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Collectivism

Distribution by Scientific Domains
Psychology50%
Business, Economics, Finance and Accounting39%
Humanities and Social Sciences8%
Distribution within Psychology
Social Psychology28%
Applied Social Psychology8%

Selected Abstracts

AN EMPIRICAL ANALYSIS OF MEASUREMENT EQUIVALENCE WITH THE INDCOL MEASURE OF INDIVIDUALISM AND COLLECTIVISM: IMPLICATIONS FOR VALID CROSS-CULTURAL INFERENCE

PERSONNEL PSYCHOLOGY, Issue 1 2006
CHRISTOPHER ROBERT
The INDCOL measure of individualism and collectivism (Singelis et al., 1995) has been used increasingly to test complex cross-cultural hypotheses. However, sample differences in translation, culture, organization, and response context might threaten the validity of cross-cultural inferences. We systematically explored the robustness of the INDCOL, for various statistical uses, in the face of those 4 threats. An analysis of measurement equivalence using multigroup mean and covariance structure analysis compared samples of INDCOL data from the United States, Singapore, and Korea. The INDCOL was robust with regard to the interpretability of correlations, whereas differences in culture and translation pose an important potential threat to the interpretability of mean-level analyses. Recommendations regarding the interpretation of the INDCOL and issues in the analysis of measurement equivalence in cross-cultural research are discussed. [source]

Collectivism versus individualism in Dutch employment relations

HUMAN RESOURCE MANAGEMENT JOURNAL, Issue 1 2004
Jan De Leede
From a very centralistic and collectivistic tradition after World War Two, Dutch employment relations now show a trend towards radical decentralisation and individualisation. What might be the consequences of this trend for labour relations? Do developments still fit within a movement towards ,organised decentralisation' or will the existing system of labour relations be hollowed out and destroyed? And what will be the consequences for ER management at company level? We present empirical data on how companies deal with their decentralised and individualised employment relations. It appears that, in the main areas such as labour contracts, working time arrangements, reward systems and development plans, decentralisation and individualisation are taking place. It has also become clear that management as well as workers support this and that a new form of negotiation between them is developing at workplace level, resulting in what we call ,third contracts' that are additional to the initial labour contract and the collective agreement. Our results also highlight the pragmatic way in which companies deal with these decentralised and individualised employment relations, which, nevertheless, remain linked to the national and collective levels of bargaining. Within the multilevel system of Dutch employment relations a new balance between collectivism and individualism is emerging. [source]

Individualism,Collectivism and Co-operation: A Cross-Society and Cross-Level Examination

NEGOTIATION AND CONFLICT MANAGEMENT RESEARCH, Issue 3 2010
Hannah-Hanh D. Nguyen
Abstract We examined the influence of Individualism and Collectivism (I,C) on co-operation in workgroups at three levels (societal, organizational, and personal). Data were from 153 American business students representing an individualistic society and 207 Vietnamese counterparts (a collectivistic society). Participants role-played managers for a simulated company with either a collectivistic or individualistic organizational culture in a computerized social-dilemma game. Societal cultures did not moderate the interaction effect between organization-level I,C and person-level Individualism. Those high on individualism pursued their own gains in a dominantly individualistic organizational culture, yet behaving co-operatively in a collectivistic organizational culture. Interestingly, societal cultures moderated the effect of organizational culture on co-operation, such that the positive relationship between organization-level I,C and co-operation was weaker in a collectivistic society (Vietnam) than in an individualistic society (the United States). The results indicate the need for an integrative, cross-level approach to better understand the determinants of co-operation across societies, organizations, and individuals. [source]

Utopianism Parodied in Orwell's Nineteen Eighty-Four.

ORBIS LITERARUM, Issue 5 2010
An Intertextual Reading of the, Goldstein Treatise'
The Theory and Practice of Oligarchical Collectivism, attributed to Big Brother's arch-enemy, Emmanuel Goldstein, is the book-in-book in George Orwell's Nineteen Eighty-Four. Along with the appendix, it provides the reader with a theoretical and philosophical framework that complements the narrative. First I point out the importance of Goldstein's tract on an intratextual level; then my focus shifts towards its intertextuality with influential works of European intellectual history, such as Malthus's An Essay on the Principle of Population (1798), Marx's and Engels's Communist Manifesto (1848), Spengler's Decline of the West (1918) and Burnham's Managerial Revolution (1941). Bringing into focus the myriad of perspectives that result from the intra-, inter- and extratextual layers in the text, the article shows that the treatise is the ultimate example of Orwell's distinctive fusion of realism and satire. [source]

