A Framework for Conducting Multi-Level Construct Validation

Chen, Gilad; Mathieu, John E.; Bliese, Paul D.

doi:10.1016/s1475-9144(04)03013-9

Cited by 302 publications

(438 citation statements)

References 43 publications

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“…For the ICC 1 , we also reported the significance test of the analysis of variance (ANOVA) (see, e.g., Bliese, 2000;Chen, Mathieu and Bliese, 2004). This approach is consistent with the collective empowerment literature (e.g., Kirkman and Rosen, 1999;Mathieu et al, 2006).…”

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confidence: 57%

How to empower employees: using training to enhance work units’ collective empowerment

Voegtlin

Boehm

Bruch

2015

International Journal of Manpower

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Purpose -The purpose of this paper is to examine, theoretically and empirically, whether an employee training program can enhance the collective perception of empowerment of work units within an organization. The authors hypothesized that training participation relates to empowerment by enhancing the potency, meaningfulness, impact, and autonomy of the employees. Design/methodology/approachThe authors collected data at two time points, before and after the training intervention. Over the two periods, the sample consisted of an average of 2,383 employees nested in 36 work units of a large multinational company. Findings -The results indicated a positive relationship between training participation and increased levels of collective psychological empowerment, with differential effects on the dimensions of empowerment. Practical implications -This study provides evidence of the positive relationship between training and empowerment, suggesting training effects across levels of analysis. The results indicated dimensions of empowerment that are more and such that are less prone to training. Such knowledge may help to inform organizations in developing training strategies. The authors provide recommendations for a respective training program. Originality/value -This is one of the first studies to investigate the relationship between training participation of individual employees and shared empowerment perceptions within their work units, adding an important antecedent to the research on empowerment. In addition, the authors propose ways of how individual employees can affect shared perceptions among work-unit members. The study offers insights into the development of empowered work units, the vertical transfer of training across levels of analysis and implications for training programs. Manpower, 2015, 36, 3, 354 -373 Purpose -The purpose of this study was to examine, theoretically and empirically, whether an employee training program can enhance the collective perception of empowerment of work units within an organization. We hypothesized that training participation relates to empowerment by enhancing the potency, meaningfulness, impact, and autonomy of the employees.

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confidence: 57%

How to empower employees: using training to enhance work units’ collective empowerment

Voegtlin

Boehm

Bruch

2015

International Journal of Manpower

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“…Researchers need to continue to explore relationships across levels in order to generate a complete nomological network for cultural values at multiple levels. We view as particularly promising carefully constructed and theoretically sound multi-level research programs informed by multi-level theory (see Klein and Kozlowski, 2000;Chen et al, 2004 for elaboration).…”

Section: Theoretical Implicationsmentioning

confidence: 99%

A quarter century of Culture's Consequences: a review of empirical research incorporating Hofstede's cultural values framework

2006

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Since Geert Hofstede's Culture's Consequences: International Differences in Work-Related Values (Sage, 1980) was published, researchers have utilized Hofstede's cultural values framework in a wide variety of empirical studies. We review 180 studies published in 40 business and psychology journals and two international annual volumes between 1980 and June 2002 to consolidate what is empirically verifiable about Hofstede's cultural values framework. We discuss limitations in the Hofstede-inspired research and make recommendations for researchers who use Hofstede's framework in the future. Journal of International Business Studies (2006) 37, 285–320. doi:10.1057/palgrave.jibs.8400202

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“…Hofstede argues that because the GLOBE study items start with "In this society …", they shift the focus from the individual to the country, which might limit the respondent's ability to provide an accurate assessment of the phenomenon. While many other scholars suggest that referent shift can limit the accuracy of assessment (for more details see Chen, Mathieu, & Bliese, 2004;Klein & Kozlowski, 2000), the exact extent of the problem is unknown. Nor is it known whether reference shift affects perceptions of values differently than it does perceptions of practices.…”

Section: Referent Shiftmentioning

confidence: 99%

“…If they do, this may indicate that the relationship between values and practices reverses when crossing from the individual to the national level of analysis, which would be a very interesting but unprecedented finding. Different relationships at different levels of analysis do occur (Chen et al, 2004;Klein & Kozlowski, 2000), and future research may want to address in more depth the issue of level of analysis in the cultural value-practice context.…”

Section: Measurement and Analysis Levelmentioning

confidence: 99%

Negative practice–value correlations in the GLOBE data: Unexpected findings, questionnaire limitations and research directions

2010

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Abstract:The study of culture and cultural values continues to be hotly debated among cross-cultural researchers worldwide. Starting with the seminal work of Kluckhohn and Strodtbeck, and Hofstede, and continuing with more recent efforts, researchers have continued to develop and empirically examine cultural value frameworks in an attempt to understand how cultural differences affect work-related behaviors and attitudes. The purpose of this commentary is to briefly describe the interesting -and counterintuitive -findings from the Global Leadership and Organizational Behavior Effectiveness (GLOBE) project, summarize the different interpretations of these findings offered by Maseland and van Hoorn, and by Brewer and Venaik, provide a critique of their arguments, and finally offer a list of possible alternative interpretations and explanations for the conflicting findings in the GLOBE study.GLOBE | Hofstede | cross-cultural research/measurement issues | cultural values | Keywords: cultural value frameworks | work attitudes | business management | international business Article:The study of culture and cultural values continues to be hotly debated among cross-cultural researchers worldwide. Starting with the seminal work of Kluckhohn and Strodtbeck (1961) and Hofstede (1980), researchers have continued to develop and empirically examine cultural value frameworks in an attempt to understand how cultural differences affect work-related behaviors and attitudes. One of the most recent attempts to create a comprehensive framework to understand cultural values and their effects has been the Global Leadership and Organizational Behavior Effectiveness (GLOBE) study (House, Hanges, Javidan, Dorfman, & Gupta, 2004). Recently, Maseland and van Hoorn (2009), in their research note published in this journal and revisited in this issue (Maseland & van Hoorn, 2010), and Brewer and Venaik (2010) offered competing explanations for some of the more intriguing findings in the GLOBE study. The purpose of this commentary is to briefly describe the interesting -and counterintuitive -findings from the GLOBE project, summarize the different interpretations of these findings offered by Maseland and van Hoorn (2010) and Brewer and Venaik (2010), and consider possible alternative interpretations and explanations for the conflicting findings in the GLOBE study. The GLOBE StudyAmong the many attempts to measure the cultures of the world (e.g., Hofstede, 1980;Schwartz, 1992;Smith, Dugan, & Trompenaars, 1996), the GLOBE study (House et al., 2004) is one of the most recent, ambitious, and comprehensive efforts. Methodologically, the GLOBE study is very similar to other cultural comparison studies, in that all of them measure culture using a series of self-report survey questions with Likert-type response scales. Nevertheless, the GLOBE study is unique in one important way, in that it measures cultural values and cultural practices separately, and thus provides two different sets of cultural indices.

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A Framework for Conducting Multi-Level Construct Validation

Cited by 302 publications

References 43 publications

How to empower employees: using training to enhance work units’ collective empowerment

How to empower employees: using training to enhance work units’ collective empowerment

A quarter century of Culture's Consequences: a review of empirical research incorporating Hofstede's cultural values framework

Negative practice–value correlations in the GLOBE data: Unexpected findings, questionnaire limitations and research directions

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