scholarly journals Revisiting the moderating role of culture between job characteristics and job satisfaction: a multilevel analysis of 33 countries

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Manli Gu ◽  
John Horng Li Tan ◽  
Muslim Amin ◽  
Md Imtiaz Mostafiz ◽  
Ken Kyid Yeoh
Keyword(s):  
Job Satisfaction ◽  
National Culture ◽  
Job Characteristics ◽  
Job Security ◽  
Cultural Dimensions ◽  
Cultural Dimension ◽  
Content Type ◽  
Job Experience ◽  
Job Motivation ◽  
The Relationship

PurposeThis paper aims to address how national culture moderates the relationship between job characteristics and job satisfaction.Design/methodology/approachThe authors examine the most recent data collected from the International Social Survey Programme (ISSP) in 2015 from a group of 33 countries. Hofstede's cultural model is used to represent and measure national culture.FindingsOne of the most significant findings from the authors’ two-level regression analysis is that having an interesting job contributes more to job satisfaction in individualistic countries than in collectivist countries. The authors also find that the newly introduced cultural dimension indulgence vs restraint has some significant moderating effect on the relationship between job security, salary, the perceived interest of a job and job satisfaction. Job security also seems to contribute less to job satisfaction in societies that are long-term oriented.Practical implicationsThis study provides further support for a more careful, nuanced examination of job motivation theories. Multinational companies should understand the needs of their employees and diversify their compensation packages accordingly. More attention should be paid to job design in individualistic or indulgent-oriented countries to create a satisfying job experience.Originality/valueThe authors examine the most recent data from ISSP and extend the literature by incorporating two additional cultural dimensions from Hofstede's model as moderators.

scholarly journals Religion, national culture and cross-country differences in the use of trade credit

2019 ◽  
Vol 15 (3) ◽  
pp. 350-370
Author(s):  
Markus Mättö ◽  
Mervi Niskanen
Keyword(s):  
Cultural Values ◽  
National Culture ◽  
Trade Credit ◽  
Cultural Dimensions ◽  
Firm Level ◽  
Content Type ◽  
Cross Country ◽  
New Evidence ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to investigate whether religion or national culture can explain previously observed cross-country variation in trade credit. Design/methodology/approach Using the firm-level SME data from 35 European countries, religion and cultural factors of Hofstede and Schwartz, the authors provide new evidence on the determinants of the cross-country variation in trade credit. Findings The results indicate that religion and national culture are associated with trade credit. The authors find that the levels of trade credit are higher in Catholic countries than in Protestant ones and that peoples’ religiousness has an impact on trade credit only in Catholic countries. The authors also find that Hofstede’s cultural dimensions, such as power distance and uncertainty avoidance, are positively associated with trade credit. Practical implications Overall, authors’ findings indicate that religion and national culture are important determinants of trade credit management, and that the association between commonly used cultural values and trade credit depends on the religious, legal, and financial environment. Originality/value To the best of authors’ knowledge, this is the first study to research the relationship between national culture and trade credit.

Cultural impact of human resource practices on job satisfaction

2014 ◽  
Vol 21 (1) ◽  
pp. 55-77 ◽  
Author(s):  
Jeanine Karin Andreassi ◽  
Leanna Lawter ◽  
Martin Brockerhoff ◽  
Peter J. Rutigliano
Keyword(s):  
Job Satisfaction ◽  
Human Resource ◽  
High Performance ◽  
Management Practices ◽  
Job Characteristics ◽  
Cultural Dimensions ◽  
Human Resource Practices ◽  
Content Type ◽  
Hofstede’S Cultural Dimensions ◽  
Hofstede's Cultural Dimensions

Purpose – The purpose of this paper is to determine the effect of high-performance human resource practices on job satisfaction across four cultural regions – Asia, Europe, North America, and Latin America. High-performance human resource practices were used to predict job satisfaction for each region and then compared to determine significant differences. Hofstede's cultural dimensions were employed as a basis for structuring hypothesized differences across cultural regions. Design/methodology/approach – Data were collected from a proprietary industry survey on employee work attitudes. The sample consisted of over 70,000 employees from four large multinational organizations with at least four offices in each of the four regions. Data were analyzed using regression analysis and comparison testing across models. Findings – There are significant relationships between job characteristics and job satisfaction across all regions of the world, with a sense of achievement universally the most important driver. Although job characteristics impact job satisfaction across all regions, there are significant differences in the relative importance of job characteristics on job satisfaction, consistent with Hofstede's cultural dimensions. Practical implications – The findings have implications for tailoring human resource management practices across locations within multinationals. Originality/value – This research is believed to be the first cross-cultural study of human resource practices affecting job satisfaction using multiple organizations and industries.