Psychological Collectivism as a Moderator of the Impact of Supervisor,Subordinate Personality Similarity on Employees' Service Quality

APPLIED PSYCHOLOGY, Issue 2 2003
C. Harry Hui
Des chercheurs ont démontré que le collectivisme psychologique joue un rôle modérateur dans la relation entre certains construits. Les caractéristiques situationnelles peuvent avoir différents impacts sur les individualistes et les collectivistes dont les attitudes et valeurs divergent face aux relations interpersonnelles. Les collectivistes accordent beaucoup d'importance aux relations harmonieuses avec autrui, et seraient démoralisés quand ces relations sont menacées ou qu'elles ne se développent pas. Les individualistes voient l'individu comme la base de la survie et sont moins affectés par un manque d'harmonie. Nous avions prévu que l'effet de la similitude de personnalité entre superviseur,subordonné sur la qualité des services qu'un employé offre serait plus grand pour les collectivistes que pour les individualistes. Cette hypothèse a été testée auprès de 605 représentants à la clientèle et 113 superviseurs pour qui la similitude de personnalité a été mesurée par le nombre d'items pour lesquels les deux parties ont donné la même réponse. Bien que le collectivisme psychologique n'a pas d'effet direct sur la qualité du service, une analyse de régression indique que cette variable entre en interaction avec la similitude de personnalité. Ce résultat donne plus de soutien au modèle du rôle modérateur du collectivisme psychologique. Researchers have found psychological collectivism (PC) to play a moderating role in relationships among certain constructs. Situational characteristics may have different impacts on individualists and collectivists, who have discrepant attitudes and values regarding interpersonal relationships. The collectivists strongly value harmonious relationships with others, and would be demoralised when such relationships are threatened or do not materialise at all. The individualists view the self as the basic unit of survival, and are less affected even if harmony is not guaranteed. On the basis of this PC-as-moderator perspective, we expected that the effect of supervisor,subordinate personality similarity on the quality of service an employee delivers would be stronger among collectivists than among individualists. This hypothesis was tested with 605 front-line customer service staff and 113 supervisors, whose personality similarity was indexed by the number of personality items to which both parties gave the same answers. Although psychological collectivism does not have direct effect on service quality, regression analysis shows that it interacts with personality similarity, lending further support to the PC-as-moderator model. [source]

The Relationship Between Acculturation, Individualism/Collectivism, and Job Attribute Preferences for Hispanic MBAs*

JOURNAL OF MANAGEMENT STUDIES, Issue 5 2003
Carolina Gomez
ABSTRACT This research studied the influence of acculturation on the values of Hispanic MBAs in the USA and the effect these values have on job attribute preferences. As predicted, the less acculturated Hispanic MBAs had significantly higher collectivist values than either highly acculturated Hispanic or Anglo-American MBAs. Surprisingly, acculturation was not related to individualism. As theorized, collectivistic, and not individualistic, values were significantly related to a preference for contextual job attributes. In contrast, individualistic, and not collectivistic, values were related to a preference for task-related job attributes. The findings point to the importance of understanding an individual's level of acculturation and his/her specific values, rather than assuming differences based on ethnicity. In addition, the findings indicate that managers dealing with diversity within the USA or globally must understand their employees' individualistic/collectivistic values before implementing any job design initiatives. [source]

Mother,Child Relationships in France: Balancing Autonomy and Affiliation in Everyday Interactions

ETHOS, Issue 3 2004
MARIE-ANNE SUIZZO
French child-rearing beliefs share features of both individualist and collectivist cultural orientations and have appeared contradictory within this individualism,collectivism framework in previous research. For this study, 32 Parisian mothers of infants and young children were interviewed regarding four possible sources of variation in their relationships with their children: interpersonal distance, communicative accommodation, desirable and undesirable early behaviors, and long-term goals and values. Five themes are identified and a cultural model of Parisian parenting is elaborated, demonstrating how beliefs, practices, and goals are connected in mothers' minds. This study demonstrates that individualism and collectivism are orthogonal, multifaceted orientations, each containing dimensions, such as autonomy as separateness and group affiliation and belonging, that can coexist both harmoniously and in dynamic tension within individuals and within cultures. [source]

