggest that culture variables, traditionally used in extant research, are not sufficient to differentiate between developed and emerging markets.
Abstract: As emerging markets continue to grow, research on personal selling and sales management in these settings is coming to the fore, as this special issue of Journal of Personal Selling and Sales Management attests. With an in-depth review of extant research, this contribution addresses three key research questions. First, are there differences between established/recommended theories or styles or paradigms for effective personal selling and sales management in developed markets and emerging markets? The survey suggests there are. Second, are culture variables, traditionally used in extant research, sufficient to differentiate between developed and emerging markets? The presented analysis suggests that culture must be combined with economic variables to establish clear contexts that reflect developed and emerging markets. Third, what classification framework can serve to examine personal selling and sales management strategies in terms of their applicability in both developed and emerging markets? This articl...
18 citations
Cites background or methods from "Culture Leadership And Organization..."
...Some of these dimensions are similar to Hofstede’s (2001) and the GLOBE (House et al. 2004) dimensions, but several added features appear critical to effective functioning in different cultures....
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...House et al. (2002, 2004) and Javidan et al. (2006) provide definitions, some of which mirror Hofstede’s (2001), so this section highlights only the unique dimensions....
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...…to relatively easy access to financing and state-of-the-art technologies (Luo, Sun, and Wang 2011), the cultures of developed and emerging nations are widely contrasted, as exemplified by the culture models proposed by Hofstede (1980), GLOBE (House et al. 2004), and the Culture Map (Meyer 2014b)....
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...Whereas Hofstede (2001) and the GLOBE study (House et al. 2004) focus on understanding cultures, Meyer (2014a, 2014b, 2014c) investigates functioning and communicating across cultures and thereby identifies eight dimensions....
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...For culture, Meyer’s (2014a, 2014b, 2014c) culture dimensions are used because they contain both Hofstede’s (2001) and the GLOBE (House et al. 2004) dimensions and focus on communications, a key component of personal selling and sales management....
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TL;DR: In this article, the authors investigated how collectivism-oriented human resource management can influence on innovation performance through team reflexivity and team psychological safety, using a sample of 200 research-oriented teams in Chinese universities.
Abstract: This article investigated how collectivism-oriented human resource management can influence on innovation performance through team reflexivity and team psychological safety. Using a sample of 200 research-oriented teams in Chinese universities, the empirical results clearly indicate that collectivism-oriented human resource management is beneficial to teams’ innovation performance. The results of the mediating model show how team reflexivity and team psychological safety mediate the relationship between collectivism-oriented human resource management and innovation performance. The implications for researchers and practitioners are also discussed.
18 citations
Cites methods from "Culture Leadership And Organization..."
...CHRM We administered the six-item survey of CHRM from House et al. (2004), which has already been translated into Chinese version. The validity of the test was supported by Li et al. (2012) with Cronbach’s α of 0....
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...We administered the six-item survey of CHRM from House et al. (2004), which has already been translated into Chinese version....
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...CHRM We administered the six-item survey of CHRM from House et al. (2004), which has already been translated into Chinese version....
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References
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Umeå University1, North-West University2, Tilburg University3, University of Queensland4, National Research University – Higher School of Economics5, Victoria University of Wellington6, University of Lyon7, Stanford University8, Peking University9, Southwest University10, University of Zagreb11, Academy of Sciences of the Czech Republic12, Tallinn University13, University of Provence14, Heidelberg University15, Panteion University16, Tel-Hai Academic College17, Kyorin University18, Gunma University19, Hosei University20, Vilnius University21, Klaipėda University22, Universidad de Sonora23, The Catholic University of America24, University of Coimbra25, University of the Algarve26, Moscow State University27, University of Education, Winneba28, Tver State University29, Saratov State University30, Saint Petersburg State University31, Russian Academy32, Complutense University of Madrid33, University of East London34, Google35
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
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
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
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
University of Sussex1, University of Toulouse2, Pontifical Catholic University of Chile3, University of Miami4, Barry University5, Northwestern University6, West University of Timișoara7, University of Buea8, Nanyang Technological University9, Makerere University10, University of Namibia11, National Research University – Higher School of Economics12, Université catholique de Louvain13, University of Iceland14, American University of Beirut15, Complutense University of Madrid16, Ateneo de Manila University17, University of Cambridge18, Chinese Academy of Sciences19, North China University of Science and Technology20, University of Gdańsk21, Hokkaido University22, Osaka University23, Pontifical Catholic University of Peru24, University of Tartu25, Istanbul Şehir University26, University of Ghana27, Yaşar University28, Bilkent University29, Thammasat University30, University of Colorado Colorado Springs31, University of Wisconsin-Madison32, University of Los Andes33, Universidade Federal do Rio Grande do Sul34, University of Malaya35, University of Agder36, Victoria University of Wellington37, Uludağ University38, Ankara University39, Sultan Qaboos University40, Addis Ababa University41, The Chinese University of Hong Kong42, Hungarian Academy of Sciences43, Federal University of Paraíba44, Federal University of Pará45, Leipzig University46, University of Jena47, University of Milan48, Hong Kong Polytechnic University49
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