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The purpose of this study is to portray societal/cultural values of Turkish people as perceived by managers and academicians. The study also aims to provide an understanding of the cultural context of the Turkish society in terms of socio‐cultural dimensions such as high and low context, monochronic vs polychronic, self‐determined, and temporal orientation.

Instead of using Schwartz's 56‐item questionnaire, the authors used seven cultural and ten individual dimensions as individual items. Cultural values were captured from managers' and academicians' perspectives by changing the frame of reference from self to others. The questionnaire was designed for two different age groups to find the magnitude of change in connection with cultural values.

Results indicate that Turkey can be defined as a conservative country. Hierarchy is ranked as the second most important polar dimension, and the order of cultural values indicates a reverse direction compared to the findings of similar studies with reference to European countries. It also deserves to emphasize the fact that the younger group of respondents is much more conservative and seeks more power over people and resources than the older group of respondents.

This paper, to some extent, may serve as a guide in reflecting today's cultural values in Turkey. It also makes a modest contribution to the relevant literature due to both the portraying cultural values of Turkish people, and the usage of methodological considerations for data collection purposes.

Using Hofstede’s cultural value model, the purpose of this paper is to investigate how Chinese employees’ cultural values differ according to firm ownership type such as state-, privately, and US-owned firms.

Data were collected from 367 Chinese employees working at firms located in Beijing.

Results showed that while Chinese employees in state-owned firms scored the highest in collectivism, those working at privately and US-owned firms scored higher for individualism. The score for long-term orientation was also higher in state-owned firms than in privately and US-owned firms. However, contrary to the expectation, the scores for Chinese employees for power distance in state-owned firms were lower than in the others, while the scores for masculinity in state-owned firms were higher than for the others. Chinese employees in all three types of firms showed lower scores than reported in previous studies for uncertainty avoidance.

This study contributes to a deepened understanding of how the cultural values of Chinese employees differ depending on firms’ ownership types, with significant implications for managers, who do business in China as they seek to establish management practices more closely aligned with the cultural values of Chinese employees.

This study may be the first attempt to examine how Chinese cultural values differ according to various ownership types. It suggests that Chinese employees at privately and US-owned firms have different cultural values from employees at state-owned firms, even though all three groups of employees are Chinese.

This study aims to investigate the effect of psychological characteristics, including perfectionism, transcendental future and lifelong learning, on auditors’ cultural values and social health. It answers whether psychological characteristics can improve auditors’ cultural and social health values in Iraqi auditing firms.

Using the Cochran sampling method, 198 auditors were selected as the sample size. The effect of independent variables on the dependent variable has been investigated using partial least squares tests.

The results show a positive and significant relationship between perfectionism and improving cultural values of auditors. Moreover, the evidence indicates that the transcendental future positively impacts and enhances cultural and social health values by preventing and motivating criminal and lawful activities.

No research has been done on the impact of psychological characteristics on auditors’ cultural values and social health in Iraq. Therefore, this research will have helpful information and help develop knowledge in this field.

The purpose of this paper is to examine the influence of managerial cultural values and the contextual environment (country of origin and country of operation) on corporate social responsibility (CSR) investments in three Asian countries.

A total of 150 questionnaires were collected from 150 companies located in Taiwan, Malaysia and Singapore. The potential influence of ethnicity on cultural values was controlled by collecting data from ethnic Chinese managers.

The results show that senior managers, especially their cultural values, play a crucial role in directing Asian companies’ CSR investments. In addition, the context (a firm’s country of origin and country of operation) also differentiates the cultural values and CSR investments in these three countries.

The study adds to the understanding of the influence of managerial cultural values and context on various aspects of CSR. Especially, the study offers valuable managerial implications for CSR implementation from the Chinese management perspective. Considering the fast global expansion of Chinese companies, the results concerning how Chinese managers’ cultural values influence their CSR investments priority offer valuable managerial implications. The comparisons of cultural values and CSR investments priority among ethnic Chinese managers in different contextual environments also serve as good starting points for future studies.

To address Generation Z’s role in the emerging workforce, this paper aims to examine Chinese Generation Z’s subjective well-being (SWB) during their internship in the hospitality and tourism industry through the lens of Chinese cultural values. It explores the extent to which Gen Zs identify with Chinese cultural values and the influences of Chinese cultural values on intern students’ SWB which, in turn, predicts their future job intentions in this industry.

This paper proposes a normative model to contextualize the multi-dimensional interactions between Chinese cultural values, intern students’ SWB, and their future job intentions in the hospitality and tourism industry. A survey as the main data collection method was used with 400 respondents in Macau, China in testing hypotheses and analyzing the direct and indirect effects of these interactions.

