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In recent years, theory and research have been increasingly devoted to understanding organizational behavior in cross-cultural and global contexts, with particular attention being paid to the appropriateness of various human resources management (HRM) practices because practices that may be effective within one cultural context may not be effective in other cultural contexts. This chapter argues that a multi-level perspective is needed to explain the interplay between HRM practices and employee responses across cultural contexts. Specifically, the multi-level framework developed in this chapter elucidates the importance of fit between HRM practices, individual values, organizational values, and societal values. Societal values play a key role in the adoption of HRM practices, and the effectiveness of these HRM practices will depend largely on “fit” or alignment with the values of the societal culture in which the organization is operating. HRM practices also shape the collective responses of employees through organizational climate at the organizational level and through psychological climate at the individual level. For positive employee attitudes and responses to emerge, the climate created by the HRM practices must be aligned with societal and individual values. Building on these notions, the strength of the societal culture in which the organization is operating serves as a mechanism that links relationships between climate, value fit, and attitudes across levels of analysis. The chapter concludes with some recommendations for future research and implications for practice.

Given the increasing global focus of many aspects of our society, researchers have taken significant steps in understanding the impact of culture on various psychological states. This review focuses on the stressor–strain relationships within the context of cross-cultural and cross-national studies. Using research findings from the United States as a baseline, we identify common and unique themes concerning the stressor–strain relationships between different countries, and clarify the differences between cross-national and cross-cultural studies. Furthermore, we consider cross-cultural and cross-national occupational stress research from an individual differences perspective. We encourage future studies to adopt this perspective and carefully consider the implications of cultural values on occupational stress research at the individual, group, and country levels.

In recent years, there has been a growing trend of individuals willingly opting for employment positions that do not fully use their education, skills and abilities, a phenomenon known as voluntary overqualification. This study aims to investigate the factors that influence and the formation mechanism of this emerging phenomenon. Drawing upon social cognition theory, this study explores the relationship between work values and voluntary overqualification while also examining the mediating role of the future work self and the moderating role of perceived marketability.

This study used a longitudinal approach, collecting data through questionnaires administered at multiple time points. The sample consisted of 607 employees from various departments of five Chinese companies. Regression analysis using the PROCESS macro in SPSS was used to test the research hypotheses.

The results indicate a positive relationship between employees’ work values and voluntary overqualification. Furthermore, this relationship is mediated by the future work self. Additionally, perceived marketability plays a moderating intermediary role in the whole model.

This study contributes to the overqualification literature by introducing a novel type of overqualification and unveiling the mechanism by which work values influence voluntary overqualification. The findings provide insights for understanding and managing employees who are voluntarily overqualified.

Prior research suggests that cultural values affect individuals’ preferences in whether work rewards (i.e. pay and benefits) are allocated according to rules based on equity, equality, or need. However, this research has focussed primarily on societal-level values or individual-level operationalizations of values originally conceptualized at the societal level. Drawing on equity and social exchange theories, the purpose of this paper is to present a theoretical model and nine propositions that incorporate both individual and societal values as determinants of these reward allocation rule preferences.

The author briefly reviews of the relevant literature on values and reward allocation preferences and present arguments supported by prior research, leading to a model and nine propositions.

The author proposes that societal values and individual values have main and interactive effects on reward allocation preferences and that the effects of societal values are partially mediated by individual values.

The model and propositions present relationships that could be tested in future multi-level studies. Future conceptual/theoretical work may also build on the model presented in this paper.

The proposed relationships, if supported, would have important implications for organizational reward systems and staffing.

Prior research on reward allocation preferences focusses mostly on the effects of societal or individual values. This theoretical paper attempts to clarify and distinguish values at these two levels and to better understand their main and interactive effects on individual reward allocation rule preferences.

This paper seeks to examine whether individual values are related to perceptions of psychological contracts and psychological contract breach when justice perceptions are taken into account.

The study sample comprised staff employees of one of the largest banks in Israel. The sample included 311 employees in the head office of this bank. Data were collected from the employees over a period of about three months.

The findings show a modest relationship between individual values and perceptions of a relational type of psychological contract. The findings show weaker relationships between the values, perceived transactional‐type contracts, and perceptions of contract breach.

The study relied upon a cross‐sectional design. Such a design consists of a single observation with no control groups, and so cannot be used to draw conclusions about causal relationships between the variables. In addition, the study examined only one professional group in one culture.

The significant relationship between conservation and self‐transcendence values and perceptions of relational‐type contracts suggests that organizations should take this into account when making hiring and human resource (HR) management decisions.

Few studies have examined how individual values relate to the type of psychological contract individuals perceive themselves involved in, or the way they perceive contract breach. Examining individual‐level values helps to elucidate the attitudes and behaviors of employees in the workplace.

The purpose of this paper is to identify the key values individuals believe in and their interpretation in the context of entrepreneurial behaviour. The study is predicated on the prior work of Krueger (2007) and specifically on the premise that “deep beliefs” underpin sense making, decision making and subsequent entrepreneurial behaviour.

The study utilised an inductive and interpretive research design within a constructivist paradigm. In phase one, Schwartz’s (1992) 54 values inventory was used to discover a core value-set associated with entrepreneurial behaviour. The results were later used as an “aide-memoire” during the second phase of in-depth interviews with 30 self-selected entrepreneurs. Interviews focused primarily on the meaning individuals attributed to those fundamental values they associated with entrepreneurial behaviour. The resulting narrative was subjected to discourse analysis and categorised into relevant themes.

