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Culture is a central concept broadly studied in social anthropology and sociology. It has been gaining increasing attention in economics, appearing in research on labor market discrimination, identity, gender, and social preferences. Most experimental economics research on culture studies cross-national or cross-ethnic differences in economic behavior. In contrast, we explain laboratory behavior using two cultural dimensions adopted from a prominent general cultural framework in contemporary social anthropology: group commitment and grid control. Groupness measures the extent to which individual identity is incorporated into group or collective identity; gridness measures the extent to which social and political prescriptions intrinsically influence individual behavior. Grid-group characteristics are measured for each individual using selected items from the World Values Survey. We hypothesize that these attributes allow us to systematically predict behavior in a way that discriminates among multiple forms of social preferences using a simple, parsimonious deductive model. The theoretical predictions are further tested in the economics laboratory by applying them to the dictator, ultimatum, and trust games. We find that these predictions are confirmed overall for most experimental games, although the strength of empirical support varies across games. We conclude that grid-group cultural theory is a viable predictor of people’s economic behavior, then discuss potential limitations of the current approach and ways to improve it.

The aim of this study was to develop a valid and reliable measurement instrument for organizational culture on the basis of grid-group cultural theory (GGCT).

The study consisted of three phases. In a first phase, the literature was reviewed and experts on GGCT were consulted in order to design an item pool for the typology. In a second phase, a pilot study was done in two organizations of the Belgian federal government to evaluate this original item pool. The third phase consisted of the actual data gathering in seven organizations within the Belgian federal government.

The study showed that it is possible to measure organizational culture based on GGCT. The authors used confirmatory factor analysis to examine the underlying structure of the data and found support for the existence of four culture scales. Scale reliabilities in the third phase of the study were satisfactory and ranged between 0.703 and 0.848.

The current research was not specifically designed to evaluate content validity. Further research is needed to explore this issue. It would also be interesting to develop a GGCT-based measurement instrument for the team level.

The measurement instrument can be used by practitioners to describe and assess their organizational culture.

This study introduces a novel way to measure organizational culture, using a promising theoretical framework.

Social participation or public participation is a mechanism that aims to enable decision makers to understand the real needs of society and to promote more appropriate and acceptable public policies. The purpose of this paper is to analyze, through Douglasian Cultural Theory, the public-consultation mechanism, and to what extent it encourages the participation of people with different points of view in the formulation of public policies.

This research paper uses theoretical propositions from Douglasian Cultural Theory to investigate the process of public consultation adopted by the Brazilian National Health Surveillance Agency (Anvisa) in the formulation of public policies for Brazil’s health sector.

The results contribute to the findings of previous studies, i.e., that social participation is unequal, and that some points of view are dominant in policy formulation. This indicates that public managers should seek mechanisms of participation that promote more inclusive and pluralistic public participation.

The main limitations of this study are the subjectivity inherent in the classification of “voices” in Douglasian Cultural Theory, the small number of contributions analyzed and the absence of some unpublished data.

The analysis contributes to the literature by supporting some and rejecting other propositions of Douglasian Cultural Theory, as well as indicating possible potential from this theory through public administration in the evaluation of mechanisms of social participation.

The purpose of this paper is to offer and test a theoretical framework that can be used to identify different styles of peer reporting, and explain why police officers and labour inspectors (do not) report peers’ misconduct.

A conceptual framework is developed that identifies underlying mechanisms of peer reporting. It aims to be an alternative for the blue code of silence literature and the general whistleblowing studies, which have a number of disadvantages. This newly developed framework is then tested in a qualitative research project in the police and the labour inspection in a West‐European country.

This paper concludes that, in the four agencies, the individualistic type of keeping silent is often preferred when confronted with colleagues’ misbehaviour, but in exceptional situations respondents decide to report colleagues’ misbehaviour to their boss in a fatalistic or individualistic way. This can probably be explained by the low group (and, thus, fatalistic or individualistic) working context. As for the police, the respondents are “case officers” who are solely responsible for the success of their investigations. As for the labour inspection, the respondents enjoy wide discretion and autonomy in their investigations. In the labour inspections a hierarchical silence code can be found among inspectors with low seniority.

This qualitative study is an exploratory study, aimed at theory‐building by developing hypotheses which need to be tested in future research. It is not aimed at making generalisations to other police agencies or labour inspections.

Grid group cultural theory could inspire practitioners who want to implement whistleblowing policies by recommending that whistleblowing measures, to be effective, should be adapted to organisational characteristics and the prevalent whistleblowing behaviour.

This paper offers a new theoretical framework to analyse and explain peer reporting in the police and other professional groups; not only enriching the police culture literature, but also enabling comparative research.

Combining insights from the traditional literature on police culture with insights from the broader literature on organisational culture and on grid-group cultural theory (Douglas, 1970), the purpose of this paper is to introduce a new 15-dimensional framework of “organisational culture in the police” and test this framework via a survey instrument. This new conceptualisation is broader than the traditional police culture concept and allows for comparisons of the police with other organisations.

A newly developed instrument to measure the 15-dimensional framework, called the “Leuven Organisational Culture Questionnaire (LOCQ)”, was tested in 64 local police forces in Belgium (n=3,847).

