Temporal Orientation and its Relationships with Organizationally Valued Outcomes: Results from a 14 Country Investigation

In this investigation we were concerned with the cultural covariates of temporal orientation in 14 different national contexts. Data were collected from United States of America (US), Australia, Germany, Poland, Chile, Venezuela, Turkey, United Arab Emirates (UAE), India, Indonesia, Malaysia Japan, South Korea and China. Analyses show that collectivistic cultural orientation tends to be relatively important in the prediction of three facets of temporal orientation (i.e. emphasis on planning and scheduling; sense of time and attitude towards time)

Boundary management preferences from a gender and cross-cultural perspective

Although work is increasingly globalized and mediated by technology, little research has accu- mulated on the role of culture in shaping individuals' preferences regarding the segmentation or integration of their work and family roles. This study examines the relationships between gender egalitarianism (the extent a culture has a fluid understanding of gender roles and promotes gender equality), gender, and boundary management preferences across 27 countries/territories. Based on a sample of 9362 employees, we found that the pattern of the relationship between gender egalitarianism and boundary management depends on the direction of segmentation preferences. Individuals from more gender egalitarian societies reported lower preferences to segment family-from-work (i.e., protect the work role from the family role); however, gender egalitarianism was not directly associated with preferences to segment work-from-family. Moreover, gender was associated with both boundary management directions such that women preferred to segment family-from-work and work-from-family more so than did men. As theo- rized, we found gender egalitarianism moderated the relationship between gender and segmen- tation preferences such that women's desire to protect family from work was stronger in lower (vs. higher) gender egalitarianism cultures. Contrary to expectations, women reported a greater preference to protect work from family than men regardless of gender egalitarianism. Implica- tions for boundary management theory and the cross-national work-family literature are discussed

Humane Orientation, Work–Family Conflict, and Positive Spillover Across Cultures

Although cross-national work–family research has made great strides in recent decades, knowledge accumulation on the impact of culture on the work–family interface has been hampered by a limited geographical and cultural scope that has excluded countries where cultural expectations regarding work, family, and support may differ. We advance this literature by investigating work–family relationships in a broad range of cultures, including understudied regions of the world (i.e., Sub-Saharan Africa, Southern Asia). We focus on humane orientation (HO), an overlooked cultural dimension that is however central to the study of social support and higher in those regions. We explore its moderating effect on relationships between work and family social support, work–family conflict, and work–family positive spillover. Building on the congruence and compensation perspectives of fit theory, we test alternative hypotheses on a sample of 10,307 participants from 30 countries/territories. We find HO has mostly a compensatory role in the relationships between workplace support and work-to-family conflict. Specifically, supervisor and coworker supports were most strongly and negatively related to conflict in cultures in which support is most needed (i.e., lower HO cultures). Regarding positive spillover, HO has mostly an amplifying role. Coworker (but not supervisor) support was most strongly and positively related to work-to-family positive spillover in higher HO cultures, where providing social support at work is consistent with the societal practice of providing support to one another. Likewise, instrumental (but not emotional) family support was most strongly and positively related to family-to-work positive spillover in higher HO cultures

Do positive and negative aspects of the work-family interface vary across cities in India?

Previous research has shown that context matters when it comes to examining the relationship between gender and the work-family interface. For instance, in a recent cross-cultural study of the work-family interface, Rajadhyaksha (2017) found that in countries with high gender equity, women with more egalitarian gender role attitudes experienced higher positive work-family spillover compared to egalitarian men. By contrast, in countries with low gender equity, women with traditional gender role attitudes experienced higher positive work-family spillover as compared to men with similar attitudes. This study conducts a similar exploration of the relationship between the work-family interface and gender, gender egalitarianism and context, except at the intra-country rather than cross-country level, using data gathered from 300+ working men and women from six different cities in India. The Indian context has seen the emergence of many urban centers along with a rise in working women in the organized workforce. This has resulted in marked regional socio-economic differences, especially when it comes to safety of women and attitudes towards working women. Cities will be ranked based on their safety score as made available in the 2018 Ease of Living index of Indian cities. Multivariate analyses will be used to explore for interactions between gender, gender egalitarianism and positive and negative aspects of the work-family interface. Results are expected to be significant, and of interest to work-family practitioners, HR professionals as well as to urban city planners looking to improve quality of life of working persons in India and in similar emerging market economies

