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Book part
Publication date: 8 July 2008

Khalil M. Dirani

The aim of this chapter is to study individualism and collectivism as two construct indicators of social patterns in Lebanon using Triandis's (1995) framework of individualism and…

Abstract

The aim of this chapter is to study individualism and collectivism as two construct indicators of social patterns in Lebanon using Triandis's (1995) framework of individualism and collectivism. This study explores the Lebanese autostereotypes and views of their extreme individualism and collectivism compared to the common opinion held by cross-cultural research. The study sheds light on how social patterns of different Lebanese individuals are distributed across four “cultural syndromes,” namely vertical and horizontal collectivism and vertical and horizontal individualism. These four social patterns will be tested against various contextual factors such as age, gender, and education. The results may provide a better idea for managers and human resources practitioners of how to prepare training and evaluation programs for their employees. Findings from 161 respondents showed that the subjects tested tended to be individualistic in their choices, and this suggests that the classification in the literature of the Lebanese as collectivists was based on the fact that there was no evidence to the contrary. Also, results showed a positive correlation between sociodemographic measures (gender, age, education, income, occupation, and location) and individualism. The author argues that these findings might have been the result of the evolution of the Lebanese family in the past 25 years. Suggestions for the use of these results in management and human resources practices and theory are given.

Details

The Global Diffusion of Human Resource Practices: Institutional and Cultural Limits
Type: Book
ISBN: 978-0-7623-1401-0

Article
Publication date: 5 May 2023

Sang Bong Lee, Shih-Hao Liu, Carl P. Maertz, Nitish Singh and James Fisher

This study aims to identify different antecedents and reveal divergent moderating effects of horizontal collectivism, thereby unlocking the asymmetric mechanisms for employees’…

Abstract

Purpose

This study aims to identify different antecedents and reveal divergent moderating effects of horizontal collectivism, thereby unlocking the asymmetric mechanisms for employees’ brand citizenship behavior (BCB) and negative word-of-mouth (NWOM).

Design/methodology/approach

This study uses a survey data set and analyzes it with structural equation modeling along with common latent factor analysis designed to control for common method variance.

Findings

BCB is associated with pride at work but not perceived organizational support (POS), so POS drives BCB not directly but indirectly through the emotion of pride at work. In contrast, employees’ NWOM is associated with both POS and frustration, and POS drives NWOM directly and indirectly through the emotion of frustration. Horizontal collectivism has divergent moderating effects that strengthen the relationships of BCB with POS and pride at work and weaken the relationship between employees’ NWOM and frustration.

Originality/value

This study makes two major theoretical contributions to internal branding. First, as a response to the need for an investigation into drivers of employees’ brand-oriented behaviors, it will identify different psychological antecedents and mechanisms for BCB and employees’ NWOM. Second, capturing the potential of horizontal collectivism on employees’ brand-oriented behaviors, this study will reveal the potential divergent moderating effects of horizontal collectivism on BCB and employees’ NWOM. These two contributions will lead to a better understanding of the different mechanisms for employees’ BCB and NWOM.

Details

Journal of Product & Brand Management, vol. 32 no. 7
Type: Research Article
ISSN: 1061-0421

Keywords

Article
Publication date: 20 January 2023

Pedro Torres, Mário Augusto and Rui Quaresma

This research aims to investigate the influence of country culture on the next generation's intention to become managerial leaders of the family business, focussing on…

Abstract

Purpose

This research aims to investigate the influence of country culture on the next generation's intention to become managerial leaders of the family business, focussing on institutional and in-group collectivism practices. The authors investigate not only the direct effect of these collectivism practices on next-generation engagement, but also the extent to which institutional and/or in-group collectivism moderate the relationship between parental support and next-generation engagement and the extent to which institutional and/or in-group collectivism moderate the relationship between self-efficacy and next-generation engagement.

Design/methodology/approach

Using cross-national data from the Global University Entrepreneurial Spirit Students' Survey (GUESSS) and the Global Leadership and Organisational Behaviour Effectiveness (GLOBE), hierarchical linear modelling (HLM) is employed to test the hypotheses using a sample of 33,390 observations collected in 20 countries.

Findings

The main findings show that both institutional and in-group collectivism practices may increase next-generation engagement levels. Furthermore, these cultural practices can amplify the relationship between family business self-efficacy and next-generation engagement. However, institutional collectivism can slightly reduce the positive effect of parental support on family offspring's intention to become leaders of the family business. The results also reveal that parental support has a stronger direct effect on next-generation engagement than family business self-efficacy.

Originality/value

This study examines the influence of cultural practices on next-generation engagement, focussing on collectivism practices. The study distinguishes between institutional collectivism and in-group collectivism. Unlike past research, a direct effect of parental support on next-generation engagement is considered. The study also uses a particular type of self-efficacy: family business self-efficacy. In addition, a multi-level method is employed, which is rarely used in this context.