The hypothesised 15-dimensional model is largely confirmed by confirmatory factor analysis. Assessments of between-unit variation show that the LOCQ is sufficiently sensitive to identify differences between work units in police organisations. The authors also find that traditional police culture characteristics tend to vary slightly less between units than the other characteristics. Also, there is less variation for characteristics related to police work (e.g. law enforcement orientation and citizen orientation) than for characteristics associated with the unit level (e.g. weak supervisory support and internal solidarity) or the organisational level (e.g. rule orientation and results orientation).

This paper expands the traditional “police culture” concept to a more generic and theory-driven conceptualisation of “organisational culture in the police”. The survey instrument offers a standardised way to map and compare culture within police organisations, and to compare it with the culture of other organisations both within and outside law enforcement.

The police culture literature suggests that police officers’ attitude towards the public is characterised by suspicion and an “us-vs-them” mentality. It also refers to the moral mission of protecting the public by being tough on crime. The traditional police culture model seems to imply that these aspects are typical for the police. There is, however, a lack of empirical studies to test this proposition. The purpose of this paper is to propose a different conceptual framework, based on grid-group cultural theory (GGCT), which not only broadens the lens of the police culture model, but also allows for comparative research between different professional groups.

The newly developed conceptual framework is tested in an ethnographic study in the Belgian police and labour inspection. The main data collection methods are observation, interview and informal conversation.

The results of this study show that there are similarities in the way in which Belgian police officers and labour inspectors interact with the public, which raises interesting questions concerning the (often implicit) claim of the police culture literature concerning the specificity of police culture.

More research is needed to gain deeper insight into similarities and differences of the occupational culture in the police and comparable professional groups. GGCT offers a useful conceptual framework for such a research agenda.

This paper addresses a number of criticisms against the classic police culture model and provides an innovative perspective to not only study aspects of police culture, but also compare the police with other professions.

It is commonly accepted that the study of urban politics has become increasingly complex and fragmented, characterised by a shift away from formal local government structures to a diverse range of public, private and voluntary agencies. The analysis of ‘multi-level’ local governance (Stoker, 2004) in contemporary urban societies therefore requires a need to focus on informal relationships as well as formal institutions, acknowledging the role of a multiplicity of actors and their interactions within partnership and network structures. In this respect the limitations of a purely quantitative methodology have been well-documented, including a lack of depth, insufficient attention to power relationships and an inability to account for symbolic action (see, e.g. Silverman, 2001 and other chapters in this collection). Qualitative methodologies offer the opportunity to consider meaning, complexity and institutional fragmentation in urban policy through detailed empirical and theoretical analysis. However, it is less clear what kinds of theoretical tools are most appropriate to underpin effective qualitative research. The purpose of this chapter is not only to suggest a general approach (that of social constructionism), but also to demonstrate how recent developments can be applied effectively to overcome some of the criticisms of constructionist social theory. The chapter suggests a number of approaches that can provide a means by which contemporary urban processes can be systematically interpreted.

Big science has become a new normative standard in transforming science policy with the interdisciplinary research (IDR) pattern serving as an organizational strategy in scientific inquiries. This paper aims to show how policy-making is organized in the real situation of the R&D sectors for this trend.

Cultural theory and new institutionalism are tinkered for a close examination of the ways in which IDR has been enacted and implemented in BGI Group, an exemplar of big science and leading biotechnology research facility in China, by interrogating institutional cultures in the context of big science projects, whilst investigating how IDR is evolved against the specific social process of interaction.

The findings include that the IDR has profoundly influenced how scientific knowledge is produced, the social interactions between stakeholders and the innovation of research policy within the network of China’s biotechnology industry.

Advances in biotechnology and related fields are redrafting China’s hi-tech industry development and governance landscape. This is the first empirical study of innovation in R&D management for big science project as presented by the IDR pattern in the BGI. It makes an important contribution to the understanding of both the nature of China’s biotechnology industry governance practices and the culture of scientific innovation within which the IDR mediates social interactions and thereby the policy-making process.

Most scholars in public administration and management research would agree that there is a connection between the culture of a nation or region and the way management in public administration is structured and working (“public management arrangements”). However, to be incorporated into public management research and theory, a more precise notion about the forms, ways, and mechanisms of the interlinkage between societal culture and public management is required. A look into public management literature reveals that wide use and reference is made to the importance and influence of culture on public management arrangements – mostly, though, using the term “culture” as a shortcut for “organizational culture”. Public management treatises stress the influence of past events and contexts for the specific functioning and establishment of organizations, rules, and perceptions which in turn have great influence on the reception and functioning of public management mechanisms (Heady, 1996; Jann, 1983; Schröter, 2000; Pollitt & Bouckaert, 2004). Elsewise, organizational culture – or more precisely change thereof – is claimed to be the result of public management efforts (Ridley, 2000; Schedler & Proeller, 2000). In sum, the interlinkage between culture and public management is there, but is not systematically and explicitly incorporated by referring to adequate theory. Although cultural theory has gained considerable attention (Hood, 1998), there are still other concepts for the analysis of cultural facts that may be of interest to the subject, too.