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Book part
Publication date: 18 August 2006

Kerstin A. Aumann and Cheri Ostroff

In this response, we address the thoughtful commentaries by Chen and Tsui, and Erez and highlight three overarching themes emerging from their contributions. First, we…

Abstract

In this response, we address the thoughtful commentaries by Chen and Tsui, and Erez and highlight three overarching themes emerging from their contributions. First, we address the challenge of balancing complexity and parsimony in our model of values, HRM practices and fit in cross-cultural contexts. Second, we provide further explanations of the linkages between societal and organizational values. Third, we address the question of whether culture and climate should be treated as separate constructs in the model. In doing so, we hope to stimulate future progress in multi-level and cross-cultural perspectives of HRM and fit.

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Multi-Level Issues in Social Systems
Type: Book
ISBN: 978-1-84950-432-4

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Book part
Publication date: 18 August 2006

Miriam Erez

This chapter discusses the strengths and challenges posed by the chapter by Aumann and Ostroff entitled, “Multi-Level Fit: An Integrative Framework for Understanding HRM…

Abstract

This chapter discusses the strengths and challenges posed by the chapter by Aumann and Ostroff entitled, “Multi-Level Fit: An Integrative Framework for Understanding HRM Practices in Cross-Cultural Contexts.” In addition, this chapter proposes an alternative multi-level model of culture, which consists of structural and dynamic dimensions with culture's strength as a moderator of the top-down bottom-up dynamic processes. This model assumes that there is a fit between the value system and the HRM practices, as they represent two layers of culture – visible and less visible. Yet, the fit can be interrupted when HRM practices are transferred across cultures. The chapter further discusses when HRM practices are rejected and when they are accepted despite the misfit.

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Multi-Level Issues in Social Systems
Type: Book
ISBN: 978-1-84950-432-4

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Abstract

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The Battle to Do Good
Type: Book
ISBN: 978-1-78756-815-0

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Article
Publication date: 1 June 2002

Selamah Abdullah Yusof, Ruzita Mohd Amin, Mohamed Aslam Mohamed Haneef, Hazizan and Noon

This study investigates the values of teenagers and their parents, and the influence parents have on the values of their children. Values are categorized into terminal and…

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1886

Abstract

This study investigates the values of teenagers and their parents, and the influence parents have on the values of their children. Values are categorized into terminal and instrumental values. Different from previous works on values, the measurement of both these values is based on al‐Ghazali’s works in line with Islamic ethics. In addition, this study also determines the “oughtness” of both categories of values. The results reveal that overall, both teenagers and parents had good instrumental and terminal values. However, there were differences in the terminal values of teenagers and parents across ethnic groups. The analysis also shows that teenagers shared similar terminal and instrumental values as their parents, implying that parents had a significant influence on the development of their children’s values. Thus parents play an important role in transmitting good values to their children in resisting negative influences.

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International Journal of Social Economics, vol. 29 no. 6
Type: Research Article
ISSN: 0306-8293

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Article
Publication date: 18 October 2021

Zhuo Zhang, Tomoki Sekiguchi and Jie Li

The purpose of this paper is to investigate women managers’ work values in the Chinese sociocultural context and to explain how these work values affect their career…

Abstract

Purpose

The purpose of this paper is to investigate women managers’ work values in the Chinese sociocultural context and to explain how these work values affect their career success. This paper also explores how social and cultural factors affect Chinese women’s work value formation process.

Design/methodology/approach

Using a grounded theory approach, the authors collected and analyzed data through in-depth interviews with 12 women managers in the banking industry in northeast China.

Findings

The analysis identified eight dimensions of Chinese women’s work values and how they affect women’s career success in the Chinese context. The authors also found that although both social and cultural factors affect women’s work values, the effect of traditional Chinese culture is still profound.

Originality/value

The study extends the literature on Chinese women’s work values and provides a better understanding of traditional Chinese culture’s effect on contemporary Chinese women, particularly in developing cities.

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Journal of Asia Business Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1558-7894

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Article
Publication date: 20 September 2011

Hatice Kizgin

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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Journal of Islamic Marketing, vol. 2 no. 3
Type: Research Article
ISSN: 1759-0833

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Article
Publication date: 19 March 2018

Herman Vantrappen and Rien de Jong

This article aims to present a novel, powerful and proven alternative for the flawed way in which firms traditionally state “company values”.

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Abstract

Purpose

This article aims to present a novel, powerful and proven alternative for the flawed way in which firms traditionally state “company values”.

Design/methodology/approach

An analysis was made of the value statements of the 100 largest Fortune Global 500 firms. A literature search on company values was conducted. The authors’ field experience with the use of company values was applied.

Findings

A majority of large global companies have stated company values. There is abundant pundits’ advice on how to define, embed and live by company values. Nevertheless, stated company values generally have no impact on performance; worse, they may blow up in managers’ faces, with accusations of hypocrisy. The novel approach overcomes these shortcomings. First, it removes unnegotiable qualities, consigning these to the company’s code of conduct. Second, it no longer states a value as a singular point of perfection but as a position of a cursor on a scale.

Research limitations/implications

This approach looks at a value as a capability, that is, a resource that requires investment and development, one that helps the company to be more effective than its competitors and that its competitors would find hard to imitate readily.

Practical implications

This approach looks at a value as a capability, that is, a resource that requires investment and development, one that helps the company to be more effective than its competitors and that its competitors would find hard to imitate readily.