The mediating role of job stress on the relationship between job satisfaction facets and turnover intention of the construction professionals

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Tharindu C. Dodanwala ◽  
Djoen San Santoso
Keyword(s):  
Job Satisfaction ◽  
Sri Lanka ◽  
Job Stress ◽  
Turnover Intention ◽  
Job Security ◽  
Content Type ◽  
Mediating Role ◽  
Stress Levels ◽  
The Relationship

PurposeThe present study examines the mediating role of job stress on the relationship between job satisfaction facets and turnover intention of the construction project professionals in Sri Lanka.Design/methodology/approachData were gathered from a cross-sectional survey of 274 project-level employees of 10 construction organizations in Sri Lanka. A path analytical model is developed to assess the research hypotheses.FindingsResults support the mediation model of job stress, in which satisfaction with supervision and job security directly contributed to a reduction in stress levels, which in turn lessened the turnover intention. Full mediation is observed from supervision, and partial mediation is observed from job security. Satisfaction with pay and co-workers directly predicted a decline in turnover intention. Contrary to the authors’ expectations, the authors could not find any significant effect from promotion to job stress and promotion to turnover intention. The results further illustrated that demographic variables, i.e. gender, age and organization tenure play a role in determining employees’ stress levels.Originality/valueIn identifying how job satisfaction facets, job stress and turnover intention are linked together, the present study added the mediating role of job stress to the previous empirical research on the relationship between job satisfaction facets and turnover intention.

Educator organizational citizenship behavior and job satisfaction moderation in the GCC expatriate-dominated market

2019 ◽  
Vol 27 (1) ◽  
pp. 19-35 ◽  
Author(s):  
Nabeel Sawalha ◽  
Yunus Kathawala ◽  
Ihab Magableh
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Job Characteristics ◽  
Sem Analysis ◽  
Citizenship Behavior ◽  
Content Type ◽  
Task Identity ◽  
The Relationship

PurposeThis paper aims to explore the relationship between job characteristics (JC) and organizational citizenship behavior (OCB) moderated by job satisfaction (JS) among educators in the higher education institutions in the countries of the Gulf Cooperation Council (GCC), including Saudi Arabia, Kuwait, Bahrain, Qatar, United Arab Emirates and Oman, taking into consideration that most educators at the higher education institutions in this area are expatriates.Design/methodology/approachA sample of 157 faculty members and instructors was used. Five job characteristics (skill variety, task identity, task significance, autonomy and feedback) and five OCB behaviors (altruism, civic virtue, courtesy, conscientiousness, and sportsmanship) were studied. The overall job satisfaction was measured with seven general items adopted from Al-Damour and Awamleh (2002). Data were collected voluntarily using social media network announcements and pencil and paper. Structural equation modeling (SEM) analysis was used in testing this moderation relationship.FindingsResults showed that job satisfaction plays a significant moderating effect in enhancing the relationship between four out of the five job characteristics (feedback, skill variety, task identity and autonomy) and only two out of five OCB behaviors, namely, altruism and courtesy. Also, culture showed no significant impact on results.Research limitations/implicationsUsing a self-reporting tool, the respondents could give biased responses that might influence results. In addition, the use a complex relationship to establish a causality relationship among many variables measured with many items did make it difficult and sometimes errored out using SEM analysis.Practical implicationsThis study delivers important suggestions to the management of these institutions as well as higher education administration about how to enhance their educators’ OCBs as a source of competitive advantage taking into consideration that expatriates work within certain legal and social contexts.Originality/valueWith very limited related research covering this region, this study provides an insight into how educators’ OCBs can be enhanced within unique employment structures and policies designed for expatriate educators in the GCC countries.

