Examining the impact of Culture's consequences: A three-decade, multilevel, meta-analytic review of Hofstede's cultural value dimensions.

Taras, Vas; Kirkman, Bradley L.; Steel, Piers

doi:10.1037/a0018938

Cited by 838 publications

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“…Also, if the GLOBE study and other cultural value surveys are tapping into marginal preferences rather than values, then marginal preferences have already been shown to be important. The GLOBE study, along with hundreds of others (see Taras et al, 2010, for a meta-analytic review), confirmed significant relationships between cultural variables (marginal preferences, as asserted by Maseland-van Hoorn) and dozens of workplace-related outcomes. Perhaps if we explicitly instead of accidentally assess marginal preferences, we can do even better.…”

Section: Resultsmentioning

confidence: 83%

“…Socio-economic status, education, income levels, age, and other demographic characteristics might be considered as individual-level moderators, and cultural tightness-looseness, freedom, wealth, and other country-level characteristics should be considered as national-level moderators. Furthermore, the degree of value internalization or value traitedness (Taras, Kirkman, & Steel, 2010) may moderate the relationship between values and practices. Such moderator searches could help resolve (or at least clarify) some of these issues.…”

Section: Potential Moderatorsmentioning

confidence: 99%

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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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Section: Resultsmentioning

confidence: 83%

Section: Potential Moderatorsmentioning

confidence: 99%

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

2010

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“…The effects of cultural differences on individual behaviors and perceptions in the workplace have been well documented, showing the need for a culturally sensitive approach in the diverse workplace (Taras et al 2010a). The effects of culture have been traditionally studied in crossnational context with comparisons made across countries.…”

Section: Discussionmentioning

confidence: 99%

Work-related acculturation: change in individual work-related cultural values following immigration

Taras

Rowney

Steel

2013

The International Journal of Human Resource Management

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Abstract:The effects of culture in the workplace have been well documented. Because cultures vary across countries, business practices that are effective in some regions may not be effective in others. While cross-country cultural differences have been explored in depth, little is known about cultural variations and dynamics in the context of immigration. On the basis of a multilevel study of 2163 immigrants and locals residing in Canada, we investigate (1) patterns of immigrant acculturation; (2) the relationship between acculturation of visible elements of culture, such as language proficiency or cuisine and music tastes, and acculturation of tacit cultural values and (3) individual-and group-level predictors and moderators of acculturation. The results are discussed with a focus on implications for practitioner managers and immigration policy makers.Keywords: acculturation | cross-cultural management | culture | culture change | immigration Article:(Everything flows). HeraclitusRecent decades were signified by unprecedented cross-national migration around the world. For example, according to national census reports, annual immigrant influx approaches a million in the USA, half a million in the EU and a quarter million in Canada. While immigration creates great opportunities, it also poses challenges, not the least of which is cultural. Research has effectively demonstrated that culture greatly affects most aspects of business. Perceptions, attitudes, preferences and behaviors of employees and customers are, to a large extent, shaped by culture (Taras, Kirkman and Steel 2010a). As a result, managerial practices may not be transferable across national borders and culture must be taken into account to maximize organizational performance (Tayeb 1998).Several large-scale projects (Hofstede 1980; Schwartz 1992; House, Hanges, Javidan, Dorfman and Gupta 2004) explored cultural value differences around the world and clustered countries into cultural regions. A substantial body of research allows for predicting and adjusting management systems to match the local culture. However, can these results be generalized to management of immigrants? By definition, immigrants have ties to two or more countries. Should immigrants be assumed to retain the values of their country of origin or should they be assumed to internalize values of their host countries? What is the culture of an employee, customer or business partner who, for example, grew up in China but has lived in the USA for the past 10 years? Would the approach that works best in China work best for Chinese immigrants in the USA, or should it be assumed that their values have Americanized?Hundreds of publications have addressed issues of acculturation, and it may appear that the topic has been well explored. However, acculturation research has traditionally focused on changes in cultural artifacts, such as language proficiency, preferences for music, cuisine, media and clothing style (Rudmin 2009). While artifacts and rituals are important attributes of culture, they...

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“…6. According to the concept of Gelfand, Nishii and Raver's (2006-as cited by Taras et al 2010) of societal tightness-looseness, significantly stronger effects are found in the case of culturally tighter, rather than looser, countries.…”

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confidence: 99%

“…Based on a detailed meta-analytical review of the first four dimensions (individualismcollectivism, power distance, uncertainty avoidance, masculinity-femininity) 589 studies totalling over 200000 individuals (Taras, Kirkman, & Steel, 2010)conclude that-1. At the individual level of analysis, the cultural values predict outcomes with similar strength (with an overall absolute weighted effect size of ρ=0.18).…”

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confidence: 99%

Methodological Issues in Studying Cultural Dimensions with Special Reference to Educational Context

Alshahrani

2017

SSRN Journal

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The aim of this review was to evaluate certain methodological issues related to the measurement of cultural dimensions and their effects with special reference to educational contexts. Using Google Scholar with the exact topics as search terms, 50 research reports were obtained. The results obtained from the critical analysis of the methodologies used in these reports are discussed in this review. Most studies were on power distance and individualism/collectivism dimensions of culture. A large number of conceptual frameworks and as many as 121 measurement instruments have been proposed by different workers. Research approach in any particular study is determined by the framework and the instrument chosen or self-developed instruments. Surveys and interviews are more commonly used. Not estimating internal consistency or reliability tests in some works makes it difficult to judge the validity of the method of data analysis. Generally the sample size is in the range of 200-500 participants in surveys. Small sample sizes used in a few works may affect the validity and applicability of their findings. It is concluded that large groups of scientists doing a common research programme across several countries is better than individual researches. Meta-analyses are also superior to individual researches. Such methods ensure validity and replicability of the findings. Although none of the research used scenario analysis, it is also a promising method.

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Examining the impact of Culture's consequences: A three-decade, multilevel, meta-analytic review of Hofstede's cultural value dimensions.

Cited by 838 publications

References 527 publications

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

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

Work-related acculturation: change in individual work-related cultural values following immigration

Methodological Issues in Studying Cultural Dimensions with Special Reference to Educational Context

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