Details

International Journal of Entrepreneurial Behavior & Research, vol. 29 no. 7
Type: Research Article
ISSN: 1355-2554

Keywords

Article
Publication date: 23 February 2010

Fauziah Noordin and Kamaruzaman Jusoff

One of the main issues that many organizations will face in the coming years is the management of increasing diversity in the workforce. The purpose of this paper is to examine…

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Abstract

Purpose

One of the main issues that many organizations will face in the coming years is the management of increasing diversity in the workforce. The purpose of this paper is to examine the levels of individualism and collectivism of managers in two different cultural environments, that is, Malaysia and Australia.

Design/methodology/approach

Data were collected by questionnaire from middle managers in a total of 18 organisations in Malaysia and ten organisations in Australia. Individualism‐collectivism was measured using Singelis et al.'s 32‐item scale. The items in the scale are designed to measure the horizontal and vertical aspects of individualism‐collectivism. The items were answered on seven‐point scale where 1 indicates strong disagreement and 7 indicates strong agreement. In addition, the seven‐item job satisfaction measure, which is part of the Survey of Organizations questionnaire developed by the Institute for Social Research at the University of Michigan, was used.

Findings

The study reveals the existence of differences between Malaysian and Australian managers on the level of vertical individualism, horizontal collectivism, and vertical collectivism. In addition, the Australian managers appear to have a significantly higher level of job satisfaction than their counterpart in Malaysia.

Research limitations/implications

Overall, the findings of the present study suggest that there have been significant shifts in value classifications in Malaysia since Hofstede conducted his original study. This finding underscores the fact that, although a nation's work‐related values and attitudes are deep‐seated preferences for certain end states; they are subject to change over the years as external environmental changes shape a society. Therefore, researchers and practitioners should use caution before attempting to use work‐related values and attitudes to understand human behaviours in organizations.

Practical implications

The results of this study may be of interest and assistance to managers of multinational and international organizations who need to manage in global contexts and, therefore, need to understand cultural‐driven differences in personal and interpersonal work‐related conditions between and across nations.

Originality/value

The results of this study provide empirical corroboration of the theoretical perspectives of Singelis et al. on individualism‐collectivism and horizontal and vertical dimensions of individualism and collectivism respectively. In addition, they may be of interest and assistance to managers of multinational and international organizations who need to manage in global contexts and, therefore, need to understand cultural‐driven differences in work attitudes of employees between and across nations. Finally, the study's findings contribute to a growing body of research that illustrates the need to take a multidimensional approach to the study on individualism‐collectivism.

Details

International Journal of Educational Management, vol. 24 no. 2
Type: Research Article
ISSN: 0951-354X

Keywords

Article
Publication date: 15 February 2008

Meera Komarraju, Stephen J. Dollinger and Jennifer L. Lovell

This study aims to examine the role of horizontal and vertical individualism‐collectivism in explaining conflict management styles. Design/methodology/approach – A total of 640…

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Abstract

Purpose

This study aims to examine the role of horizontal and vertical individualism‐collectivism in explaining conflict management styles. Design/methodology/approach – A total of 640 respondents completed the Rahim Organizational Conflict Inventory‐II (ROCI‐II, Form C) designed to assess five conflict management styles and the individualism‐collectivism (I‐C) scale designed to assess the vertical and horizontal aspects of individualism‐collectivism. Findings – Correlation and regression analyses provide support for a conceptual fit between cultural dimensions and conflict management styles. Horizontal and vertical aspects of individualism‐collectivism explained 5‐20 percent of the variance in the various conflict management styles. Specifically, individuals displaying an individualist orientation (horizontal and vertical) tended to give greater importance to satisfying personal needs and preferred a dominating style, rather than an obliging or avoiding style. In contrast, collectivists (horizontal and vertical) seemed more likely to sacrifice personal needs for the sake of the group and preferred an integrating style. Further, horizontal collectivists were more likely to prefer an obliging style and vertical collectivists an avoiding style of conflict management. Research limitations/implications – Generalization is limited to college student samples from the USA. Practical implications – Organizations could provide training programs to sensitize employees to their specific cultural orientations and their preferred conflict management styles. In addition, employees could learn to switch between styles depending on the situation, issue, or relationship within which the conflict is taking place. Originality/value – Highlights the importance of sensitizing employees to their cultural orientation and preferred conflict management style; raises the possibility of training them to develop alternate styles.

Details

International Journal of Conflict Management, vol. 19 no. 1
Type: Research Article
ISSN: 1044-4068

Keywords

Article
Publication date: 4 June 2018

Shan Xu, Yanling Wang and Jiafei Jin

The main purpose of present study is to investigate how familial collectivism and gender affect the psychological contract violation–turnover intention relationship by comparing…

Abstract

Purpose

The main purpose of present study is to investigate how familial collectivism and gender affect the psychological contract violation–turnover intention relationship by comparing Chinese with American samples.