Prospects for an integrated trait and cultural psychology

EUROPEAN JOURNAL OF PERSONALITY, Issue 3 2009
A. Timothy ChurchArticle first published online: 8 APR 200
Abstract Church (2000) discussed a possible integration of trait and cultural psychology perspectives, two dominant theoretical approaches in the study of culture and personality. In this article, I summarise the results of cross-cultural studies we have conducted to test elements of this integrated perspective, discuss prospects for an integrated approach, and note future research needs. The studies address the measurement of implicit theories regarding the traitedness versus contextuality of behaviour; culture, method, and the content of self-concepts; culture and explanations of everyday behaviours; accuracy and self-enhancement in trait assessments; cross-role consistency and its relation to adjustment; and cross-situational consistency and trait prediction of daily behaviour. Our results, and those of other researchers, indicate that an integration of trait and cultural psychology perspectives has potential. However, some findings suggest that cultural psychology hypotheses may be more consistently supported in comparisons of Americans with selected Asian cultures than in comparisons of individualistic and collectivistic cultures more generally. Thus, an integrated perspective may need to be recast using theoretical perspectives that go beyond individualism,collectivism. Copyright © 2009 John Wiley & Sons, Ltd. [source]

Humour styles, personality, and well-being among Lebanese university students

EUROPEAN JOURNAL OF PERSONALITY, Issue 3 2004
Shahe S. Kazarian
This research examined the structure and correlates of the Humor Styles Questionnaire (HSQ) in Lebanese university students. Four humour factors were found, as in the original Canadian samples: Affiliative, Self-Enhancing, Aggressive, and Self-Defeating humour. Scale reliabilities were generally acceptable, and inter-correlations among the scales were low. Lebanese participants scored lower than Canadians on Affiliative and Self-Enhancing humour and lower than Belgians on Affiliative and Aggressive humour. As in Canadian and Belgian samples, males reported significantly more use of Aggressive and Self-Defeating humour than did females. Humour styles correlated differentially, and generally as predicted, with horizontal and vertical individualism and collectivism, attachment styles, perceived health, and psychological well-being. Overall, the findings support the cross-cultural stability of the HSQ as well as the differential relationship of these humour styles with culture-related personality traits and psychological well-being. Copyright © 2004 John Wiley & Sons, Ltd. [source]

Assessing alternative models of individualism and collectivism: a confirmatory factor analysis

EUROPEAN JOURNAL OF PERSONALITY, Issue 2 2001
Mark A. Freeman
Six alternative structural models of individualism,collectivism are reviewed and empirically compared in a confirmatory factor analysis of questionnaire data from an Australian student sample (N,=,340). Central to the debate about the structure of this broad social attitude are the issues of (1) polarity (are individualism and collectivism bipolar opposites, or orthogonal factors?) and (2) dimensionality (are individualism and collectivism themselves higher-order constructs subsuming several more specific factors and, if so, what are they?). The data from this Australian sample support a model that represents individualism and collectivism as a higher-order bipolar factor hierarchically subsuming several bipolar reference-group-specific individualisms and collectivisms. Copyright © 2001 John Wiley & Sons, Ltd. [source]

Differentiation between and within groups: the influence of individualist and collectivist group norms

EUROPEAN JOURNAL OF SOCIAL PSYCHOLOGY, Issue 6 2006
Jolanda Jetten
The power of individualist and collectivist group norms to influence intergroup and inter-individual differentiation was examined in three studies. Study 1 revealed that intergroup differentiation was lower when group norms prescribed individualism than when they prescribed collectivism. However, inter-individual differentiation was higher when group norms endorsed individualism than when they promoted collectivism. In Studies 2 and 3 we found evidence for the moderating effect of group salience on the relationship between norms and differentiation. Specifically, the effect that individualist group norms reduced intergroup differentiation but enhanced inter-individual differentiation was more pronounced when group salience was high rather than low. This finding demonstrates that conformity to a group norm prescribing individualism influences the manner in which positive differentiation is expressed. The discussion focuses on the caveats of introducing individualist group norms when attempting to reduce intergroup differentiation. Copyright © 2006 John Wiley & Sons, Ltd. [source]

