A cross-cultural examination of preferences for work attributes

Woodard, Melissa S; Miller, Jane; Miller, Daniel J.; Silvernail, Kirk; Guo, Chun; Nair, Sudhir; Aydin, Mehmet Devrim; Lemos, Ana Heloísa da Costa; Donnelly, Paul; Kumpikaitè-Valiüniené, Vilmantè; Marx, Robert D.; Peters, Linda M.

doi:10.1108/jmp-09-2013-0289

Cited by 15 publications

(19 citation statements)

References 33 publications

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“…It could be conjectured, for instance, that notions of meaningfulness may vary across cultural or religious communities, and studies could explore this proposition. Only one study by Woodard et al (2016) has attempted to consider cross-cultural differences in meaningful work using notions of collectivism versus individualism. However, as the authors themselves pointed out, their findings were limited by insufficient sample sizes to draw reliable conclusions.…”

Section: Implications For Hrd Theorymentioning

confidence: 99%

A Review of the Empirical Literature on Meaningful Work: Progress and Research Agenda

Bailey

Yeoman

Madden

et al. 2018

Human Resource Development Review

246

306

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Meaningful work is a topic of importance in core domains of HRD such as employee engagement and understandings of human performance and potentiality. However, there is little consensus over what comprises meaningful work, or concerning the antecedent and outcome factors associated with meaningfulness. Prior theorizing has tended to conflate conceptual and empirical arguments, and hence we lack clear insight into factors related to the experience of meaningfulness. We address this by presenting the results of an analysis of the empirical literature relating to meaningful work. 71 studies met the inclusion criteria. Our aim is to address the question: what is the empirical evidence base concerning meaningful work, and how can this inform theory and practice in HRD? The synthesis reveals dominant trends alongside significant gaps in understanding. We highlight the practical implications of our analysis for the HRD field, and propose avenues for future research on meaningfulness within HRD.

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Section: Implications For Hrd Theorymentioning

confidence: 99%

A Review of the Empirical Literature on Meaningful Work: Progress and Research Agenda

Bailey

Yeoman

Madden

et al. 2018

Human Resource Development Review

246

306

View full text Add to dashboard Cite

show abstract

“…Members of collectivist cultures are more likely to derive satisfaction from a job well done(Hofstede and Bond, 1984). Previous studies have divided collectivism into two dimensions: HC and VC (Triandis and Suh, 2002; Woodard et al , 2016; Wong et al , 2018). In HC, people see themselves as similar to others and emphasize on common goals.…”

Section: Theory Background and Hypothesesmentioning

confidence: 99%

“…In VC, people value the integrity of groups, are willing to sacrifice their personal interests for the good of their groups, and support competitions between their teams and other groups. In this dimension, people are willing to submit to authority (Triandis and Gelfand, 1998; Woodard et al , 2016).…”

Section: Theory Background and Hypothesesmentioning

confidence: 99%

“…Some scholars call for the combined consideration of VC and HC and exploration into any differences in their effects on the relationships between conflicts and job satisfaction. (Woodard et al , 2016; Peters et al , 2016). Therefore, the present study attempts to identify the potential moderating effects of VC and HC on the relationships between conflicts and job satisfaction.…”

Section: Introductionmentioning

confidence: 99%

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Relationships between conflicts and employee perceived job performance

Liu

2019

IJCMA

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Purpose Over 83.72 million Chinese firms employing more than 775 million employees. It is essential to explore employee relationships and conflict management practices in China. Although collectivism can influence employee cognition and emotions, the psychological mechanism that links collectivism and job satisfaction is still unclear. Researchers have found existing empirical findings on conflict–performance relationships to be mixed and inconsistent, and have identified the need to pinpoint the explanatory mechanisms and boundary conditions that underlie the effect of conflict on job performance. This study aims to provide some clarification to this important yet relatively unclear issue. Design/methodology/approach A questionnaire survey was conducted in China to collect data. The authors received completed questionnaires from 466 employees. Findings Analysis of questionnaire results reveals that job satisfaction mediates the relationships between conflicts and perceived job performance, and that collectivism moderates the relationships between conflicts and job satisfaction. Specifically, the positive relationship between task conflict and job satisfaction is amplified by high levels of horizontal collectivism (HC) and vertical collectivism (VC), while the negative relationship between relationship conflict and job satisfaction is strengthened by HC. Research limitations/implications The main limitation is that this study used a cross-sectional design, meaning that causality in relationships cannot be established from results. Despite this limitation, the present findings provide insights into conflict management, job satisfaction and culture value literature. Originality/value This paper examines the moderating role of employees’ collectivist orientation (not national culture) on the relationships between conflicts and employee job satisfaction at the individual level. It also explores HC and VC and identifies their differential effects on the relationships between conflicts and job satisfaction.

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“…Finally, due to their interdependent self-construal, those with a collectivist orientation are expected to be more sensitive to social approval of their organizations than are those with an individualist orientation. To support this view, research has found that collectivist job seekers attached more importance to the prestige and reputation of an organization than did individualists (Caligiuri et al, 2010;Woodard et al, 2016) and collectivists placed more weight on prestige as a work value (Hartung et al, 2010). Therefore, it is expected that H5a: The positive relationship between collectivist self-concept orientation and VE needs will be stronger than the positive relationship between individualist self-concept orientation and VE needs.…”

Section: Self-enhancement Needs (Social Adjustment and Value Expressimentioning

confidence: 99%

Self-concept orientation and organizational identification: a mediated relationship

Guo

Miller

Woodard

et al. 2018

JMP

Self Cite

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Purpose-The present study tests a mediated model of the relationship between self-concept orientation (individualist and collectivist) and organizational identification (OrgID, Cooper and Thatcher, 2010), with proposed mediators including the need for organizational identification (nOID, Glynn, 1998) as well as self-presentation concerns of social adjustment (SA) and value expression (VE, Highhouse et al., 2007). Design-Data were collected from 509 participants in seven countries. Direct and mediation effects were tested using structural equation modeling (AMOS 25.0). Findings-Individualist self-concept orientation was positively related to VE and collectivist self-concept orientation was positively related to nOID, VE and SA. VE mediated the relationship between both self-concept orientations and OrgID. In addition, nOID mediated the relationship for collectivist self-concept orientation. Practical Implications-This study identifies underlying psychological needs as mediators of the relationship of self-concept orientation to organizational identification. Understanding these linkages enables employers to develop practices that resonate with the self-concept orientations and associated psychological needs of their employees, thereby enhancing organizational identification. Originality/Value-This study provides a significant contribution to the organizational identification literature by proposing and testing for relationships between self-concept orientations and OrgID as mediated by underlying psychological needs. The results provide support for the mediated model as well as many of Cooper and Thatcher's (2010) theoretical propositions, with notable exceptions.

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A cross-cultural examination of preferences for work attributes

Cited by 15 publications

References 33 publications

A Review of the Empirical Literature on Meaningful Work: Progress and Research Agenda

A Review of the Empirical Literature on Meaningful Work: Progress and Research Agenda

Relationships between conflicts and employee perceived job performance

Self-concept orientation and organizational identification: a mediated relationship

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