The<i>like it or not</i>proposition: Implications of societal characteristics for the cultural expertise and personal values of organization members

Peterson, Mark F.; Barreto, Tais

doi:10.1002/job.1977

Cited by 38 publications

(42 citation statements)

References 91 publications

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“…Toolbox views emphasize the varied tools that a society's members can voluntarily choose for their own purposes, whereas value views emphasize societal consistencies that have normative force (Leung & Morris, 2014;Peterson & Barreto, 2014). Nevertheless, by analogy with cultural toolboxes, some physical toolboxes contain varied tools that are all based on inches and feet, while others contain tools that are based on centimeters and meters.…”

Section: Firm Resources and Consistencies Inmentioning

confidence: 97%

“…Societal values and norms characterize the patterns of actions and interactions that are normal in a society including those that are overtly expected and those that are tacitly tolerated. Societal values and norms strongly shape what a society's members deeply understand, and moderately influence members' personal values (Peterson & Barreto, 2014;Triandis & Suh, 2002). The IB culture literature ordinarily treats societies as consisting of groups with which members are associated from youth through adulthood.…”

Section: Introductionmentioning

confidence: 99%

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A culture theory commentary on Meyer and Peng’s theoretical probe into Central and Eastern Europe

Peterson

2015

J Int Bus Stud

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Meyer and Peng's Decade Award article and Retrospective integrate economic and sociological theories of transaction costs, firm resources, and institutions and apply them to firms in Central and Eastern Europe in ways that can inform and be informed by culture theory. Culture theorizing in IB typically uses dimensions of values and norms to analyze the IB implications of the underlying logics that characterize patterns of thought, action and interaction of countries and other large societies. Transaction cost theorizing helps explain the social forces that link cultural group boundaries with country boundaries. Firm resource theory can be informed by the toolbox metaphor to understand cultural patterns in the resources that firms in a particular locale have most readily available. Neoinstitutional theory, particularly its political science thread, cautions IB scholars to represent governmental arrangements and policies as arising from cultural norms and values rather than as independent variables that spring de nova from government leaders. Integrative analyses, like the Decade Award article and Retrospective, point out links and complementarities among diverse theories, but need to take care lest superficial similarities in how terms like institution and culture are used in different theories mask fundamental conceptual differences.

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Section: Firm Resources and Consistencies Inmentioning

confidence: 97%

Section: Introductionmentioning

confidence: 99%

A culture theory commentary on Meyer and Peng’s theoretical probe into Central and Eastern Europe

Peterson

2015

J Int Bus Stud

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“…According to the Cultural Expertise and Personal Values Proposition (Peterson & Barreto, ), individuals within a society develop cultural expertise (i.e., cognitive structure) through social learning and repeated contact with situations that prime similar ways of thinking and behaving (Peterson & Wood, ). Therefore, culture provides a template for cognitive processing and affects the interpretation of and reactions to information and situational cues (Gibson, Maznevski, & Kirkman, ; Peterson & Barreto, ). Accordingly, we believe societal culture has important implications for how situational cues (i.e., group average work hours) are interpreted.…”

Section: Hypothesesmentioning

confidence: 99%

Hardworking coworkers: A multilevel cross‐national look at group work hours and work–family conflict

2019

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Summary This study investigates the relationship between coworker work hours and perceived work‐to‐family conflict (WFC) in a multinational sample of professional service employees. Building on recent research on the ways in which workgroups influence individual WFC, we demonstrate that the average hours worked by coworkers has a significant relationship to reported WFC independent of an employee's own work hours. Although this finding is universal across the multinational sample, national cultural differences were found to moderate the relationship, such that employees in more collectivist countries are more strongly influenced by average coworker hours than their counterparts in less collectivist countries. The multilevel analysis was conducted using a sample of 7,600 professional service employees in 497 different workgroups across 20 countries. The results provide support for the effect of culture on the relationship between group average hours and perceptions of WFC. We conclude with a discussion of how national culture affects WFC.

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“…Descriptive norms are social perceptions: cultural members' beliefs about ways to think, feel, or act that are widely endorsed as appropriate in their society, community, or group (Cialdini, Reno, & Kallgren, 1990). Descriptive norms are theoretically more relevant and empirically more powerful than individual values in predicting differences in behavior between cultures (Peterson & Barreto, 2014;Peterson & Wood, 2008;Shteynberg, Gelfand, & Kim, 2009;Zou et al, 2009). They also minimize self-presentational biases, that is, tendency of respondents to adjust their responses by comparing themselves with other people in their own societies (Chiu, Gelfand, Yamagishi, SD = 0.93), and Qataris (M = 4.43, SD = 1.18) on the dignity norm.…”

Section: Descriptive Norms Study For Dignity Face and Honor Normsmentioning

confidence: 99%

Dignity, face, and honor cultures: A study of negotiation strategy and outcomes in three cultures

et al. 2016

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Summary This study compares negotiation strategy and outcomes in countries illustrating dignity, face, and honor cultures. Hypotheses predict cultural differences in negotiators' aspirations, use of strategy, and outcomes based on the implications of differences in self‐worth and social structures in dignity, face, and honor cultures. Data were from a face‐to‐face negotiation simulation; participants were intra‐cultural samples from the USA (dignity), China (face), and Qatar (honor). The empirical results provide strong evidence for the predictions concerning the reliance on more competitive negotiation strategies in honor and face cultures relative to dignity cultures in this context of negotiating a new business relationship. The study makes two important theoretical contributions. First, it proposes how and why people in a previously understudied part of the world, that is, the Middle East, use negotiation strategy. Second, it addresses a conundrum in the East Asian literature on negotiation: the theory and research that emphasize the norms of harmony and cooperation in social interaction versus empirical evidence that negotiations in East Asia are highly competitive. Copyright © 2016 John Wiley & Sons, Ltd.

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Thelike it or notproposition: Implications of societal characteristics for the cultural expertise and personal values of organization members

Cited by 38 publications

References 91 publications

A culture theory commentary on Meyer and Peng’s theoretical probe into Central and Eastern Europe

A culture theory commentary on Meyer and Peng’s theoretical probe into Central and Eastern Europe

Hardworking coworkers: A multilevel cross‐national look at group work hours and work–family conflict

Dignity, face, and honor cultures: A study of negotiation strategy and outcomes in three cultures

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