Individualist and collectivist norms: when it's ok to go your own way

EUROPEAN JOURNAL OF SOCIAL PSYCHOLOGY, Issue 1 2003
Brendan J. McAuliffe
We conducted two studies to investigate the influence of group norms endorsing individualism and collectivism on the evaluations of group members who display individualist or collectivist behaviour. It was reasoned that, overall, collectivist behaviour benefits the group and would be evaluated more positively than would individualist behaviour. However, it was further predicted that this preference would be attenuated by the specific content of the group norm. Namely, when norms prescribed individualism, we expected that preferences for collectivist behaviour over individualist behaviour would be attenuated, as individualist behaviour would, paradoxically, represent normative behaviour. These predictions were supported across two studies in which we manipulated norms of individualism and collectivism in an organizational role-play. Furthermore, in Study 2, we found evidence for the role of group identification in moderating the effects of norms. The results are discussed with reference to social identity theory and cross-cultural work on individualism and collectivism. Copyright © 2002 John Wiley & Sons, Ltd. [source]

,We're all individuals': group norms of individualism and collectivism, levels of identification and identity threat

EUROPEAN JOURNAL OF SOCIAL PSYCHOLOGY, Issue 2 2002
Jolanda Jetten
Three studies were conducted to investigate the power of group norms of individualism and collectivism to guide self-definition and group behavior for people with low and high levels of group identification. Study 1 demonstrates that in an individualist culture (North America), those who identify highly with their national identity are more individualist than low identifiers. In contrast, in a collectivist culture (Indonesia) high identifiers are less individualist than low identifiers. Study 2 manipulates group norms of individualism and collectivism, and shows a similar pattern on a self-stereotyping measure: High identifiers are more likely to incorporate salient group norms prescribing individualism or collectivism into their self-concept than low identifiers. Study 3 replicates this effect and shows that high identifiers conform more strongly to group norms, and self-stereotype themselves in line with the salient norm than low identifiers when their group is threatened. Hence, the findings suggest that when there is a group norm of individualism, high identifiers may show individualist behavior as a result of conformity to salient group norms. Copyright © 2002 John Wiley & Sons, Ltd. [source]

Culture in the context of intercultural negotiation.

HUMAN COMMUNICATION RESEARCH, Issue 4 2000
Individualism-collectivism, paths to integrative agreements
This study explores culture's effect on behaviors and outcomes in intercultural negotiation and examines how those effects are moderated by role. Eighty U.S. and international students took part in a previously developed negotiation task (Pruitt, 1981) and completed Hui and Triandis's (1986) individualism-collectivism (INDCOL) scale. Negotiation interactions were coded for information sharing, offers, and distributive tactics. Findings show that a negotiation dyad's collectivism is positively associated with higher joint profit. The effects of culture on both communication behaviors and joint outcomes, however, differ by role of the negotiator. In particular, seller collectivism has larger and more consistent effects on communication behavior and joint profit than buyer collectivism. Results support a ,culture in context' perspective of negotiation that takes into account negotiator qualities, contextual and structural features of the negotiation, and mediating processes in addition to cultural values. [source]

Collectivism versus individualism in Dutch employment relations

HUMAN RESOURCE MANAGEMENT JOURNAL, Issue 1 2004
Jan De Leede
From a very centralistic and collectivistic tradition after World War Two, Dutch employment relations now show a trend towards radical decentralisation and individualisation. What might be the consequences of this trend for labour relations? Do developments still fit within a movement towards ,organised decentralisation' or will the existing system of labour relations be hollowed out and destroyed? And what will be the consequences for ER management at company level? We present empirical data on how companies deal with their decentralised and individualised employment relations. It appears that, in the main areas such as labour contracts, working time arrangements, reward systems and development plans, decentralisation and individualisation are taking place. It has also become clear that management as well as workers support this and that a new form of negotiation between them is developing at workplace level, resulting in what we call ,third contracts' that are additional to the initial labour contract and the collective agreement. Our results also highlight the pragmatic way in which companies deal with these decentralised and individualised employment relations, which, nevertheless, remain linked to the national and collective levels of bargaining. Within the multilevel system of Dutch employment relations a new balance between collectivism and individualism is emerging. [source]

Feminism in the Grips of a Pincer Attack,Traditionalism, liberalism, and globalism