Design/methodology/approach

In total, 688 and 892 full-time workers were recruited, respectively, from China and the USA to form the two samples. Then, three-way interaction regression models were used to test the hypotheses.

Findings

The results indicate that familial collectivism will negatively moderate the psychological contract violation–turnover intention relationship in the Chinese sample and positively moderate their relationship in the American sample. Moreover, the moderating effect of familial collectivism on the relationship between psychological contract violation and turnover intention is significant among the male employees and insignificant among the female employees for Chinese sample. Whereas for the American sample, the moderating effects are significant among both the male and the female employees.

Originality/value

This study improves the theoretical model of Turnley and Feldman (1999) by examining the moderating effect of familial collectivism and gender differences on the relationship between psychological contract violation and turnover intention. And two samples (China vs the USA) are used in the study, which helps to explain the possible difference in influencing the relationship between psychological contract violation and turnover intention between two nations. The main practical implication for managers is that organizations should recognize the importance of the gender role and individuals’ culture orientation when implementing different human resource management policies.

Details

Nankai Business Review International, vol. 9 no. 2
Type: Research Article
ISSN: 2040-8749

Keywords

Article
Publication date: 29 April 2014

Rachid Zeffane

– The purpose of this paper is to explore the relationships between individualism/collectivism (as personal traits) and individuals’ potential to become an entrepreneur.

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Abstract

Purpose

The purpose of this paper is to explore the relationships between individualism/collectivism (as personal traits) and individuals’ potential to become an entrepreneur.

Design/methodology/approach

The study draws on a sample of 503 students enrolled in business courses at a university in the United Arab Emirates (UAE). It focusses on the concept of Entrepreneurial Potential (EP) as a measure of “desirability and inclination” to start a business. The paper tests the hypothesis that the concepts of individualism and collectivism are not necessarily polar ends of the same continuum and examine their impacts on EP, controlling for age and gender as main demographic characteristics. Four main hypotheses are explored.

Findings

Statistical analysis confirms the two main hypotheses. They reveal that: first, concomitant with the dominant collectivist values at national level, potential future entrepreneurs evolving in the Middle East/Gulf region endorse personal traits of a predominantly collectivist nature; second, contrary to popular assumptions individualism does not have a strong impact on youth EP. In the context of this study, the impact of collectivism on EP is most significant. The paper also found that gender had no significant impact on EP

Research limitations/implications

The use of personality traits alone, as a basis for understanding predictors of EP may not be sufficient. A number of contextual variables (such the socio-cultural and economic context) may also have a strong influence. Unfortunately, it is not possible to test for these effects with the data available in this study. Future research may consider these.

Practical implications

Despite its limited scope (limited sample-size and target population), the findings of this study are useful to both practitioners and policy makers. Management practitioners interested in entrepreneurial behaviors need to take stock of the fact that future entrepreneurs can (and perhaps should be able to) blend their competitive entrepreneurial drive with the spirit of collectivism. This is particularly relevant in selection processes using personality tests for the purpose of extracting the most likely candidates for entrepreneurial ventures involving youth.

Originality/value

The findings of this study do not support the general assumption that individualism and entrepreneurship ties necessarily go hand in hand. They clearly indicate that collectivism has more explanatory power in this regard, though this may be contextual. These findings may be explained by the context of the study (UAE/Middle East). The overwhelming majority of the respondents are from the Middle East and gulf region, where collectivist aspirations are predominant. Yet, the economies of countries in those regions are fuelled by an increasing number of advanced and quite daring entrepreneurial projects, as exemplified by the modernist business ventures in Dubai, Qatar, and Abu Dhabi.

Details

International Journal of Entrepreneurial Behavior & Research, vol. 20 no. 3
Type: Research Article
ISSN: 1355-2554

Keywords

Article
Publication date: 17 October 2016

Grishma Shah and Ujvala Rajadhyaksha

The authors observe the impact of certain aspects of globalization on the work-family interface in India. Specifically, the purpose of this paper is to investigate the impact of…

Abstract

Purpose

The authors observe the impact of certain aspects of globalization on the work-family interface in India. Specifically, the purpose of this paper is to investigate the impact of life in Tier 1 (more globalized) vs Tier 2 (less globalized) cities, family/work collectivism and gender on work-family conflict (WFC) – both work interfering with family (WIF) conflict as well as family interfering with work (FIW) conflict.

Design/methodology/approach

The study surveyed 628 young employees on cultural values of collectivism and WFC.