Self-determined human action is based on a specific set of values which the individual uses to make decisions about how to behave in situations that are meaningful to them. Engaging in entrepreneurship is one form of self-determined behaviour that enables the individual to express and satisfy a variety of different fundamental needs. Four specific values are believed to be critical to the motivation of entrepreneurial behaviour, namely, independence, creativity, ambition and daring. The meaning attributed to each of these values is consistent with that attributed to self-determinism, self-efficacy and the identity of participants associated with entrepreneurship.

There are limitations to this research and the extension of the findings to a generalised population comprising individuals who may, or may not, behave entrepreneurially. This is not to say that such individuals hold values substantially different in other roles or areas of their lives outside a purely business context. The values rated by participants in this study had relevance to their view of entrepreneurial behaviour and were confined to a business perspective.The variability in meaning attributed to these values is however likely to produce a common thread focusing on control, creativity and goal-directed behaviour.

The study strongly suggests the presence of a specific value-set associated with entrepreneurial behaviour. The shift in emphasis to independence and being ambitious, at the expense of being creative and daring, represents one explanation for the episodic nature of entrepreneurial behaviour among individuals. The data further reveal differences in entrepreneurial behaviour within urban and rural contexts with the former being more tolerant of entrepreneurial activity because of its inherent cultural diversity

Similarly, all participants have assimilated several different identities for the different social roles they occupy. Within those varying roles there is the possibility that both individual and group values will differ from what is reported here. The purpose of the study was to isolate as far as possible entrepreneurial behaviour and its core values independently from other types of behaviour and values. However, the likelihood does exist that values held by some individuals from other spheres of their lives could take precedence over their entrepreneurial role and thus influence their survey results.

The value of this study lies in exposing the underlying motivations that cause entrepreneurial behaviour. The study also discovered that shifts occur in the belief structure causing individuals to engage in managerial behaviour in preference to entrepreneurial behaviour at critical stages in the business life-cycle. The study further identifies cultural differences in individualistic vs collectivist cultures and the degrees to which entrepreneurial behaviour is accepted within urban vs rural environments.

The purpose of this paper is to study ethics, values and cross-cultural differences in China, Mexico or the United States. Three distinct and unique nations, the USA, Mexico and China, have different political structures, historical backgrounds and economical systems. While each of these nations can be considered an integral part to the world economy, each nation has their own distinct ethics, values and culture which serve as the backbone of the particular region. To be successful in international business, knowledgeable as an expatriate and culturally or ethically aware of key nations in the global market, individuals need to have researched information pertaining to the ethics, cultures and values of the USA, Mexico or China to blend in and succeed with the foreign cultural environment.

This research paper will focus extensively on the impact values, ethics and cultural differences (based majorly and solely on the Rokeach Values Survey, Forsyth Studies and Hofsteade’s Model) have on the societies of the USA, Mexico or China. A review of the empirical studies will demonstrate the importance values, ethics and culture have on individual life or business environment for the USA, Mexico or China.

Culture can be a factor which heavily influences a region or nation’s ethics and values.

When discussing culture, there are many factors such as values, religion, societal norms, customs, beliefs or deeply rooted faiths which can impact a nation’s overall collective culture. As a result, cross-cultural differences among a variety of nations, countries, regions or sub-regions may vary when compared with one another. Through more empirical investigation, research or study of a nation’s cultural values may there be a more profound, detailed and legitimate basis for assessing a nation’s ethical constructs.

Understanding the differences of ethics, values and culture of the USA, China or Mexico can impact an individual’s experience if serving as an expatriate at the particular location. Each nation has its own distinct and unique social, business and cultural environment. To successfully accomplish international business or to operate a multinational corporation in a global market, individuals need to have a prior understanding of varying cultures, ethical standards or values in a particular region.

This research paper will present and deliver pertinent information to individuals interested in serving as an expatriate in the USA, China or Mexico. Individuals can also read this paper to understand, comprehend or consume more general knowledge of the ethics, values and culture of the researched locations.

The present studies provide support for a functional approach to instrumental and terminal values and the value‐attitude‐behaviour system. Study 1 surveyed individuals’ human values, the type of meaning to which they prefer to attend in products (i.e. utilitarian or symbolic), and how they choose to evaluate the products (i.e. a piecemeal or affective judgement). The study found that individuals who favoured instrumental to terminal human values showed a predisposition to attend to the utilitarian meanings of products and make piecemeal judgements. In contrast, individuals who favoured terminal over instrumental values preferred symbolic meanings, affective judgements, and human values in general. Study 2 found that individuals who favoured instrumental to terminal values had stronger instrumental attitudes towards cars and sun‐glasses. The results suggest that: psychological functions are not limited to attitudes or human values but span the breadth of the value‐attitude‐behaviour system; that two such psychological functions are instrumental and expressive; and that instrumental and terminal values serve instrumental and expressive functions, respectively.

The purpose of this study is to investigate the extent to which loyalty programs can prevent switching, and how individual level cultural values impact this. Loyalty programs are designed to create switching costs, which reduce customers’ desire to leave. However, in practice, these programs are often misapplied; that is, most companies inadvertently treat all customers as equal. While ample research has examined the role of loyalty reward programs in facilitating customer loyalty, little is known about the extent to which individual-level cultural values moderate customer loyalty measures of trust and affective commitment and how this impacts the effectiveness of loyalty programs; that is, consumers’ intentions to “stick” with the program or to switch.

This study uses a quasi-experiment combined with an extensive survey to collect the data.

Based on data collected from one industrial country and four emerging countries, the results show that loyalty programs do not universally prevent switching behavior. Instead, this study finds that individual-level uncertainty avoidance and collectivist values significantly moderate the effects.

This study helps advance the understanding of how international retailers can increase their loyalty program effectiveness and reduce customer switching to competitors.