Explaining the negative correlation between values and practices: A note on the Hofstede–GLOBE debate

Maseland, Robbert; Hoorn, André van

doi:10.1057/jibs.2008.68

Cited by 111 publications

(89 citation statements)

References 19 publications

(12 reference statements)

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“…In addition, some researchers noted that these scales do not even measure values, but rather marginal preferences (i.e., the importance attached to an objective on top of the current level of satiation; see Maseland & van Hoorn, 2009). Although some solutions to response biases have been proposed (e.g., combining positive and negative items in a single instrument, the use of within-subject standardization, etc.…”

Section: The Modeling Of Culturementioning

confidence: 99%

Conceptualizing and measuring culture in international business and management: From challenges to potential solutions

et al. 2015

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Understanding the influence of culture on business operations has been one of the most enduring components of international business (IB) and international management (IM) theorizing and empirical investigation. While several critiques and debates questioned the significant progress made in this domain, the special issue we introduce here is meant to demonstrate that further advancement on how we conceptualize and measure culture is not only needed, but also possible. We provide an overview of past and current approaches in the measurement of culture in IB/IM and the challenges associated with these approaches, and emphasize the important, yet insufficiently acknowledged, link between the theoretical conceptualization of culture and its measurement. We then introduce the four articles included in the special issue and highlight how they break away from the "addiction" to approaches that have been very useful in getting where we are today, but that might not always be useful in advancing knowledge beyond what we already know. Last but not the least, we offer our own perspective on promising directions in conceptually and methodologically rethinking the study of culture in IB and IM.

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Section: The Modeling Of Culturementioning

confidence: 99%

Conceptualizing and measuring culture in international business and management: From challenges to potential solutions

et al. 2015

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“…What the above studies have in common is that they are based on respondents' self-professed behavior or attitudes toward work, with lots of measurement error due to, for instance, social desirability bias (Clarke et al, 1999;Bertrand and Mullainathan, 2001;Maseland and van Hoorn, 2009). The failure of this literature to provide unambiguous evidence or clear support for the Weber thesis may be related to the lack of reliability of the measures used.…”

Section: The Weber Thesis Empiricallymentioning

confidence: 99%

“…Existing measures typically rely on values surveys, focusing on self-professed attitudes toward work, which suffer from a number of methodological problems, particularly social desirability bias and extreme sensitivity to fluctuating circumstances (Clarke et al, 1999;Bertrand and Mullainathan, 2001;Maseland and van Hoorn, 2009).…”

Section: Introductionmentioning

confidence: 99%

Does a Protestant work ethic exist? Evidence from the well-being effect of unemployment

Hoorn¹,

Maseland

2013

Journal of Economic Behavior & Organization

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This article appeared in a journal published by Elsevier. The attached copy is furnished to the author for internal non-commercial research and education use, including for instruction at the authors institution and sharing with colleagues.Other uses, including reproduction and distribution, or selling or licensing copies, or posting to personal, institutional or third party websites are prohibited. Evidence on Weber's original thesis on a Protestant work ethic is ambiguous and relies on questionable measures of work attitudes. We test the relation between Protestantism and work attitudes using a novel method, operationalizing work ethic as the effect of unemployment on individuals' subjective well-being. Analyzing a sample of 150,000 individuals from 82 societies, we find strong support for a Protestant work ethic: unemployment hurts Protestants more and hurts more in Protestant societies. Whilst the results shed new light on the Protestant work ethic debate, the method has wider applicability in the analysis of attitudinal differences.

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“…The GLOBE study (House et al 2004), which reported negative correlations between cultural values and practices, casts some doubt on the commonly assumed consistency between different facets of culture. The finding seemed to surprise even the authors of the study who expected to see positive correlations, though a number of plausible explanations for the surprising findings have been offered by other researchers (for discussion see Maseland and van Hoorn 2008;Taras, Steel and Kirkman 2010b). It must be noted, however, that what was labeled 'cultural practices' in the GLOBE study was only a remote proxy for cultural artifacts, such as cultural traditions and customs, and even less so for clothing style, music or cuisine.…”

Section: Value Versus Artifact Acculturationmentioning

confidence: 76%

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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Explaining the negative correlation between values and practices: A note on the Hofstede–GLOBE debate

Cited by 111 publications

References 19 publications

Conceptualizing and measuring culture in international business and management: From challenges to potential solutions

Conceptualizing and measuring culture in international business and management: From challenges to potential solutions

Does a Protestant work ethic exist? Evidence from the well-being effect of unemployment

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

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