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1 – 10 of over 11000Siew Imm Ng, Julie Anne Lee and Geoffrey N. Soutar
The purpose of this study is to propose an alternative basis for calculating cultural distance scores using Schwartz's cultural values.
Abstract
Purpose
The purpose of this study is to propose an alternative basis for calculating cultural distance scores using Schwartz's cultural values.
Design/methodology/approach
Cultural distance scores were calculated for 23 countries, based on the two most common measures of cultural difference (four cultural dimensions and Schwartz's 1994 culture level values), following Kogut and Singh's formula. Correlation analysis was used to assess the congruency between these two bases of cultural distance. In addition, their relationship with international trade figures was assessed, to understand how well each framework predicts the amount of trade between countries.
Findings
Inter‐country distances between 23 countries suggest that the two bases of cultural distance were not congruent. While the correlation between both cultural distance measures and international trade suggested a negative relationship, as expected, only cultural distance based on Schwartz's values was significantly related to international trade (p<0.05). It would appear that, at least in a trade context, Schwartz's values may play a more significant role than do Hofstede's dimensions.
Originality/value
To date, most cultural distance scores have been based on Hofstede's cultural dimensions. This paper provides the first analysis of cultural distance based on Schwartz's country level values. The paper shows that the two measures are not congruent and that, at least in the context of trade, cultural distance measures based on Schwartz's may be superior. Thus, researchers should carefully consider which cultural base is most appropriate for use in their study.
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Mahsa Amirzadeh, Neal M. Ashkanasy, Hamidreza Harati, Justin P. Brienza and Roy F. Baumeister
Purpose: Social rejection is a negative interpersonal experience that leads to emotional, cognitive, and physiological outcomes. We develop a theoretical model arguing that social…
Abstract
Purpose: Social rejection is a negative interpersonal experience that leads to emotional, cognitive, and physiological outcomes. We develop a theoretical model arguing that social rejection in workplace settings can alter employees' personal values in either the short- or the long term. Methodology: This is a theoretical essay based on three theories: (1) human values; (2) affective events; and (3) shattered assumptions. Findings: In the proposed model, an employee's emotional reactions to social rejection in the workplace (emotional distress or emotional numbness) partially mediate the relationship between the experience of social rejection and short- or long-term development of self-protective (rather than self-expansive) personal values. Originality: The processes whereby social rejection at work leads to personal value change remain largely unexplored to date. The proposed model represents an initial attempt to understand this process, including the effects of emotional distress (long term) and emotional numbness (short term). Research Implications: The model introduces the mechanisms whereby social rejection in the workplace leads to short-term and long-term changes in individual values and has potential to serve as a launchpad for future research interest in this phenomenon. Practical Implications: The framework proposed in this chapter should help scholars to understand better the dynamics of social rejection in the workplace and how this phenomenon affects employees' values in work settings, both in the short- and long term.
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David F. Midgley, Sunil Venaik and Demetris Christopoulos
The aim of this chapter is to: (1) model culture as a configuration of multiple values, (2) identify different culture archetypes across the globe, and (3) empirically demonstrate…
Abstract
The aim of this chapter is to: (1) model culture as a configuration of multiple values, (2) identify different culture archetypes across the globe, and (3) empirically demonstrate heterogeneity in culture archetypes within and across 52 countries. We use Schwartz values from the World Values Survey (WVS) and the archetypal analysis (AA) method to identify diverse culture archetypes within and across countries. We find significant heterogeneity in culture values archetypes within countries and homogeneity across countries, calling into question the assumption of uniform national culture values in economics and other fields. We show how the heterogeneity in culture values across the globe can be represented with a small number of distinctive archetypes. The study could be extended to include a larger set of countries, and/or cover a broader range of theoretically grounded values than those available in the Schwartz values model in the WVS. Research and practice often assume cultural homogeneity within nations and cultural diversity across nations. Our finding of different culture archetypes within countries and similar archetypes across countries demonstrates the important role of culture sharing and exchange as a source of reducing cultural conflicts between nations and enhancing creativity and innovation through interaction and integration in novel ways. We examine culture as a configuration of multiple values, and use a novel AA method to capture heterogeneity in culture values within and across countries.
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The purpose of this paper is to generate knowledge to understand individuals migrating from a non‐Western to a Western country and fill the gap of their attitude and behavior.
Abstract
Purpose
The purpose of this paper is to generate knowledge to understand individuals migrating from a non‐Western to a Western country and fill the gap of their attitude and behavior.
Design/methodology/approach
The data from the European Social Survey measure basic human values with a new 21‐item instrument and are utilized for analysis. The quantitative research approach analysis measures immigrants' individual values in two directions: immigrants' value differences with the home country (Turkey) and immigrants' value similarities with the host country (Germany and The Netherlands). Second, effects of value priorities on media usage are measured.
