Do Cross-Cultural Values Affect Multisource Feedback Dynamics? The Case of High Power Distance and Collectivism in Two Latin American Countries

2008 ◽  
Vol 16 (2) ◽  
pp. 134-142 ◽  
Author(s):  
Otmar E. Varela ◽  
Sonya F. Premeaux
Keyword(s):  
Cultural Values ◽  
Latin American ◽  
High Power ◽  
Power Distance ◽  
Multisource Feedback ◽  
Cross Cultural ◽  
High Power Distance ◽  
Latin American Countries

Differential moderating effects of collectivistic and power distance orientations on the effectiveness of work motivators

2019 ◽  
Vol 58 (4) ◽  
pp. 644-665
Author(s):  
Jen-Shou Yang
Keyword(s):  
Low Power ◽  
Cultural Values ◽  
High Power ◽  
Information Integration ◽  
Power Distance ◽  
Integration Theory ◽  
Moderating Effects ◽  
Content Type ◽  
High Power Distance ◽  
Willingness To Cooperate

Purpose The purpose of this paper is to investigate the moderating effects of power distance and collectivistic orientations on the effectiveness of intrinsic, extrinsic and reciprocal motivators in promoting employees’ willingness to cooperate for organizational interest. An integrated theoretical framework which incorporated cultural influence on need priority and on legitimacy of social exchange was established to develop the hypotheses. Design/methodology/approach This study used the methodology of information-integration theory to test the research hypotheses. Findings This study found that power distance orientation enhanced the effectiveness of extrinsic motivator but mitigated that of intrinsic motivator, and was irrelevant to that of reciprocal motivator. In contrast, collectivistic orientation mitigated the effectiveness of extrinsic motivator but enhanced that of reciprocal motivator, and was irrelevant to that of intrinsic motivator. Practical implications Managers may use reciprocal motivators for employees with high collectivism in order to increase their willingness to cooperate for the interest of the organization. Meanwhile, extrinsic motivators may be utilized for employees with high power distance but may not be as effective for those with low power distance. However, managers should not expect intrinsic motivators to be as attractive to those with high power distance as to those with low power distance. Originality/value By integrating multiple cultural orientations and multiple work motivators in one study, this research clarified the differential moderating effects of power distance and collectivistic orientations on the effectiveness of intrinsic, extrinsic and reciprocal motivators in promoting employees’ willingness to cooperate. Potential confounding problems in prior studies derived from the correlation between cultural values and coexistence of multiple motivators were discussed.

Transforming cross-cultural conflict into collaboration

2018 ◽  
Vol 25 (1) ◽  
pp. 70-95 ◽  
Author(s):  
Nancy Chen ◽  
Mike Chen-ho Chao ◽  
Henry Xie ◽  
Dean Tjosvold
Keyword(s):  
Low Power ◽  
Conflict Management ◽  
High Power ◽  
Power Distance ◽  
Cross Cultural ◽  
Cultural Conflict ◽  
Content Type ◽  
Chinese Workers ◽  
High Power Distance ◽  
A Company

Purpose Scholarly research provides few insights into how integrating the western values of individualism and low power distance with the eastern values of collectivism and high power distance may influence cross-cultural conflict management. Following the framework of the theory of cooperation and competition, the purpose of this paper is to directly examine the impacts of organization-level collectivism and individualism, as well as high and low power distance, to determine the interactive effects of these four factors on cross-cultural conflict management. Design/methodology/approach This is a 2×2 experiment study. Data were collected from a US laboratory experiment with 80 participants. Findings American managers working in a company embracing western low power distance and eastern collectivism values were able to manage conflict cooperatively with their Chinese workers. Moreover, American managers working in a company valuing collectivism developed more trust with Chinese workers, and those in a company culture with high power distance were more interested in their workers’ viewpoints and more able to reach integrated solutions. Originality/value This study is an interdisciplinary research applying the social psychology field’s theory of cooperation and competition to the research on employee-manager, cross-cultural conflict management (which are industrial relations and organizational behavior topics, respectively), with an eye to the role of cultural adaptation. Furthermore, this study included an experiment to directly investigate the interactions between American managers and Chinese workers discussing work distribution conflict in four different organizational cultures.

scholarly journals Cross-Cultural Validation of the Scales for Outcomes in Parkinson's Disease-Psychosocial Questionnaire (SCOPA-PS) in Four Latin American Countries

