A Twenty-First Century Assessment of Values Across the Global

This article provides current Schwartz Values Survey (SVS) data from samples of business managers and professionals across 50 societies that are culturally and socioeconomically diverse. We report the society scores for SVS values dimensions for both individual- and societallevel analyses. At the individual-level, we report on the ten circumplex values sub-dimensions and two sets of values dimensions (collectivism and individualism; openness to change, conservation, self-enhancement, and self- transcendence). At the societal-level, we report on the values dimensions of embeddedness, hierarchy, mastery, affective autonomy, intellectual autonomy, egalitarianism, and harmony. For each society, we report the Cronbach’s a statistics for each values dimension scale to assess their internal consistency (reliability) as well as report interrater agreement (IRA) analyses to assess the acceptability of using aggregated individual level values scores to represent country values. We also examined whether societal development level is related to systematic variation in the measurement and importance of values. Thus, the contributions of our evaluation of the SVS values dimensions are two-fold. First, we identify the SVS dimensions that have cross-culturally internally reliable structures and withinsociety agreement for business professionals. Second, we report the society cultural values scores developed from the twenty-first century data that can be used as macro-level predictors in multilevel and single-level international business research

Ethical preferences for influencing superiors: A 41-society study

With a 41-society sample of 9990 managers and professionals, we used hierarchical linear modeling to investigate the impact of both macro-level and micro-level predictors on subordinate influence ethics. While we found that both macro-level and micro-level predictors contributed to the model definition, we also found global agreement for a subordinate influence ethics hierarchy. Thus our findings provide evidence that developing a global model of subordinate ethics is possible, and should be based upon multiple criteria and multilevel variables

Societal-level versus individual-level predictions of ethical behavior: a 48-society study of collectivism and individualism

Is the societal-level of analysis sufficient today to understand the values of those in the global workforce? Or are individual-level analyses more appropriate for assessing the influence of values on ethical behaviors across country workforces? Using multi-level analyses for a 48-society sample, we test the utility of both the societal-level and individual-level dimensions of collectivism and individualism values for predicting ethical behaviors of business professionals. Our values-based behavioral analysis indicates that values at the individual-level make a more significant contribution to explaining variance in ethical behaviors than do values at the societal-level. Implicitly, our findings question the soundness of using societal-level values measures. Implications for international business research are discussed

The effects of learning versus proving goals on a new and complex task

Research Paper Series (National University of Singapore. Faculty of Business Administration); 1998-0301-2

The effects of assigned goals on goal orientation, learning and performance in a new and complex task

Contrary to the usual goal setting effect, researchers are finding that in new and complex tasks, specific and difficult (SD) goals may be worse than "do your best" (DYB) goals. Dweck and colleagues' research and ideas on goal orientation provide some insight into the possible causes of these observations. Dweck (1986, 1990) suggests that the goal orientation (proving vs. learning) which the person adopts affects learning and performance. She suggested that when both (1) the perceived task ability (self-efficacy) of participants is low, and (2) performance set-backs occur, participants with proving orientations often show deficits in learning and performance, while those with a learning orientation do not. This dissertation argues that in the initial trials of complex tasks, participants are more likely to encounter the two conditions of low self-efficacy and set-backs. If SD goals lead to a proving orientation, then learning and performance may be impaired. This dissertation re-framed Dweck and colleagues' work within goal setting theory to test whether: (1) different assigned goals (learning, proving, SD, and DYB goals) affect goal orientation, learning, and performance; (2) goal setting affects new and familiar tasks differently; and (3) SD goals lead to a proving orientation. The results showed that learning and no goals led to better performance than the proving goals especially when the task was unfamiliar. However, SD and DYB goals had no differential effects on proving orientation, learning, and performance. Dweck's hypothesized processes were also not supported: although assigned goals affected learning orientation, learning orientation did not affect either learning or performance. Exploratory analyses found that learning and performance were also unaffected by two important mediators in motivational processes - self-efficacy and personal goal levels. Thus, the performance difference between learning and proving goals could not be accounted by the motivational processes of both goal setting and self-efficacy theory. An alternative script base explanation that is consistent with the findings is discussed. The results demonstrated the limitation of motivational processes in accounting for goal effects. Furthermore, they showed that traditional goals (SD and DYB goals) had little effect on performance whereas learning and proving goals did.Business, Sauder School ofGraduat

Perceived threats and challenges as mediators of goal orientation on process measures of outcomes

Research Paper Series (National University of Singapore. Faculty of Business Administration); 2005-0191-2

Social influence process in organizational justice perceptions : the role of social ties

Research Paper Series (National University of Singapore. Faculty of Business Administration); 2005-0201-3

Workplace as communities : the role of social networks on who seeks, gives and accepts information on justic issues

Research Paper Series (National University of Singapore. Faculty of Business Administration); 2005-02

The culture of voice : exploring the relationship between employee voice and organizational culture

Research Paper Series (National University of Singapore. Faculty of Business Administration); 2001-0051-3

The effects of validity and difficulty information on the perceptions of procedural justic and the attactiveness of an organization as a potential employer

Research Paper Series (National University of Singapore. Faculty of Business Administration); 2005-02