Findings

Results suggest a main effect of tier in which Tier 1 city individuals experience more of both forms of WFC than Tier 2 city individuals. However, two- and three-way interactions between family/work collectivism and tier greatly moderate the main effect. Interactions indicate that family collectivism decreased WIF more for Tier 1 as compared to Tier 2 cities and work collectivism decreased FIW more for Tier 2 as compared to Tier 1 cities. The results suggest that high family collectivism creates high conflict for those who are low on work collectivism and high family collectivism creates low conflict for those who are high on work collectivism.

Research limitations/implications

The paper provides great insight into globalization and WFC within the context of cultural values. The paper calls for further studies on globalization, work life enrichment and cultural values.

Practical implications

The results build a case for more paid and organizationally supported interventions for work-life balance in India.

Originality/value

Large scale institutional changes, such as globalization, call for a reexamination of cultural dynamics. This study heeds the call and examines WFC in the context of rapid economic and social transformation occurring in India by bridging globalization, cultural change and WIF/FIW.

Details

South Asian Journal of Global Business Research, vol. 5 no. 3
Type: Research Article
ISSN: 2045-4457

Keywords

Article
Publication date: 8 June 2012

Ning Hongyu, Zhou Mingjian, Lu Qiang and Wen Liqun

Authority leadership (AL) is one of the most distinctive dimensions of paternalistic leadership (PL), and it is recognized that PL is the most common leader behavior in the…

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Abstract

Purpose

Authority leadership (AL) is one of the most distinctive dimensions of paternalistic leadership (PL), and it is recognized that PL is the most common leader behavior in the Chinese organizational context. Although considerable state‐of‐the‐art research work regarding the concept and dimensions of AL has been done, extensive empirical studies based on using the data from both individual and team levels to examine the effectiveness from the values viewpoint, e.g. Collectivism, attract little attention. The purpose of this paper is to investigate the relationship between AL and organizational citizenship behavior (OCB). To address this issue, the role of collectivism to analyze the relationship between AL and OCB, at both individual and team levels in the Chinese organizational context, is explored.

Design/methodology/approach

This paper focuses on analyzing the role of collectivism in the relationship between AL and OCB. To this end, the authors draw on a sample set of 320 supervisor‐subordinate dyads from 32 branches of a beauty chain shop in the cities of Shenzhen and Zhuhai, China. After sending out questionnaires to 32 supervisors and 320 beauticians, 31 supervisors and 245 beauticians provided effective feedback. With the help of SPSS 17.0 statistical software, the data from the sample set are analyzed rather than self‐reported. Furthermore, the authors study the relationship between AL and OCB, the mediating effect, and the moderating role of collectivism, respectively.

Findings

The findings of this paper can be described from two levels. At the individual level, AL positively influences employee's OCB through the mediating effect of collectivism; and collectivism is capable of moderating the main effect. At the team level: AL positively influences Team OCB (TOCB) through the mediating effect of Team Collectivism (TC); and TC also moderates the main effect.

Research limitations/implications

Due to space limitations, the authors only consider the effect of collectivism; other dimensions of values which may have similar effect to the mechanism of the relationship between AL and OCB are not taken into account.

Originality/value

The paper shows that both AL and collectivism enhance OCB, and collectivism is the moderator of the relationship between AL and OCB. Since the moderating effect mechanism is different between individual and team levels, there should be more focus on AL and values. It is expected that the obtained results are significant in both theory and practice for the Chinese leadership research and application. Moreover, the paper presents some comments on the implication of this work and future research issues.

Article
Publication date: 12 March 2018

Jin Hong, Bojun Hou, Kejia Zhu and Dora Marinova

The purpose of this study is to investigate the relationships between exploratory/exploitative innovation and employee creativity in the Chinese context and how these two…

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Abstract

Purpose

The purpose of this study is to investigate the relationships between exploratory/exploitative innovation and employee creativity in the Chinese context and how these two relationships can be moderated by an important cultural dimension – collectivism.

Design/methodology/approach

A theoretical framework was developed to explore the relationships between exploratory/exploitative innovation, employee creativity and collectivism. Data were collected by sending out surveys to managers and employees in various industries in mainland China. Hypotheses were tested using hierarchical regressions.

Findings

The results show that both exploratory innovation and exploitative innovation are positively related to employee creativity. Furthermore, collectivism negatively moderates the effects of both types of innovation on employee creativity, despite its positive main effect.

Originality/value

This study explores the relationship between organizational innovation and individual employee creativity in the Chinese context. This paper empirically analyzes the moderating effect of collectivism in the relationship between organizational innovation and employee creativity. It also indicates the factors inherent in Chinese culture that influence innovation and gives explanations from education, subordinate relation, etc.

Details

Chinese Management Studies, vol. 12 no. 2
Type: Research Article
ISSN: 1750-614X

Keywords

1 – 10 of over 8000