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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
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Journal ArticleDOI
TL;DR: In this paper, the authors show that the hypotheses presented are simplifications restricting reality to understand the phenomenon of the influence of treaties between the two countries on CSR practices in SMEs in each country.
Abstract: espanolEl objetivo de este trabajo es cotejar la presencia de un efecto de convergencia e isomorfismo en practicas de Responsabilidad Social Empresarial (RSE), desde lo predicho por la teoria neoinstitucionalista en PYMEs. de Jalisco, Mexico y de Quebec, Canada. Ambos sometidos a las mismas reglas institucionales surgidas del TLCAN. El metodo se baso sobre el analisis de 200 PYME localizadas en Quebec y 200 en Jalisco. Se hicieron pruebas ANOVA, sobre un instrumento de desarrollo propio, para corroborar si hay similitudes isomorfas o no de cada variable analizada. Los resultados tienden a demostrar que las PYME de Jalisco son similares a las de Quebec sobre practicas de RSE. Por lo que se concluye, como primeros hallazgos, que las hipotesis planteadas constituyen unas simplificaciones restrictivas de la realidad para comprender el fenomeno de la influencia de los tratados entre ambos paises sobre las practicas de RSE en las PYME de cada pais. EnglishThe objective of this study is to check y if there is an isomorphic and convergence effect on CSR practices predicted by neo-institutionalist theory in SMEs in Jalisco, Mexico and Quebec, Canada. Both summited to the same institutional rules arising from NAFTA. The methodology was based on 200 SMEs located at Quebec and 200 at Jalisco. ANOVA tests were performed, on an instrument of own development, to corroborate whether there are isomorphic similarities or not of each variable analyzed. The results tend to show that SMEs in Jalisco are similar to those of Quebec on CSR practices. It is concluded, as findings, that the hypotheses presented are simplifications restricting reality to understand the phenomenon of the influence of treaties between the two countries on CSR practices in SMEs in each country.

6 citations

Journal ArticleDOI
TL;DR: In this article, mission statements from 1,420 community foundations were analyzed to determine whether community foundations portray themselves as primarily transactional or transformational in the field of finance and finance.
Abstract: Analyzing mission statements from 1,420 community foundations, this research aims to determine whether community foundations portray themselves as primarily transactional or transformational in the...

6 citations


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

  • ...…been considered Western-centric by some, which would limit the generalizability of the findings; however, some research on global culture and leadership (Hofstede et al., 2010; House et al., 2004) has determined that many countries prefer transformational leadership to other types of leadership....

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Journal ArticleDOI
TL;DR: In this paper , the authors find that the effect of policy stringency is lower in societies imbued with a collectivistic culture, which implies that pollution mitigation policies are less likely to yield emission reduction in collectivist societies.

6 citations

Journal ArticleDOI
TL;DR: Cross-border venture capital (CBVCs) are increasingly prevailing in recent decades, inter alia in emerging markets like China as mentioned in this paper, and the venture capital firms investing outside their home countries are investing in these emerging markets.
Abstract: Cross-border venture capitals (CBVCs) are increasingly prevailing in recent decades, inter alia in emerging markets like China. The venture capital (VC) firms investing outside their home countries...

6 citations


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

  • ...As is specified in the GLOBE survey, the GLOBE distance is focused on human behavior in the context of business (House et al., 2004)....

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  • ...House et al. (2004) define the distance on two basis: practice and values....

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  • ...Apart from the GLOBE distance (House et al., 2004) employed in this article, the prior literature proposes two other measures of international cultural distance: Hofstede distance (Hofstede, 1998, 2001) and Schwartz distance (Schwartz, 1999)....

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  • ...House et al. (2004) describe culture in the following dimensions: uncertainty avoidance, power distance, institutional collectivism, in-group collectivism, gender egalitarianism, assertiveness, future orientation, performance orientation, and humane orientation....

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  • ...We extract data of cultural distance from the book Culture, Leadership and the Organizations: The GLOBE Study of 62 Societies (House et al., 2004)....

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Posted Content
TL;DR: In this paper, a simple economic model was developed to examine how leadership styles in organizations depend on the prevailing wage-setting conditions for workers, and they showed that leaders never use the latter type of leadership when the worker is hired in a competitive labor market, and in contrast, in labor markets with non-competitive wage setting, leaders sometimes do use the 'unfriendly' style, and the more so the worse the worker's labor market prospects are.
Abstract: This paper develops a simple economic model to examine how leadership styles in organizations depend on the prevailing wage-setting conditions for workers. In particular, we examine a leader who can -- in addition to the use of monetary incentives -- motivate a worker by adopting leadership styles that differ in their non-monetary consequences for the worker's well-being. Some leadership styles produce non-monetary benefits for workers (such as those involving the provision of praise to high-performing workers), other styles impose non-monetary costs (such as those involving social punishment for low performers). We show that leaders never use the latter type of leadership when the worker is hired in a competitive labor market. In contrast, in labor markets with non-competitive wage-setting (e.g., in the presence of trade union bargaining or minimum wage legislation) leaders sometimes do use the 'unfriendly' style, and the more so the worse the worker's labor market prospects are. We show that this is socially inefficient. 'Friendly' leadership styles are always adopted when they are socially efficient.

5 citations


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

  • ...However, there is also evidence that similar firms use very different management practises and leadership styles (Bloom et al., 2012, House et al., 2004, Artz et al., 2018)....

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References
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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