INTERNATIONAL JOURNAL OF JAPANESE SOCIOLOGY, Issue 1 2005
Yumiko Ehara
Abstract:, The dichotomy of individualism versus collectivism is one of the pivots around which political ideologies in postwar Japanese society can be broken down. Many people had thought that what postwar Japan needed was the development of modern individuals who represented a departure from feudalistic thinking. Against the backdrop of uncertainties related to employment and life in general engendered by a prolonged economic stagnation and globalism, Japanese society in the twenty-first century is being pounded by a tempest of neoliberalism and neoconservatism. In the midst of this storm, ideas advocating social policies that promote gender equality are being dismantled by both of these forces. This is because the power of traditionalism as a force for asserting a revisionist ideology in modern Japanese society primarily constitutes the power of neoconservatism, which embraces neoliberalism with a view to revitalizing the free economy through the elimination of social welfare and the intensification of free competition. In order to establish formidable economic competitiveness, neoliberalism and neoconservatism (neoliberalism = neoconservatism) reject domestic systems geared towards labor protection (deregulation) and extol familism and nationalism as means to bringing social unrest under control through the mobilization of the labor force (traditionalism). However, the habitual way of thinking that places traditionalism and liberalism in a dichotomous pivot remains ingrained within us even now. Because globalization reinforces social mobility, these two positions will continue to gain strength even as they conflict with each other. With feminism in the grips of a pincer attack, the movement will struggle to maintain its breath. [source]

Individualism,collectivism and the role of goal orientation in organizational training

INTERNATIONAL JOURNAL OF TRAINING AND DEVELOPMENT, Issue 3 2009
Altovise Rogers
This research examines how individualism,collectivism and goal orientation impact training effectiveness through study of an internationally diverse sample of engineers who were undergoing technical training. In light of contemporary views of individualism,collectivism, we argue that collectivism will moderate the influence of learning and performance goal orientations on training by shaping the impact of one's perceived social context on existing performance concerns and goals. Using a sample from a large multinational corporation, we examined the effects of individualism,collectivism and goal orientation on training transfer intentions, motivation to learn, and test performance. Mixed support for our hypotheses was found. Collectivists were found to exhibit higher levels of training transfer intentions and motivation to learn. However, when collectivism was combined with a performance goal orientation, its effects on training outcomes were diminished. Applications for organizations and future extensions of the present research are discussed. [source]

Cultural Background and Individualistic,Collectivistic Values in Relation to Similarity, Perspective Taking, and Empathy

JOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 11 2009
Miriam S. Heinke
A path model testing antecedents and consequences of perceived similarity was examined for Asian and European Australian participants (N = 240). Cultural background and values were measured, and participants read scenarios describing a target in distress acting according to individualistic or collectivistic values. Consistent with past research, feeling similar to the target was linked to perspective taking and empathy. Moreover, Asian participants were more collectivistic, and collectivistic values were linked to higher empathy. In the present data, however, both endorsed higher levels of collectivism than individualism; individualism scores were equal; and the two values were positively correlated. Moreover, neither cultural background nor values were consistently linked to similarity. Implications are discussed for research on cultural background, values, and social interactions. [source]

Individualism, collectivism, and Chinese adolescents' aggression: intracultural variations

AGGRESSIVE BEHAVIOR, Issue 3 2010
Yan Li
Abstract This study examined the relations between cultural values (i.e., individualism and collectivism) and aggression among 460 (234 girls) Chinese adolescents. Conflict level and social status insecurity were examined as potential explaining mechanisms for these relations. The results showed that adolescents' endorsement of collectivism was negatively related to their use of overt and relational aggression as reported by teachers and peers, whereas positive associations were found between the endorsement of individualism and adolescent aggression. Adolescents' conflict level and social status insecurity accounted for a significant part of these associations. Findings of this study demonstrate the importance of examining intracultural variations of cultural values in relation to adolescent aggression as well as the process variables in explaining the relations. Aggr. Behav. 36:187,194, 2010. © 2010 Wiley-Liss, Inc. [source]

Women's human rights violations: Cameroonian students' perceptions

JOURNAL OF COMMUNITY & APPLIED SOCIAL PSYCHOLOGY, Issue 2 2009
Raul Kassea
Abstract Cameroonian university students (N,=,666) assessed whether certain different societal positions that the law grants to women and men (the husband chooses the marital home, the husband wields parental power, a married woman cannot freely engage in trade, the husband administers his wife's personal property) and certain cultural practices (female genital mutilation, parents arranging their children's marriage) were seen as violations of women's human rights. Justifications for the choices were also analysed. Female genital mutilation was most often seen as a violation of women's human rights, and the husband selecting the marital home was least often seen as a violation. These differences were explained by cultural specificities. Women more often than men saw the cases as violations of rights. Respondents coming from the North saw the cases less often as violations of rights than respondents from other geocultural areas, which was in accordance with their previously observed higher collectivism. Copyright © 2009 John Wiley & Sons, Ltd. [source]