Originality/value

The article is of value to practicing managers. The approach helps the firm to distinguish itself from competitors in a positive and hard-to-imitate way. It stimulates productive open conversations between the firm’s managers and employees. It leads to statements that both reveal and reinforce the firm’s desired culture.

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Strategy & Leadership, vol. 46 no. 2
Type: Research Article
ISSN: 1087-8572

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Article
Publication date: 15 January 2018

Vincent Bruni-Bossio

This paper aims to offer a solution to the dilemma of board members using their personal values to drive decision-making and strategy. Board members are asked to discuss…

Abstract

Purpose

This paper aims to offer a solution to the dilemma of board members using their personal values to drive decision-making and strategy. Board members are asked to discuss the collective values at the onset of strategy planning.

Design/methodology/approach

Six questions, developed over a 15-year period of working in the area of strategy and governance, unite research on values in organizations, and provide a guide for arriving at a set of agreed-upon values for decision-making.

Findings

Two examples from practice showcase how agreeing on values before beginning the strategy process has assisted boards with better decision-making.

Research limitations/implications

The questions and process are meant to be a reflective tool for board members to consider when discussing values and decision-making rather than predicting behaviour or explaining outcomes. The process is most effective for boards whose culture supports a desire for improvement and therefore a willingness to experiment with new processes. The process can be enhanced by using an external facilitator having the ability to extrapolate meaning as the discussion unfolds.

Practical implications

This work empowers board members to be more effective in assessing strategic options and in communicating the inner logic and meaning of the strategy throughout the organization and to the external stakeholders.

Originality/value

Advocating that boards engage in focused discussion around values at the beginning of the strategic process improves decision-making and provides a litmus test for evaluating the strategic options. Agreeing on a set of values also makes board members more aware of the implications of each option in the long term.

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Journal of Business Strategy, vol. 39 no. 1
Type: Research Article
ISSN: 0275-6668

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Article
Publication date: 14 October 2013

Eliete Bernal Arellano, Andre Wakamatsu and Rodolfo Ribas

The paper aims to identify the prevailing values of the public sector in Brazil, based on the tri-axial model. The study proposes to capture the dynamics between different…

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677

Abstract

Purpose

The paper aims to identify the prevailing values of the public sector in Brazil, based on the tri-axial model. The study proposes to capture the dynamics between different values axes of Brazilian public sector as well as to detect cultural differences between genders, level of commitment, and nature of work. An additional contribution is expected in understanding Brazilian values at public sector as a necessary approach to obtain a new order of public administration based on efficiency.

Design/methodology/approach

The paper opted for an exploratory study developed within the scope of a larger study aiming to understand the meaning of values in different cultures with an exclusive focus on the public sectors. Using a pre-validated questionnaire, 137 respondents, who work on Brazilian public sector, participated in the survey. A frequency analysis was conducted for various demographic variables. Descriptive statistics were used to understand the profile of the respondents in Brazil's survey. We have used the criteria recommended to all countries that participated in the study.

Findings

This empirical work demonstrate that the methodology based on the tri-axial model was able to capture the dynamics between different values axes of Brazilian public sector as well as to detect cultural differences between genders, level of commitment and nature of work. The dominant values perceived in almost every analysis, belong to pragmatic-economic axis such as professionalism, teamwork, adventure, knowledge, and challenge. This strong orientation to pragmatism is consistent with the needs of the Brazilian public sector to have a more entrepreneurial vision and focus on optimization the use of the financial resources.

Research limitations/implications

Because of the chosen sample approach, the research results may lack generalizability.

Practical implications

The paper includes implications for a management based on values as a model to obtain efficiency at public sector in Brazil

Originality/value

This research is part of an international project interesting in investigating values within different countries and cultures. It provides data from a country that belongs to an emergent group of world economy such as BRICs and has different scenery compared to traditional actors of global business.

Details

Cross Cultural Management, vol. 20 no. 4
Type: Research Article
ISSN: 1352-7606

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Article
Publication date: 24 October 2021

Zoleikha Abbasi, Jon Billsberry and Mathew Todres

The purpose of this paper is to integrate research conducted on work values, political values and cultural values to develop a new heuristic model of values that can be…

Abstract

Purpose

The purpose of this paper is to integrate research conducted on work values, political values and cultural values to develop a new heuristic model of values that can be applied to workplace outcomes.

Design/methodology/approach

This is a conceptual paper that draws upon the work values, political values and cultural values literatures and the “similarity leads to attraction” and “dissimilarity leads to repulsion” hypotheses to advocate an integrative conceptual model spanning these constructs.

Findings

Integrating the three types of values with the underlying hypotheses of “similarity leads to attraction” and “dissimilarity leads to repulsion”, an internally consistent two-factor model of values is developed. This heuristic model argues that one set of factors causes value congruence and its associated outcomes and a different set of factors causes value incongruence and its associated outcomes. By conceptualizing value congruence and value incongruence as a two-factor theory, the idea is advanced that people do not assess value similarity and value dissimilarity unidimensionally, but these are two separate dimensions supported by different theoretical hypotheses and processes.

Originality/value

Previous conceptual work on values has isolated different types of values and considered them separately. A contribution is made by integrating the three main streams of values research. The paper is the first to advocate a two-factor theory to values and the first to incorporate the “similarity leads to attraction” and “dissimilarity leads to repulsion” hypotheses. The model repositions the focus for future research on value congruence and incongruence.

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