On the nature and importance of cultural tightness-looseness.

Gelfand, Michele J.; Nishii, Lisa H.; Raver, Jana L.

doi:10.1037/0021-9010.91.6.1225

Cited by 811 publications

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“…In contrast, loose societies have fewer ecological and historical threats and can "afford" more deviant behavior. Although this research was conducted at the national level, there is increasing evidence that this critical contrast exists across different levels of analysis, differentiating, for example, organizations and industries (16). If tightness-looseness is a fundamental aspect of social systems, might it be an underlying principle that helps explain the wide variation that exists between the 50 US states?…”

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confidence: 99%

Tightness–looseness across the 50 united states

Harrington

Gelfand

2014

Proc. Natl. Acad. Sci. U.S.A.

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This research demonstrates wide variation in tightness-looseness (the strength of punishment and degree of latitude/permissiveness) at the state level in the United States, as well as its association with a variety of ecological and historical factors, psychological characteristics, and state-level outcomes. Consistent with theory and past research, ecological and man-made threats-such as a higher incidence of natural disasters, greater disease prevalence, fewer natural resources, and greater degree of external threat-predicted increased tightness at the state level. Tightness is also associated with higher trait conscientiousness and lower trait openness, as well as a wide array of outcomes at the state level. Compared with loose states, tight states have higher levels of social stability, including lowered drug and alcohol use, lower rates of homelessness, and lower social disorganization. However, tight states also have higher incarceration rates, greater discrimination and inequality, lower creativity, and lower happiness relative to loose states. In all, tightness-looseness provides a parsimonious explanation of the wide variation we see across the 50 states of the United States of America.culture | norms | ecology | index

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mentioning

confidence: 99%

Tightness–looseness across the 50 united states

Harrington

Gelfand

2014

Proc. Natl. Acad. Sci. U.S.A.

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475

586

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“…This is probably due to the common understanding in the field that values are "among the building blocks of culture" (HOFSTEDE, 1980, p. 25). More recently, crosscultural researchers have raised doubts about the usefulness of the value concept (GELFAND; NISHII; RAVER, 2006). Empirical findings show mixed results with some studies supporting the explanatory power of values and other studies showing that values are not sufficient for understanding cultural differences (see GELFAND;NISHII;RAVER, 2006).…”

Section: Introductionmentioning

confidence: 93%

Measuring cultural values at the individual-level: considering morality in cross-cultural value research

Vauclair

2009

RAM, Rev. Adm. Mackenzie

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RESUMOValores compartilhados são tipicamente vistos como um dos aspectos centrais da cultura. O procedimento comum para derivar valores culturais compartilhados é feito por meio da análise das prioridades dos valores individuais no nível cultural. Este artigo delineia os problemas conceituais e metodológicos associados com esse procedimento. Descobertas feitas por meio de estudos empíricos selecionados são apresentadas para corroborar essa crítica. Meios alternativos para medir valores culturais no nível individual são apresentados e classificados em uma taxonomia de valores. Nessa taxonomia, estudos anteriores têm até agora focalizado a medição de valores por meio da importância atribuída, refletindo o que os indivíduos ou grupos sociais desejam. Contudo, argumenta-se que, se valores culturais são supostamente compartilhados, eles deveriam refletir o que é desejável, isto é, o que o indivíduo deve valorizar ou empenhar-se para alcançar como um objetivo de vida em uma determinada sociedade. Isso constitui uma nova abordagem para a mensuração de valores culturais que propõe que sejam medidos no nível individual, utilizando-se perguntas que envolvam moralidade. Sugestões são feitas sobre como os valores culturais poderiam ser operacionalizados, referindo-se aos valores morais individuais ou àqueles de um grupo social. Os benefícios da utilização de taxionomia de valores para pesquisas futuras são eventualmente descritos. PALAVRAS-CHAVEValores; Cultura; Moralidade; Mensuração; Teoria. ABSTRACTShared values are typically seen as one of the core aspects of culture. The usual procedure for deriving shared cultural values is through analyzing individuals' value priorities at the cultural-level. This paper outlines the conceptual and methodological problems associated with this procedure. Findings from selected empirical 62• RAM -REVISTA DE ADMINISTRAÇÃO MACKENZIE, V. 10, N. 3 • SÃO PAULO, SP • MAI./JUN. 2009 • p. 60-83 • ISSN 1678 studies are presented to corroborate this critique. Alternative ways of measuring cultural values at the individual-level are presented and classified into a value taxonomy. Within this taxonomy past studies have so far focused on measuring values through importance ratings reflecting what individuals or social groups "desire". However, the argument is made that if cultural values are supposed to be shared they should reflect what is "desirable", i.e. what one "ought" to value or to strive for as a goal in life in a certain society. This constitutes a new approach for the measurement of cultural values. It is proposed that cultural values are measurable at the individual-level using the concept of morality. Suggestions are made how moral values could be operationalized referring to either the individual's moral values or those of a social group. The benefits of the value taxonomy for future research are eventually described.

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“…Also, our study omitted a number of potentially relevant variables. For example, acculturation patterns may differ depending on whether the culture of the host society is tight or loose (Gelfand, Nishii and Raver 2006). It has been suggested that individuals from tight cultures may acculturate faster in loose cultures, while those from loose cultures may be slower to internalize values of culturally tight societies (Murphy and Anderson 2003).…”

Section: Limitations and Future Research Directionsmentioning

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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On the nature and importance of cultural tightness-looseness.

Cited by 811 publications

References 197 publications

Tightness–looseness across the 50 united states

Tightness–looseness across the 50 united states

Measuring cultural values at the individual-level: considering morality in cross-cultural value research

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

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