Findings
The author found that there was a change of immigrants' values priorities, whereas two value dimensions remain equal to the home and two value priorities change towards the host, such as conservation and self‐transcendence and openness‐to‐change and self‐enhancement, respectively. The effects of value priorities on media usage showed that value orientation plays a role and effects innovativeness.
Research limitations/implications
This study was limited to only one group of immigrants, namely the Turkish immigrants representing the largest group in Germany and The Netherlands.
Originality/value
Immigrants are a growing group in Western European society and a large new group of consumers. If manufacturers want to target this group, a better understanding of their values is a first requirement. So far, no substantial empirical research has taken a broader focus and merges the perspectives of immigrants' individual values. There is a lack of research regarding how non‐Western immigrant values change and consequently affect the behavior in Western Europe. Furthermore, no existing study compares the influence of the outcomes on attitude and behavior.
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There has been a growing trend recently to examine individual‐level values in order to better understand the attitudes and behaviors of employees in the workplace. This paper aims…
Abstract
Purpose
There has been a growing trend recently to examine individual‐level values in order to better understand the attitudes and behaviors of employees in the workplace. This paper aims to continue this trend by examining the relationship between individual values, using Schwartz's basic human values theory, and psychological well‐being (PWB) and affective organizational commitment. It also seeks to examine whether demographic variables control the relationship between individual values and the two dependent variables.
Design/methodology/approach
The sample is comprised of 271 police officers enrolled in an undergraduate program in an Israeli university.
Findings
As expected, the regression analysis showed a positive relationship between PWB and the values of benevolence, self‐direction, and achievement, and a negative relationship between PWB and the values of power and tradition. Surprisingly, organizational commitment was negatively related to achievement and positively related to power – the reverse of their relationship with PWB. The results also revealed a negative correlation between PWB and commitment.
Originality/value
The findings encourage future research on the relationship between individual values, PWB, and organizational commitment among police officers.
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Kaja Primc, Marko Ogorevc, Renata Slabe-Erker, Tjaša Bartolj and Nika Murovec
The diversity of perspectives means that one can find many factors and models of proenvironmental behavior. However, they typically suffer from limitations and varying degrees of…
Abstract
Purpose
The diversity of perspectives means that one can find many factors and models of proenvironmental behavior. However, they typically suffer from limitations and varying degrees of validity in specific contexts, suggesting that today the prime goal should be to learn and improve the models which have been already developed. In this study, the authors build on the model for predicting proenvironmental behavior developed by Oreg and Katz-Gerro (2006), namely one of the most comprehensive cross-national proenvironmental behavior models and one of the few not to be limited to either a local or single-country context or specific proenvironmental behavior.
Design/methodology/approach
By using the statistical matching technique, the authors merged data from two existing databases without common identifiers – the International Social Survey Program (environmental module) and the European Social Survey (Round 5). The resulting multinational data concerning 9,710 observations enabled a replication with extensions of Oreg and Katz-Gerro's (2006) proenvironmental behavior model that incorporates newly added Schwartz's theory of human values. To achieve the study's main objective, that is, to present improvements to the original model of proenvironmental behavior, the authors used structural equation modeling (SEM) procedures to estimate four competing models in the R program.
Findings
This study implies that Schwartz's individually measured motivational types of values (benevolence [BE], universalism [UN], self-direction [SD]) are predictors of people's proenvironmental behavior, while his conceptualization of post-materialism yields a better model fit than Inglehart's country-level post-materialism scores. The results also corroborate previous findings that post-materialist values can stimulate proenvironmental behaviors through attitudes, perceived behavioral control and intentions. The present study reveals that proenvironmental attitudes did not change substantially in the 10-year period, even though the world's environmental and sustainability challenges have largely increased. Surprisingly, the mean value of several of the perceived threat variables even decreased.
Originality/value
The authors externally validate one of the most comprehensive proenvironmental behavior models by reproducing it using new multinational large-sample data with nearly 10,000 observations collected 10 years later. The most significant addition to the original model introduced in the current study is the inclusion of Schwartz's motivational types of values, which are measured at the individual level, namely BE, UN and SD. The authors also extend the model by adding proenvironmental behavior measures and group the construct into three latent variables: saving natural resources, green purchasing and environmental activism.
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Mehmet Yusuf Yahyagil and Ayşe Begüm Ötken
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…
Abstract
Purpose
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.
Design/methodology/approach
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.
Findings
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.
Originality/value
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.
