scholarly journals How does employee cultural background influence the effects of telework on job stress? The roles of power distance, individualism, and beliefs about telework

2022 ◽  
Vol 62 ◽  
pp. 102437
Author(s):  
Mladen Adamovic
Keyword(s):  
Job Stress ◽  
Power Distance ◽  
Cultural Background

Students' Cultural Background as a Determinant of Various Categories of Social Behaviour

2017 ◽  
Vol 11 (2) ◽  
pp. 267
Author(s):  
Amel Alić ◽  
Haris Cerić ◽  
Sedin Habibović
Keyword(s):  
Locus Of Control ◽  
Social Distance ◽  
Linear Relation ◽  
Social Behaviour ◽  
Power Distance ◽  
Cultural Background ◽  
School Management ◽  
Descriptive Statistics ◽  
National Cultures ◽  
School Activities

The aim of this research was to assess in which way the cultural background of students should be taken into account working with students as well as the adjustments of school activities by the school management, and what differences are possible to be noticed in regard to their cultural background. The empiric part of the research covered the sample of students of United World College in Mostar, comprising of 124 examinees coming from total of 47 different countries, but wider part of the research covered and comparisons with 67 students of Gymnasia Mostar, in total, the sample consisting of 191 examinees. In this piece of work, only the results considering the characteristics of students of United World College Mostar. Employing of Hofstede's operationalization’s of national cultures, the students have been, in respect to culture they come from, grouped according to established dimensions: Individualism – Collectivism, Power Distance index, Uncertainty Avoidance index and Masculinity vs. Femininity. Within separate dimensions the comparisons have been carried out regarding to the level of expressed social distance toward the others, level of empathy, intercultural sensibility, locus of control and the assertion of parental control and emotionality dimension. Using t-test, and descriptive statistics, differences between the students have been stated regarding to considered criteria variables, while Pearson's correlation coefficient was used for variable being in linear relation.

Acquirers’ Cultural Background and the Use of Earnouts

2018 ◽  
Vol 36 (1) ◽  
pp. 30-55
Author(s):  
Corinna Ewelt-Knauer ◽  
Johannes Gefken ◽  
Thorsten Knauer ◽  
David Wiedemann
Keyword(s):  
Cultural Differences ◽  
Power Distance ◽  
Cultural Background ◽  
Merger And Acquisition ◽  
Uncertainty Avoidance ◽  
Negatively Associated ◽  
Economic Theories ◽  
Country Level ◽  
Contractual Choice

This study investigates the effects of culture on the design of merger and acquisition (M&A) contracts. Specifically, we empirically analyze how the acquirer’s cultural background influences the contractual choice to implement an earnout. We operationalize the acquirer’s cultural background by using Hofstede’s country-level indices for individualism, power distance, uncertainty avoidance, masculinity, and long-term orientation. Using a comprehensive sample of 9,669 M&As, we find that earnout use is significantly positively associated with the acquirer’s masculinity level. Furthermore, we provide evidence that earnout use is significantly negatively associated with the acquirer’s power distance and uncertainty avoidance scores. Our study contributes to the literature by demonstrating that, in addition to economic theories, cultural differences are important in understanding the heterogeneity of earnout use.

The Development of the Job Stressor Appraisal Scale as Part of the Job Stress Battery

2012 ◽  
Vol 28 (2) ◽  
pp. 147-153 ◽  
Author(s):  
Ilknur Özalp Türetgen ◽  
Özlem Sertel Berk ◽  
Gokce Basbug ◽  
Pinar Unsal
Keyword(s):  
Factor Analysis ◽  
Job Stress ◽  
Factor Structure ◽  
Validity And Reliability ◽  
Job Stressors ◽  
Job Stressor

This study introduces the psychometric qualities of the Job Stressor Appraisal Scale (JSAS), a part of the Job Stress Battery, which comprehensively measures job stress in terms of job stressors, moderators, and strains. The JSAS measures employees’ appraisals of job stressors by considering both their frequency and intensity. To test its psychometric qualities, we administered the JSAS to a sample of 1,069 employees in Turkey. Factor analysis revealed a 5-factor structure, with 43 items explaining 46.1% of the variance. Cronbach’s α coefficients of the factors and the total scale varied between .66 and .93. In terms of construct and convergent validities, results generally showed significant correlations in the expected directions. These findings obtained on the validity and reliability of the scale imply good psychometric qualities.

Power Values and Power Distance Moderate the Relationship Between Workplace Supervisory Power and Job Satisfaction

2020 ◽  
Vol 19 (3) ◽  
pp. 135-141
Author(s):  
Kenneth D. Locke
Keyword(s):  
Job Satisfaction ◽  
Multilevel Modeling ◽  
Power Distance ◽  
European Social Survey ◽  
Social Survey ◽  
The Relationship ◽  
Workplace Power ◽  
Over Time

Abstract. Person–job (or needs–supplies) discrepancy/fit theories posit that job satisfaction depends on work supplying what employees want and thus expect associations between having supervisory power and job satisfaction to be more positive in individuals who value power and in societies that endorse power values and power distance (e.g., respecting/obeying superiors). Using multilevel modeling on 30,683 European Social Survey respondents from 31 countries revealed that overseeing supervisees was positively associated with job satisfaction, and as hypothesized, this association was stronger among individuals with stronger power values and in nations with greater levels of power values or power distance. The results suggest that workplace power can have a meaningful impact on job satisfaction, especially over time in individuals or societies that esteem power.

Self-Promoting and Modest Job Applicants in Different Cultures

2011 ◽  
Vol 10 (2) ◽  
pp. 70-77 ◽  
Author(s):  
Marianne Schmid Mast ◽  
Denise Frauendorfer ◽  
Laurence Popovic
Keyword(s):  
Cultural Background ◽  
Job Applicants ◽  
Presentation Style ◽  
Interview Situation ◽  
French Speaking ◽  
Different Cultures

The goal of this study was to investigate the influence of the recruiter’s cultural background on the evaluation of a job applicant’s presentation style (self-promoting or modest) in an interview situation. We expected that recruiters from cultures that value self-promotion (e.g., Canada) will be more inclined to hire self-promoting as compared to modest applicants and that recruiters from cultures that value modesty (e.g., Switzerland) will be less inclined to hire self-promoting applicants than recruiters from cultures that value self-promotion. We therefore investigated 44 native French speaking recruiters from Switzerland and 40 native French speaking recruiters from Canada who judged either a self-promoting or a modest videotaped applicant in terms of hireability. Results confirmed that Canadian recruiters were more inclined to hire self-promoting compared to modest applicants and that Canadian recruiters were more inclined than Swiss recruiters to hire self-promoting applicants. Also, we showed that self-promotion was related to a higher intention to hire because self-promoting applicants are perceived as being competent.

Job Stress: A Complex Yet Timely Subject

1996 ◽  
Vol 41 (6) ◽  
pp. 613-614
Author(s):  
Joseph J. Hurrell
Keyword(s):  
Job Stress
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