An interview with Geert Hofstede

Hoppe, Michael H.

doi:10.5465/ame.2004.12689650

Cited by 21 publications

(12 citation statements)

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“…Our choice of Canada and China as the research setting was based not only on practicality but also on the empirical findings that they differ on the most important dimension of national culture, individualism and collectivism (Hofstede, 2001;McSweeney, 2002;Triandis, 2004). It is suggested by cross-cultural researchers that work attitudes and behavior of people in collectivist cultures are different from the work attitudes and behavior of people in individualist cultures (Carpenter, 2000;Triandis and Suh, 2002;Hoppe, 2004). In collectivistic cultures, the emphasis is on belonging to an in-group.…”

Section: Introductionmentioning

confidence: 99%

Burnout among Canadian and Chinese employees: a cross‐cultural study

Jamal

2005

European Management Review

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This study examined the relationship of job stress with overall burnout and its three dimensions (emotional exhaustion, depersonalization and lack of accomplishment) and health problems among employees in Canada (N = 535) and the People's Republic of China (N = 685). Data were collected by means of a structured questionnaire from Canadian employees in Montreal and Chinese employees in Beijing. Pearson correlation and moderated multiple regressions were used to analyze the data. Job stressors such as work overload, ambiguity, conflict and resource inadequacy, were significantly related to many dependent variables in both countries. Moderated multiple regressions only marginally supported the role of gender as a moderator of stressor‐burnout relationship. Implications of findings are discussed for cross‐cultural research.

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Section: Introductionmentioning

confidence: 99%

Burnout among Canadian and Chinese employees: a cross‐cultural study

Jamal

2005

European Management Review

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“…It is within the context of this Central and Eastern European cluster, that an appropriate leadership model was sought to capture follower and leader perspectives on ethical values and practices. There is a conceptual hegemony of 'Western' cross-cultural comparative models addressing culturally contingent leadership theory [52]. Scholars have addressed the necessity of starting culturally specific leadership research by identifying major shortcomings of previously accepted research frameworks [53].…”

Section: Context Specific Leadership Theories In Central Europementioning

confidence: 99%

“…We argue, that this is not the case in terms of leadership and ethics research. Prominent authors in the field find, that culture itself-related to leadership and ethics-is robust and does not change rapidly over time [49][50][51][52][53]. In fact, the change perceived by researchers is often more strongly due to the shifting perspective [54].…”

Section: Limitations and Further Research Directionmentioning

confidence: 99%

Exploring Ethical Business in Central Europe: Leaders’ Values and Perspectives on Good Practices

et al. 2020

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Weaknesses in the institutional environment of Central Europe challenge the sustainability of economic development. Institutional theory stipulates that institutions drive economic development, and institutions are configured by individual values and practices. The World Governance Indicators, the Corruption Perception Index, and the Doing Business Indicators indicate weaknesses in the institutional environments of the Visegrád countries. This paper explores the micro level perspective of institutions, focusing on values and practices, in terms of leadership and ethics. A survey of 868 private and public sector managers from Czech Republic, Hungary, Poland, and Slovakia provides evidence that leadership practices and ethical values are congruent, suggesting a positive influence on the institutional environment. The results also provide evidence for the presence of the gap, spanning between the micro and the macro level factors affecting sustainable economic development. These results imply that a bottom-up view of sustainable economic development is more suitable to the Central European context, and promotion of sustainable economic development needs to focus on the micro level factors.

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“…Therefore, an understanding of how OD is used in various countries with emerging OD disciplines is important to study in order to gain a more broad-based and global perspective of the OD field (Lau & Ngo, 2001;Pettigrew et al, 2001). Hofstede (1980Hofstede ( , 1993Hofstede ( , 1996Hofstede ( , 1998, with his groundbreaking research on dimensions of culture, offered empirical evidence that demonstrated the importance of national culture on management practices and organizations (Hoppe, 2004). Hofstede defines culture as the collective programming of the mind.…”

Section: Od's Rootsmentioning

confidence: 99%

Organization Development and Change Interventions

Fagenson‐Eland

Ensher

Burke

2004

The Journal of Applied Behavioral Science

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The present study compares differences in organization development (OD) interventions using Hofstede's (1980) four dimensions of culture as a framework for studying seven countries' practices. The seven countries examined were Finland, Ireland, the Netherlands, New Zealand, South Africa, the United Kingdom, and the United States. In general, Hofstede's theoretical approach proved to be a useful framework for comparing OD practices as the majority of the authors' hypotheses were, at a minimum, partially supported. However, when those hypotheses were not supported, some interesting patterns emerged that provide intriguing directions for future research.

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An interview with Geert Hofstede

Cited by 21 publications

References 0 publications

Burnout among Canadian and Chinese employees: a cross‐cultural study

Burnout among Canadian and Chinese employees: a cross‐cultural study

Exploring Ethical Business in Central Europe: Leaders’ Values and Perspectives on Good Practices

Organization Development and Change Interventions

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