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Francisco J. Sarabia‐Sanchez, Maria D. De Juan Vigaray and Monali Hota
The purpose of this study is to segment consumers using personal values and to link the resulting typologies with shopping styles for the fashion apparel (FA) market.
Abstract
Purpose
The purpose of this study is to segment consumers using personal values and to link the resulting typologies with shopping styles for the fashion apparel (FA) market.
Design/methodology/approach
The Schwartz value inventory (SVI) was suitably modified for the Spanish fashion retail consumer context using expert and consumer panels and then administered. Firstly, principal components analysis was conducted to identify the motivational value types and compare with Schwartz. Secondly, cluster analysis was used to create a typology of Spanish fashion consumers. Finally, ANOVA analysis was conducted to link the consumer typology with a typology of shopping styles.
Findings
Eleven motivational types of consumer values were found (congruent with Schwartz's results), however with slight differences leading to the uncovering of Spanish culture‐specific motivational types such as “ecology”, “inner peace” and four distinct motivational types of “self‐direction”. This further led to the emergence of four fashion retail consumer segments which could be linked to shopping styles with six of the eight shopping styles showing significant differences across segments.
Research limitations/implications
Results may vary with cultural context and consumer industry context suggesting future research opportunities.
Practical implications
Cultural differences in consumer values cannot be ignored even amidst globalization. Therefore, the use of consumer values for Spanish fashion retail consumer segmentation and its further link with shopping styles has significant implications for fashion retail marketers as it can be used to plan the retail marketing mix strategy.
Originality/value
The study has originality and value since the results provide interesting empirical evidence of the usefulness of personal values as a consumer segmentation tool, and expand one's knowledge on the relationship between cultural values and consumer shopping behaviour in a critical but neglected research domain; the Spanish fashion retail context.
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Olukemi O. Sawyerr, Judy Strauss and Jun Yan
To investigate how an individual's value structure influences his/her attitudes toward others who are dissimilar and the moderating effects of age, gender, race, and religiosity…
Abstract
Purpose
To investigate how an individual's value structure influences his/her attitudes toward others who are dissimilar and the moderating effects of age, gender, race, and religiosity on this relationship.
Design/methodology/approach
A sample of 165 respondents completed the 56‐item Schwartz Value Survey (SVS), which measures the four value types of openness to change, self‐transcendence, conservation, and self‐enhancement, and the 15‐item Miville‐Guzman Universality‐Diversity Scale Short (M‐GUDS‐S), which measures diversity attitudes. The relationships between the variables were explored using hierarchical regression.
Findings
Respondents who scored higher on the values of openness to change and self‐ transcendence had more positive diversity attitudes than those who scored lower. Respondents who scored higher on self‐enhancement had less positive diversity attitudes than those who scored lower. The prediction that those who score higher on conservation would have less positive diversity attitudes was not supported. Age, gender, and race were found to interact with values to predict diversity attitudes. None of the interaction effects for religiosity was significant.
Originality/value
This paper provides evidence of the predictive strength of an individual's value structure on their attitudes towards diversity. More specifically, this paper shows that the impact that a person's values have on his/her attitudes towards diversity is moderated by his/her age, race, and gender. The results suggest that diversity training needs to be more targeted and designed to take into consideration the values, age, gender, and race of the trainees.
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Progress Choongo, Leo Jasper Paas, Enno Masurel, Elco van Burg and John Lungu
The purpose of this paper is to examine the relationship between entrepreneurs’ personal values and corporate social responsibility (CSR) orientations among small- and…
Abstract
Purpose
The purpose of this paper is to examine the relationship between entrepreneurs’ personal values and corporate social responsibility (CSR) orientations among small- and medium-sized enterprises in a developing country, Zambia.
Design/methodology/approach
Data were collected through questionnaires. Two linear regression models were used to test the hypotheses.
Findings
Self-transcendence values have a significant positive influence on socially oriented CSR but do not influence environmentally oriented CSR. Self-enhancement values do not affect social and environmental CSR orientations. Conservation values have a marginally positive influence on environmentally oriented CSR but no influence on socially oriented CSR. Finally, openness to change has a significant positive influence on environmentally orientated CSR but no influence on socially oriented CSR.
Research limitations/implications
The limitations of this study relates to the sector from which the sample was drawn, other predictors of CSR orientations, use of cross-sectional data, and the replication of this study to validate its findings.
Practical implications
The findings inform policy-makers, scholars, educators, and regulators on the importance of aligning personal values with environmental and social concerns, thereby influencing entrepreneurs’ CSR orientations for the well-being of society and the natural environment.
Originality/value
This paper shows the influence of personal values on CSR orientations among entrepreneurs in a hardly researched Sub-Saharan Africa country.
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