2009 ◽  
Vol 12 (2) ◽  
pp. 385-391 ◽  
Author(s):  
Javier Virués-Ortega ◽  
Francisco Javier Carod-Artal ◽  
Marcos Serrano-Dueñas ◽  
Gabriela Ruiz-Galeano ◽  
Gloria Meza-Rojas ◽  
...  
Keyword(s):  
Parkinson’S Disease ◽  
Parkinson's Disease ◽  
Latin American ◽  
Cross Cultural ◽  
Latin American Countries ◽  
Cultural Validation

scholarly journals The Cultural Factors in the MOOC Design in China from Hofstede’s Cultural Dimensions

2019 ◽  
Vol 9 (10) ◽  
pp. 13201325
Author(s):  
Xin Yang
Keyword(s):  
Cultural Values ◽  
Course Design ◽  
Power Distance ◽  
Cultural Factors ◽  
Cultural Dimensions ◽  
Cultural Backgrounds ◽  
Hofstede’S Cultural Dimensions ◽  
High Power Distance ◽  
Hofstede's Cultural Dimensions ◽  
Cultural Features

With their massiveness and openness, Moocs have become one of the most widespread and influential online learning forms, which leads to the fact that more and more designers with different cultural backgrounds are getting involved in the course design. As a result, the Mooc design such as the styles of the organization and presentation may correspondingly be influenced by cultural values of the designers, and then become barriers for learners. In order to locate the cultural influence reflected in the Mooc design in China, the introductory videos of three courses published on Coursera, which are designed by three well-known universities in China, are sampled for analysis from the aspects of power distance, individualism/collectivism and masculinity/femininity within the framework of Hofstede’s cultural dimensions. The findings indicate that the cultural features of the high-power distance, collectivism and femininity have shown their influence on the designing of these courses.

Remediation of the challenges of reporting corporate scandals in governance

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sam Kris Hilton ◽  
Helen Arkorful
Keyword(s):  
High Power ◽  
Power Distance ◽  
Code Of Conduct ◽  
Primary Data ◽  
Governance System ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Corporate Scandals ◽  
High Power Distance

Purpose The barrage of corporate scandals has become pervasive such that it collapsed high-profile organizations worldwide. Prior studies show that reporters of corporate scandals encounter a number of challenges which discourages them from disclosing wrongful acts to appropriate authorities to effect action. Thus, this study aims to examine the remediation of the challenges of reporting corporate scandals in governance. Design/methodology/approach The study used cross-sectional survey design. Primary data was obtained from 400 employees of selected organizations and analyzed using descriptive statistics, correlation and regression techniques in Statistical Package of Social Science. Findings The results confirm that reporters of corporate scandals are confronted with challenges such as victimization, fear, suspension/dismissal, sideline and high power distance. However, these challenges can be remediated through award, code of conduct, free expression, participation/consultation and safeguard regulations to encourage and protect reporters of corporate scandals. Practical implications The findings imply that there should be an award scheme for reporters, and this must be made known to all employees. Furthermore, code of conduct for employees should include reporting of scandals together with its associated benefits and sanctions. Also, organizations would have to practice consultative/participatory governance system to minimize the effect of high power distance. Finally, regulations should be enacted and enforced to safeguard reporters of corporate scandals. Originality/value This research consolidated the challenges associated with reporting corporate scandals and provides remedies to curtail such challenges so as to encourage employees to report corporate scandals.

Spear phishing in organisations explained

2017 ◽  
Vol 25 (5) ◽  
pp. 593-613 ◽  
Author(s):  
Jan-Willem Bullee ◽  
Lorena Montoya ◽  
Marianne Junger ◽  
Pieter Hartel
Keyword(s):  
High Power ◽  
Design Methodology ◽  
Power Distance ◽  
Demographic Variables ◽  
Content Type ◽  
Awareness Campaigns ◽  
Personally Identifiable Information ◽  
High Power Distance ◽  
Effect Of Age ◽  
Practical Implications

Purpose The purpose of this study is to explore how the opening phrase of a phishing email influences the action taken by the recipient. Design/methodology/approach Two types of phishing emails were sent to 593 employees, who were asked to provide personally identifiable information (PII). A personalised spear phishing email opening was randomly used in half of the emails. Findings Nineteen per cent of the employees provided their PII in a general phishing email, compared to 29 per cent in the spear phishing condition. Employees having a high power distance cultural background were more likely to provide their PII, compared to those with a low one. There was no effect of age on providing the PII requested when the recipient’s years of service within the organisation is taken into account. Practical implications This research shows that success is higher when the opening sentence of a phishing email is personalised. The resulting model explains victimisation by phishing emails well, and it would allow practitioners to focus awareness campaigns to maximise their effect. Originality/value The innovative aspect relates to explaining spear phishing using four socio-demographic variables.

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