Relationships between individualism,collectivism, gender, and direct or indirect aggression: a study in China, Poland, and the US

AGGRESSIVE BEHAVIOR, Issue 1 2009
Gordon Forbes
Abstract Direct and indirect aggression were studied in college students from China (women n=122; men n=97), a highly collectivistic culture; the US (women n=137; men n=136), a highly individualistic culture; and Poland (women n=105; men n=119), a culture with intermediate levels of collectivism and individualism. Consistent with a hypothesis derived from national differences in relative levels of collectivism and individualism, both direct and indirect aggression were higher in the US than in Poland and higher in Poland than in China. The theoretical implication of these results and directions for future research were discussed. Aggr. Behav. 35:24,30, 2009. © 2008 Wiley-Liss, Inc. [source]

National Cultural Influences on Knowledge Sharing: A Comparison of China and Russia

JOURNAL OF MANAGEMENT STUDIES, Issue 3 2006
Snejina Michailova
abstract This paper presents a set of theoretical propositions regarding knowledge sharing in China and Russia. We argue that there are important national cultural similarities and differences between the two countries that result in certain similarities and differences in individual knowledge-sharing behaviour in Chinese and Russian organizations. We claim that vertical collectivism and particularistic social relations in China and Russia lead to intensive social relations among organizational members, which facilitate knowledge sharing between in-group members in organizations in both countries. We also maintain that differences in the essence of collectivism as well as in the extent of collectivism in the two cultural contexts lead to different intensities of knowledge sharing in Chinese and Russian organizations. Finally, we discuss theoretical and management implications of this research. [source]

Cultural variation and the psychological contract

JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 5 2003
David C. Thomas
Literature on the psychological contract has made significant contributions to our understanding of the exchange relationship between employees and their employer. However, the influence of cultural differences on perceptions of the employment relationship has largely been neglected. We propose both cognitive and motivational mechanisms through which the cultural profiles of individuals influence (a) formation of the psychological contract, (b) perceptions of violations of the psychological contract, and (c) responses to perceived violations. General mechanisms for the influence of culture on the psychological contract are followed by specific examples of the influence of individualism and collectivism. Copyright © 2003 John Wiley & Sons, Ltd. [source]

Do national levels of individualism and internal locus of control relate to well-being: an ecological level international study

JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 8 2001
Paul E. Spector
Data were collected from managers in 24 nations/territories on work locus of control (LOC), individualism,collectivism (I,C), and well-being (job satisfaction, absence of psychological strain, and absence of physical strain). There were significant mean differences across samples on all five of these measures, and consistent with our hypothesis, at the ecological or sample mean level well-being was associated with an internal locus of control. However, contrary to our hypothesis, well-being was not associated with I,C, despite a strong correlation between I,C and LOC. Findings at the ecological level were consistent with the literature concerning the salutary effects of control on well-being. Copyright © 2001 John Wiley & Sons, Ltd. [source]

Comparing Innovation Capability of Small and Medium-Sized Enterprises: Examining the Effects of Organizational Culture and Empowerment

JOURNAL OF SMALL BUSINESS MANAGEMENT, Issue 3 2010
Nigar Demircan Çakar
This study analyzes the impact of organizational culture and empowerment on innovation capability, and examines the peculiarities of these effects. The study's hypotheses are tested by applying both individual and firm-level analyses to survey data collected from 743 employees from 93 small and medium-sized firms located in Turkey. For medium-sized enterprises on both the individual and firm level of analysis, results suggest that collectivism and uncertainty avoidance are positively associated with empowerment, whereas power distance is negatively related to empowerment. Assertiveness focus has no relations with empowerment and innovation capability, yet among cultural dimensions, only uncertainty avoidance is related to innovation capability. For small-sized enterprises, findings suggest that both power distance and uncertainty avoidance are linked to both empowerment and innovation capability on the individual level, whereas two new paths between collectivism and innovation capability and between assertiveness focus and empowerment are found on the firm level. Also, empowerment is found to be positively related to innovation capability for both small and medium-sized enterprises (SMEs) on both the individual and firm level. In terms of managerial practice, our study helps clarify the key role played by cultural dimensions in the process of shaping an empowering and innovative work environment. Findings also reveal that managers should focus on participative managerial practices (e.g., empowerment) to promote innovation capability of SMEs. [source]