Role of Humane Orientation in Work Family Conflict and Work Family Positive Spillover: Results from a Cross Cultural Study

This poster presentation shares results of a large-scale, collaborative, cross-cultural study that examined the role of the humane orientation (HO) as a moderator of the relationships between work- and family-related support, work-family conflict, and work-family positive spillover. For this study, I had the privilege of working with principal investigators Barbara, Beham from Berlin School of Economics and Law, Germany; Ariane, Ollier-Malaterre from Université du Québec A Montréal, Canada and Tammy D. Allen from University of South Florida, United States. The study sample comprised of 10,307 participants from 30 countries in 5 continents My role as collaborator involved responsibility for gathering data from participants in India. The study was unique in that it aimed to study work-family issues in understudied regions of the world. It went beyond the common `individualism/collectivism’ cultural value by exploring the overlooked value of humane orientation (the extent to which a society encourages and rewards individuals for being fair, altruistic and friendly). Results of the study indicated that when it came to work-family conflict, humane orientation played mostly a compensatory role in the relationships between workplace supports and work-to-family conflict, being most strongly related to conflict in cultures where it was needed most (i.e., lower HO cultures). When it came to work-family positive spillover, HO played mostly an amplifying role being more strongly related to work-family positive spillover in cultures where it was natural to be helpful (higher HO cultures). A paper based on results from the study has been accepted for publication in Journal of Applied Psychology (forthcoming). © 2023, American Psychological Association. This paper is not the copy of record and may not exactly replicate the final, authoritative version of the article. Please do not copy or cite without authors\u27 permission. The final article will be available, upon publication, via its DOI: 10.1037/apl000109

Work-Family conflict and organisationally valued outcomes: The moderating role of decision latitude in five national contexts

The moderating role of decision latitude on the relationship between work-family conflict and psychological strain was examined across five countries. It was hypothesised that decision latitude would moderate the relationship more strongly in the individualistic countries (the United States and Canada) than in the collectivistic countries (India, Indonesia, and South Korea). The results supported the hypotheses of this five-country-based cross-national investigation. The implications of the findings for theory and practice in the area of international and cross-cultural research on work and family conflicts in the organisational context are discussed. © 2012 International Association of Applied Psychology

Mission Possible: Do School Mission Statements Work?

Does ethical content in organizational mission statements make a difference? Research regarding the effectiveness and results of mission statements is mixed. Krohe ( 1995 , Across the board, 32, 17–21) concluded that much of the good results do not come from the mission statements themselves but from the strategic re-education that happens in producing one. We attempted to discover whether universities that explicitly state their ethical orientation and vision in their mission statements had students with higher perceived character trait importance and activities that reinforce character than universities that did not. While the faculty and administration may receive benefits from mission statement development through strategic re-education as Krohe suggested, do the statements influence the students at the university who may have had no role in its creation? Using a sample of senior business students at 16 universities we found that students at universities with ethical statements in their mission statements had significantly higher perceived character trait importance and character reinforcement than those at universities whose missions lacked ethical statements. This research suggests that schools that explicitly stated ethical content in theirâ\x90£mission statements do influence student ethical orientation. Copyright Springer Science+Business Media, Inc. 2007Mission statements, values development, Maccoby,

Cooperation across cultures:an examination of the concept in 16 countries

Businesses are coordinated organizations, and cooperation among employees reduces overall organizational costs. Understanding how important cooperation is among different cultures is important, as business becomes increasingly global. However, cross-cultural literature on cooperation deals with firm alliances, joint ventures, and other firm interrelationships, but not on societal differences in cooperation. Is cooperation similar across cultures? Using proxies, this study sought to operationalize cooperation and examine its underpinnings in countries, using the cultural dimensions of individualism and power distance. Although the initial hypotheses stated that cooperation would look different across these dimensions, the international set of 6452 respondents showed that the overwhelming majority had a similar view of cooperation. The study adds to our understanding of cooperation in different societies and contexts, and suggests that there may be a universal view of cooperation across cultures