Female representation on the board of directors and accrual quality within the context of cultural dimensions and accounting values

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Asma Yousuf ◽  
Husam Aldamen
Keyword(s):  
National Culture ◽  
Earnings Quality ◽  
Gender Diversity ◽  
Cultural Dimensions ◽  
Female Representation ◽  
Content Type ◽  
Accruals Quality ◽  
Board Gender Diversity ◽  
Gender Quota ◽  
The Relationship

Purpose This study aims to bridge the gap in the scarce and inconclusive literature concerning the impact of gender diversity on earnings quality by positioning this relationship within an institutional context. It aims to investigate the moderating effect of different cultural dimensions and accounting values on the relationship between board gender diversity and earnings quality. Design/methodology/approach The study uses an international sample from 46 countries (3,092 public firms) for the year 2017. A two-level hierarchical linear regression model is used to test the moderating effect of Hofstede’s cultural dimensions and Gray’s accounting values on diversity and accruals quality relationship. Findings The findings suggest a positive relationship between board gender diversity and earnings quality. Results hold valid after controlling for endogeneity effect. More importantly, regarding national culture, results indicate that power distance, individualism, uncertainty avoidance, professionalism, uniformity, secrecy and conservatism moderate the relationship between female directors and accruals quality. Furthermore, different levels of female representation are essential on boards of different societies to use the benefits of gender-diversified boards in enhancing earnings quality. Research limitations/implications The study provides empirical evidence on the effectiveness of various worldwide movements toward increasing board gender diversity. Additionally, the results speak directly to gender quota regulatory bodies suggesting that “no size fits all” for gender quota requirement. Originality/value The study contributes to the stream of literature concerning gender diversity and earnings quality by investigating this relationship through the lens of national culture and emphasizing the importance of considering institutional factors in examining social interactions.

Relating patient satisfaction to nurses' job satisfaction, job security, and obedience OCBs

2014 ◽  
Vol 8 (1) ◽  
pp. 47-61 ◽  
Author(s):  
Ali Bassam Mahmoud ◽  
William D. Reisel
Keyword(s):  
Job Satisfaction ◽  
Patient Satisfaction ◽  
Job Security ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Private Hospitals ◽  
Content Type ◽  
Two Samples ◽  
Nurses Perceptions ◽  
The Relationship

Purpose – This paper aims at investigating the relationships among patient satisfaction, and nurses' job security, job satisfaction, and obedience OCBs within the setting of private hospitals in Damascus and Rural Damascus Governorates. Design/methodology/approach – A cross-sectional survey conducted within private hospitals in Damascus and Rural Damascus Governorates had resulted in (325) subjects of nurses, and (393) subjects of patients. Double-translation, face validation, exploratory factor analysis, and Cronbach's alpha were used to validate measures used in this study with respect to the Syrian context. Afterwards, the two samples were aggregated on the basis of hospital-department. That is, 217 cases had resulted, and were used to test the proposed model, and revise it if required. Findings – The results indicate that job security positively influences both job satisfaction and obedience OCBs. Both job satisfaction and obedience OCBs fully mediate the relationship between job security and patient satisfaction. Obedience OCBs partially mediate the relationship between job satisfaction and patient satisfaction. Research limitations/implications – Further investigations in other service-providing settings (e.g. telecommunications) are needed for more evidence of the model validity. Using cross-sectional design in testing causalities has been criticized by several researchers, so longitudinal method is recommended in further investigations for the model. Wider views could be delivered if more of other attitudinal variables are included in the model. Practical implications – Better levels of patient satisfaction could be achieved through enhancing nurses' perceptions towards job security. Job satisfaction would be an important factor in keeping positive levels of patient satisfaction, especially when employment at one private hospital lacks security and stability. Originality/value – This research comes to be one of the first studies to provide evidence of the full mediation that job satisfaction and obedience OCBs play regarding the relationship between job security and patient satisfaction. In addition, this study proves the partial mediation that obedience OCBs play between job satisfaction and patient satisfaction.