The paper provides empirical insights into the way that Generation Z’s SWB is influenced by Chinese cultural values. Findings show that Chinese intern students’ average SWB in the workplace was above average. It also suggests that two cultural dimensions can be identified as playing a significant and salient role in shaping their SWB in the workplace as well as their future job intentions, namely, attitudes toward work and job-related face values. However, no significant relationships with the other three dimensions of CCVs were found to influence their SWB or future job intentions, namely, attitudes toward people, moral discipline and status and relationship.

This research results may lack generalizability because the respondents chosen in Macau cannot be fully representative of Chinese Generation Z. Therefore, researchers are encouraged to widen the respondent base. Furthermore, cultural influences are tempered by many macro-contextual factors. Although this study focuses on unpacking Generation Z’s mental status from the level of national culture, other factors such as organizational considerations warrant future academic attention.

This paper addresses a research gap by identifying the influences of cultural values on the SWB of intern students which, in turn, affects their future job intentions in the hospitality and tourism industry.

Information systems (IS) research in developing countries (DCs) has attracted increasing attention over recent years. Nevertheless, empirical studies in these countries in general, and particularly those drawing on the cultural values influencing project team success (PTS), are still far from satisfactory. Hence, scholars strongly recommend this specific area as prime research territory to improve the successful development and implementation of IS initiatives in DCs. The purpose of this paper is to provide better insights and an improved understanding about the cultural values influencing PTS.

In order to investigate the cultural values which may affect PTS, data were collected from project experts working on business process reengineering and information technology projects in ten public and private organizations in the service sector in Ethiopia (n=200 questionnaires). A multivariate model was employed to identify the most important cultural values.

The results indicate that personally focused cultural values (e.g. openness to change) rather than socially focused cultural values (e.g. self‐transcendence) have the most significant influence on project team performance. Moreover, cultural values (independent of their designation as personally or socially focused) were found to have a strong relationship with two out of three dimensions of PTS, namely, project team learning and development, as well as project team working spirit, when compared to project team leadership.

Identifying the relationships between cultural values and the dimensions of PTS contributes to the establishment of theoretical insights into the success factors of IS projects in DCs. Moreover, it also assists practitioners, particularly project managers, in maximizing the possibility of PTS, which has been shown to be a major determinant of overall project success.

Self-esteem values, with the new art of living, in the minds of Indians, lead to establish faith among the spiritual organization. Later on, the spiritual organizations brand their names and market the products in their branded name. These brands, which are inspired by faith and created by Indian spiritual gurus, have even disrupted the fast-moving consumer goods (FMCG) market by being customer-centric instead of being geared by lucrative returns. It is in this context that this paper aims to find the cultural divergence factors that lead to change the consumption pattern of FMCG and how such brands of faith have been segmented in the Indian perspective by spiritual gurus. The research concludes that cultural divergence variables such as power distance, collectivism, uncertainty avoidance and long-term orientation influence the brands that are inspired by faith. Spiritual gurus in India are using sociocultural marketing activities such as social endorsement and cause-related marketing strategies for segmenting the markets.

The primary data were collected from the 1,678 customers of the Isha products. The respondents were selected based on the snowball sampling. The responses were collected from the followers who visited the foundation at least three times during the period of two years in Coimbatore and purchased Isha products worth more than Rs 500. The data were collected between the period August 2016 and April 2018. Of 1,678 responses, 1,465 responses were validated after coding. Of 1,465 responses that were validated, 1,126 responses were found reliable.

“Cause-related marketing” and “social group endorsement” activities of the firms tend to create a brand image. To find out which of the above activities highly influence the brands of faith, realistic-operating characteristic (ROC) analysis was carried out. ROC curves were drawn to assess the brands of faith centroid values with social group endorsement and cause-related marketing variables. ROC curves explored the precision of diagnostic tests and were used to find the best “cut-off” value for impressive and unimpressive cluster test results.

Cultural divergence variables such as power distance, collectivism, uncertainty avoidance and long-term orientation are influencing the brands of faith. The followers of the spiritual foundation have their own distinct culture, and their social affinity values increase the brands of faith. Social group endorsement and cause-related marketing are the marketing strategies suitable for spiritual foundation (to market their product/ service). Age, education and occupation are demographic values that influence the brands of faith. The spiritual foundations are segmenting their customers based on the occupational values, and they use the cause-related marketing strategies to increase the values of brands of faith.