Four Motives for Community Involvement

JOURNAL OF SOCIAL ISSUES, Issue 3 2002
C. Daniel Batson
A conceptual analysis is offered that differentiates four types of motivation for community involvement: egoism, altruism, collectivism, and principlism. Differentiation is based on identification of a unique ultimate goal for each motive. For egoism, the ultimate goal is to increase one's own welfare; for altruism, it is to increase the welfare of another individual or individuals; for collectivism, to increase the welfare of a group; and for principlism, to uphold one or more moral principles. As sources of community involvement, each of these four forms of motivation has its strengths; each also has its weaknesses. More effective efforts to stimulate community involvement may come from strategies that orchestrate motives so that the strengths of one motive can overcome weaknesses of another. Among the various possibilities, strategies that combine appeals to either altruism or collectivism with appeals to principle may be especially promising. [source]

Cultural and Personality Determinants of Leniency in Self-Rating among Chinese People

MANAGEMENT AND ORGANIZATION REVIEW, Issue 2 2006
Jia Lin Xie
abstract This study examines how cultural values (i.e., individualism and collectivism) and personality (i.e., self-perceived superiority and exhibitionism) jointly affect self-rating among Chinese respondents from mainland China (N=161), Hong Kong (N=350), and Taiwan (N=398). The results demonstrated that respondents with a more individualistic cultural orientation exhibit greater leniency in self-rating than those with a more collectivistic cultural orientation. Furthermore, self-perceived superiority and exhibitionism are related to high self-ratings among individuals who expressed low individualism values, but not among individuals who expressed high individualism or collectivism values. The results suggest that self-rating research needs to take both the individual's cultural values and personality traits into account. [source]

AN EMPIRICAL ANALYSIS OF MEASUREMENT EQUIVALENCE WITH THE INDCOL MEASURE OF INDIVIDUALISM AND COLLECTIVISM: IMPLICATIONS FOR VALID CROSS-CULTURAL INFERENCE

PERSONNEL PSYCHOLOGY, Issue 1 2006
CHRISTOPHER ROBERT
The INDCOL measure of individualism and collectivism (Singelis et al., 1995) has been used increasingly to test complex cross-cultural hypotheses. However, sample differences in translation, culture, organization, and response context might threaten the validity of cross-cultural inferences. We systematically explored the robustness of the INDCOL, for various statistical uses, in the face of those 4 threats. An analysis of measurement equivalence using multigroup mean and covariance structure analysis compared samples of INDCOL data from the United States, Singapore, and Korea. The INDCOL was robust with regard to the interpretability of correlations, whereas differences in culture and translation pose an important potential threat to the interpretability of mean-level analyses. Recommendations regarding the interpretation of the INDCOL and issues in the analysis of measurement equivalence in cross-cultural research are discussed. [source]

JUSTICE IN TEAMS: ANTECEDENTS AND CONSEQUENCES OF PROCEDURAL JUSTICE CLIMATE

PERSONNEL PSYCHOLOGY, Issue 1 2002
JASON A. COLQUITT
This study examined antecedents and consequences of procedural justice climate (Mossholder, Bennett, & Martin, 1998; Naumann & Bennett, 2000) in a sample of manufacturing teams. The results showed that climate level (i.e., the average procedural justice perception within the team) was significantly related to both team performance and team absenteeism. Moreover, the effects of climate level were moderated by climate strength, such that the relationships were more beneficial in stronger climates. In addition, team size and team collectivism were significant antecedents of climate level, and team size and team demographic diversity predicted climate strength. [source]

The investigation of Chinese consumer values, consumption values, life satisfaction, and consumption behaviors

PSYCHOLOGY & MARKETING, Issue 7 2009
Ge Xiao
The primary objective of this study was to investigate how the changing value systems of modern Chinese consumers affect their consumption behaviors and life satisfaction through the mediating variables of consumption values. The results of the multivariate data analysis show that three out of four types of consumer values (i.e., functional, emotional, and social) were positively related to foreign brand purchasing. Among all accepted relationships, the one between collectivism and functional value was the highest, whereas the collectivism and epistemic value relationship was the lowest. Individualism and collectivism were both found to be positively related to foreign brand purchasing and life satisfaction. Compared to collectivists, individualists were less satisfied with their current lives, but they held a more favorable attitude toward foreign brands. © 2009 Wiley Periodicals, Inc. [source]