Participative decision-making amongst employees in a cross-cultural employment setting: evidence from 31 European countries

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Marta Valverde-Moreno ◽  
Mercedes Torres-Jimenez ◽  
Ana M. Lucia-Casademunt
Keyword(s):  
Decision Making ◽  
Cultural Values ◽  
National Culture ◽  
Culturally Diverse ◽  
Business Environment ◽  
Cultural Dimensions ◽  
European Countries ◽  
Content Type ◽  
The Relationship

Purpose There is a growing consensus among human resources researchers and professionals that a participative environment can enhance job satisfaction, commitment, employee motivation and productivity. Moreover, globalization has caused that organizations operate in a huge number of culturally diverse countries. Studies suggest that understanding national culture as a prerequisite to implementing management initiatives such as employee participation in decision-making (PDM) acquires special interest. Therefore, the purpose of this study is to investigate the influence of cultural values on PDM in European organisations. The fulfilment of this purpose entails the following specific objectives: to measure the level of PDM in each European country; to examine the relationship between the six cultural dimensions proposed by Hofstede in 2010 (power distance, uncertainty avoidance, individualism/collectivism, masculinity/feminity, long term/short term and indulgence) and the PDM level of the organisations studied; and to define the national cultural profile of organisations that promote PDM the most and those that do the least. Design/methodology/approach One factor analysis were applied to test the proposed hypotheses on a sample of almost 25,000 workers in 31 European countries (from the 6th European Working Conditions Survey) to identify direct employee PDM corresponding to each organisation included in the sample. Multiple linear regression was performed to test the hypotheses about the relationship between PDM and Hofstede culture values. Previously, a correlation analysis was performed between the independent variables of the regression model to examine the possibility of bias in coefficient significance tests because of multicollinearity. Finally, it presented a ranking of the analysed countries according to their PDM, including the value of their cultural dimensions. This information could be used to define the cultural profile of European participative countries. Findings The findings advance our understanding of how culture influencing on employee PDM in European organisations. Indulgence and masculinity are the most influent cultural dimensions. Moreover, results provide the cultural profile of those European countries that promote PDM the most and the least. Research limitations/implications The research is based only on the perceptions of workers about their PDM but does not consider the managers’ opinion. Moreover, the document analyses the national culture as a single value shared by all the inhabitants of a country without considering the subcultures existing in it. Furthermore, future research should be conducted to analyse the influence of other conditions (such as activity sector, company size and owner public or private) on PDM–culture relationship. Practical implications This study can be aid to managers in understanding the cultural profile of the country where their companies operate and the cultural differences between their employees. In this manner, they could implement the appropriate practices to promote the direct participation of employees in decision-making. Originality/value To broaden the knowledge, this is the first study investigating PDM across six cultural dimensions. The globalized and international business environment generates new challenges to multinational organizations that could pursue to increase direct PDM to get its benefits (a higher efficiency, performance, motivation, commitment and loyalty by the employee) in culturally diverse societies. The cultural values of the countries where organizations are located affect direct employee PDM. In particular, in this study, this occurs primarily with the variables masculinity, long-term orientation and indulgence. Moreover, this is a finding of high relevance because there is no empirical evidence in the effect of indulgence and long-term orientation on PDM because they were added later to Hofstede’s values.

National culture and corporate governance codes

2017 ◽  
Vol 17 (1) ◽  
pp. 152-163 ◽  
Author(s):  
Sarah A. Humphries ◽  
Catherine Whelan
Keyword(s):  
Corporate Governance ◽  
National Culture ◽  
Cultural Influences ◽  
Cultural Dimensions ◽  
Content Type ◽  
Country Level ◽  
Hofstede’S Cultural Dimensions ◽  
Corporate Governance Codes ◽  
Hofstede's Cultural Dimensions ◽  
The Relationship

Purpose This study aims to investigate the relationship between national culture and best practices as recommended in country-level corporate governance codes. Design/methodology/approach Measures for four corporate governance variables – board independence, gender composition, board leadership and meeting frequency – were collected from corporate governance codes for 55 countries. Scores from Hofstede’s cultural dimensions – power distance, individualism vs collectivism, masculinity vs femininity and uncertainty avoidance – were gathered for these same countries. Average scores on the cultural dimensions were compared for groups of countries based on each of the corporate governance variables. Findings Data analyses reveal significant relationships between Hofstede’s cultural dimensions and the four characteristics of corporate governance examined in this study. Results highlight the importance of understanding cultural influences on board characteristics for companies considering international expansions or partnerships. Originality/value While prior studies have focused on the influence of national culture at the company level, this study examines the relationship at the regulatory level through review of country-level corporate governance codes.

