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Using data from 598 studies representing over 200,000 individuals, we meta-analyzed the relationship between G. Hofstede's (1980a) original 4 cultural value dimensions and a variety of organizationally relevant outcomes. First, values predict outcomes with similar strength (with an overall absolute weighted effect size of rho = 0.18) at the individual level of analysis. Second, the predictive power of the cultural values was significantly lower than that of personality traits and demographics for certain outcomes (e.g., job performance, absenteeism, turnover) but was significantly higher for others (e.g., organizational commitment, identification, citizenship behavior, team-related attitudes, feedback seeking). Third, cultural values were most strongly related to emotions, followed by attitudes, then behaviors, and finally job performance. Fourth, cultural values were more strongly related to outcomes for managers (rather than students) and for older, male, and more educated respondents. Fifth, findings were stronger for primary, rather than secondary, data. Finally, we provide support for M. Gelfand, L. H. Nishii, and J. L. Raver's (2006) conceptualization of societal tightness-looseness, finding significantly stronger effects in culturally tighter, rather than looser, countries.

This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License. Abstract:This meta-analysis offers an updated set of national cultural scores along the dimensions of Hofstede's cultural framework. The meta-analytic national cultural indices have two advantages. First, they are based on a larger and more representative sample than that used in Hofstede's or any other cross-cultural comparison study. The data come from 451 empirical studies representing over 2000 samples comprising over half a million individuals from 49 countries and regions. Second, cultural change is addressed by offering separate sets of indices for different decades. This would be helpful in longitudinal studies of the interplay between culture and other phenomena. The meta-analytic indices are validated against a set of external criteria.

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Do cultural values enhance financial and subjective well-being (SWB)? Taking a multidisciplinary approach, we meta-analytically reviewed the field, found it thinly covered, and focused on individualism. In counter, we collected a broad array of individual-level data, specifically an Internet sample of 8,438 adult respondents. Individual SWB was most strongly associated with cultural values that foster relationships and social capital, which typically accounted for more unique variance in life satisfaction than an individual’s salary. At a national level, we used mean-based meta-analysis to construct a comprehensive cultural and SWB database. Results show some reversals from the individual level, particularly masculinity’s facet of achievement orientation. In all, the happy nation has low power distance and low uncertainty avoidance, but is high in femininity and individualism, and these effects are interrelated but still partially independent from political and economic institutions. In short, culture matters for individual and national well-being.

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This is a post-peer-review, pre-copyedit version of an article published in Management International Review.

The coauthors wish to acknowledge the contribution of the entire X-Culture team: Without the hard work the 141 instructors and thousands of students do every day, the X-Culture Project in general and this study in particular would not be possible. We also would like to acknowledge the support of our many corporate partners, including Gramedia, Lidaris, Innospark, and Caja de Burgos, whose involvement makes the project more meaningful and educational for our students.