Experimental Methods in Cross-Cultural Management

Fischer, Ronald; Karl, Johannes

doi:10.4135/9781529714340.n10

Cited by 5 publications

(3 citation statements)

References 14 publications

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“…The results show that support, dignity, respect, and honesty are the most importance motives for obtaining high performing and satisfied employees in the KRI. The reason for this outcome could be that there are contextual factors that are likely to affect the association of work outcomes with justice components, such as an employee’s culture or ethnicity (Fischer, 2008, 2013; Leung, 1988). As previously described, the key contextual characteristics of the KRI are its collectivist and high power distance culture.…”

Section: Discussionmentioning

confidence: 99%

“…Due to differences in individualism/collectivism and power distance, the values and norms that prevail in the KRI are different from those of western countries, and justice rules and principles may be interpreted differently (Fischer, 2008, 2013; Giacobbe-Miller et al , 2003; Leung, 1988). Given the cultural differences, the relative importance of components of justice perceptions on the work outcomes in this research may differ from western examples.…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

“…Prior cross-cultural studies have concentrated on different culture features in preference for specific reward allocation or distributive justice rules, such as equity and equality, and various procedural principles such as voice and process control. A number of scholars demonstrated that culture dimensions such as individualism/collectivism and power distance are associated with variations in the preference for such rules and principles (Fischer, 2008, 2013). For instance, while individualists prefer the equity rule for allocating rewards, the main goal of which is performance and equitable distribution of outcomes based on relative contributions of each member to the organization (Giacobbe-Miller et al , 2003).…”

Section: Introductionmentioning

confidence: 99%

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Organizational justice and work outcomes in the Kurdistan Region of Iraq

Arab

Atan

2018

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Purpose-The purpose of this paper is to investigate the main and interaction effects of organizational justice components as they pertain to job performance and satisfaction in an Eastern region. Design/methodology/approach-Data were gathered utilizing a sample of 402 employee-manager dyads working for various institutions of higher education in the Kurdistan Region of Iraq. Hierarchical regression analyses and relative weight analysis were used to test the research hypotheses. Findings-The results indicated that perceived distributive, procedural, and interactional justice all contribute to employee job satisfaction and job performance, and that among the justice components, interactional justice was more strongly related to job satisfaction and job performance. The results also showed that interactional justice interacts with distributive justice to affect job performance. Research limitations/implications-Although data were gathered from two sources, all data were collected at a single point in time, which may raise a concern about common method variance. Practical implications-Managers who try to enhance employees' perceptions of organizational justice are advised to constantly develop and evaluate the way they treat their employees, especially in terms of social aspects such as dignity, support, and respect. Originality/value-This study is the first work in the Kurdistan Region or Iraq as a whole that investigates organizational justice as it pertains to work outcomes.

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Section: Discussionmentioning

confidence: 99%

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Organizational justice and work outcomes in the Kurdistan Region of Iraq

Arab

Atan

2018

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Cultural lessons missed and learnt about religion and culture

Fischer

2022

Religion, Brain & Behavior

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Culture and Communication

Sharma,

Liu

2024

The Oxford Handbook of Cross-Cultural Organizational Behavior

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Human cultural values and norms are developed and maintained through communication between and within individuals and between and within groups. The relationship between culture and communication is complex and challenging to study. On one hand, communication is the carrier of human interaction and culture, as values and norms are shared among its members through communication. On the other hand, culture may dictate how we communicate, since values and norms may prescribe our thinking and communication styles. In this chapter, we review the extant literature on culture and communication and explore how they influence and coevolve over time. We then propose new directions of research with theoretical and practical implications.

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Experimental Methods in Cross-Cultural Management

Cited by 5 publications

References 14 publications

Organizational justice and work outcomes in the Kurdistan Region of Iraq

Organizational justice and work outcomes in the Kurdistan Region of Iraq

Cultural lessons missed and learnt about religion and culture

Culture and Communication

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