scholarly journals Understanding sense of safety and trustworthiness of tourism information among migrant visitors

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Alexander Preko ◽  
Theophilus Francis Gyepi-Garbrah
Keyword(s):  
National Culture ◽  
Cultural Dimensions ◽  
Cultural Dimension ◽  
Content Type ◽  
Culture Characteristics ◽  
Global Tourism ◽  
Tourism Information ◽  
Mean Differences ◽  
Tourism And Hospitality Industry ◽  
Tourism And Hospitality

PurposeThe migration-tourism discourse has gained attention in global tourism and mobility among scholars because of the vast contributions of migrant visitors to various sectors of the host country's economy, including the tourism and hospitality industry. However, few studies appear to have been undertaken on the subject matter, particularly within the developing country tourism context. The purpose of this research was to assess and understand migrant visitors' sense of safety among five different nationalities (United Kingdom, USA, Germany, China and India) and their perceptions on trustworthiness of tourism information.Design/methodology/approachAnchored on the national cultural dimension of Hofstede model, this study sampled 306 migrant visitors, with the use of one-way analysis of variance (ANOVA) and the Games–Howell post-hoc test to examine mean differences of nationalities, with regard to trust of tourism information and sense of safety. Finally, the multiple regression analysis was conducted to establish the significant effects of national culture characteristics and trustworthiness of tourism information on sense of safety of migrant visitors.FindingsThe study finds that there were no significant differences in the sense of safety by the five nationalities. However, national culture characteristics (power distance and uncertainty avoidance) and trustworthiness of tourism information were significant predictors of sense of safety of migrant visitors.Research limitations/implicationsThis research adopted only two cultural dimensions of the Hofstede's model, so future studies within the migration-tourism literature should consider adopting other cultural dimensions of the model.Practical implicationsThe research provides, first, insight into sense of safety, trustworthiness of tourism information and national culture characteristics which are relevant for destination marketers, the ministry of tourism and local tourism officials to promote safety tourism.Originality/valueThe study expands the application of the cultural dimension of Hofstede model within the migration-tourism literature and establishes that national cultural characteristics and trustworthiness of tourism information are significant predictors of sense of safety of migrant visitors.

scholarly journals National culture and earnings management in developed and emerging countries

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dante Baiardo Cavalcante Viana Jr ◽  
Isabel Maria Estima Costa Lourenço ◽  
Marília Ohlson ◽  
Gerlando Augusto S F de Lima
Keyword(s):  
Earnings Management ◽  
National Culture ◽  
Developed Countries ◽  
Ordinary Least Squares ◽  
Emerging Countries ◽  
Uncertainty Avoidance ◽  
Cultural Dimensions ◽  
Cultural Dimension ◽  
Least Squares Regression ◽  
Content Type

PurposeThis study investigates how the association between national culture and earnings management compares between developed and emerging countries.Design/methodology/approachThe empirical analysis relies on a sample of 6,313 firm-year observations from 11 emerging markets and 27,605 firm-year observations from 22 developed countries. The authors use ordinary least squares regression methods to test the hypotheses of the study.FindingsBased on Hofstede's (2011) cultural dimensions, the authors find that firms from countries with a higher level of uncertainty avoidance and individualism are less likely to engage in earnings management, but the effect of uncertainty avoidance (individualism) is more (less) pronounced in the emerging countries. Moreover, the authors demonstrate that firms from emerging (developed) countries with higher levels of power distance and masculinity are less (more) likely to engage in earnings management. Finally, the authors find evidence of a trade-off between accruals-based and real earnings management in firms from countries with greater long-term orientation and an indulgence cultural dimension.Originality/valueThis paper adds to the literature by theoretically discussing and empirically analysing the role that developed and emerging countries' development plays on the effect of national culture on earnings management.

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