As the cultural values related to the art of living have been recognized by society as the measure of social well-being, the spiritual leaders can enhance their brands of faith. The social media communication about cause-related marketing can create trust in society. On the other hand, societal marketing activities cannot target the entire society. Hence, it is to be stratified. While stratifying, the players of diversity markets have to target a group based on the values generated by the stakeholders in the foundation. The diversified markets created by the Indian spiritual gurus are providing cultural diversity.

The business value created by spiritual foundations is increasing the social values which are essential to uplift society. The author concludes that if business values and societal values are integrated by any group of people, it improves economic value to that society and they can use the social currency in the form of “brands of faith”.

The cultural values of a society are measured and compared with national and global index. The enumerate method is an original one.

Cross‐cultural research in marketing has been dominated by survey‐based quantitative approaches; however, the assumption of prior validity required for the adoption of the survey approach to values in cross‐cultural research has yet to be established. This paper aims to review the literature and outlines the problems of the survey‐based approach to cross‐cultural values research. These criticisms relate both to the choice of the method and its execution. The paper outlines the multiplicative effects of these problems, that threaten the validity of the survey methodology in this context, and suggests a methodological alternative.

This paper reviews and synthesises the relevant literature on conceptual and methodological issues pertinent to the survey approach to values research in a cross‐cultural context.

A review of the literature suggests numerous methodological problems that threaten the validity and reliability of the survey approach to cross‐cultural values research. This review exposes a methodological gap that can be filled by a qualitative approach to the study of values in cross‐cultural research. In particular, the paper advocates means‐end methodology as offering significant strengths and addressing several of the weaknesses of the survey‐based approach to cross‐cultural values research.

The paper synthesises the literature on methodological issues in cross‐cultural values research, bringing together disparate criticisms which reveal the range of unresolved problems with the empirical, survey‐based approach to cross‐cultural values research; the paper also offers a suggestion for an alternative methodological approach. The means‐end approach is increasingly being used in various research areas; this paper highlights its appropriateness in a cross‐cultural context, as an alternative to predefined and culturally determined measures that limit our understanding of cross‐cultural values. Means‐end addresses many of the specific weaknesses of the survey method identified in the literature review. This discussion of methodological issues has implications for the field of cross‐cultural research more generally and suggests a critical re‐assessment of cross‐cultural methods is needed.

The purpose of this paper is to analyze the impact of cultural values on the relationship between abusive supervision, or workplace bullying, and worker job attitudes such as job satisfaction, job involvement, negative well‐being and perceived organizational support.

The authors used a survey to collect cross‐cultural data from workers in the USA and South Korea to test hypotheses regarding how cultural values affect the impact of abusive supervision on employee attitudes. Unlike previous research, the authors measured cultural values directly, rather than using nation as a proxy for culture.

It was found that the effects of abusive supervision on workers' job‐related attitudes are moderated by some, but not all, cultural values. In particular, moderating effects were found for Schwartz' achievement and benevolence values, but not for power values. Additionally, evidence was found that some of the measures commonly used in organizational research are not invariant across cultures.

Although the incidence of abusive supervision has been well documented in the USA and research on the causes and consequences of abusive supervision has grown steadily, very few studies have examined this topic in a cross‐cultural context. This study addresses this important, yet under‐researched issue by examining the joint effects of cultural values and abusive supervision on employee attitudes, using a cross‐cultural sample of workers.

This paper aims to focus on enhancing the learning experience for both expatriate academics and students in international higher education institutions (HEIs) through understanding students’ cultural perspectives, analyzing student feedback and evaluating faculty placement strategies. The analysis can be used to aid international educational programs in understanding student values and increasing the quality of instructor–student interaction.

This research surveyed over 1,300 undergraduate students enrolled in a US and Chinese dual-degree program located in China. A voluntary survey with open and closed questions assessed the cultural values of students, and the cultural values and behavior they believe are important for their instructors to observe in the classroom.

The results of this case study suggest that students’ perceived importance of Western cultural values demonstrated only one significant change during their time of enrollment in a US degree program. However, the research indicates that the importance of Chinese cultural values decreased from the students’ first year to their fourth year. Some notable propositions include the importance of culturally competent and experienced faculty in the students’ early US courses and data-driven recommendations for placement, training and development of new foreign faculty to increase the likelihood of a satisfactory experience for both the faculty and students in the cross-border classroom.

Ultimately, this research can aid international HEI’s by enabling enhanced student and instructor experiences and superior HR practices in the less observed area of faculty placement. These improved practices can contribute to the quality and sustainability of such international programs. In addition, this research provides perspective on the impact of international education on student cultural values and presents student feedback to increase understanding of student expectations and desires in the international classroom.