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

Internet International: A Simulation Exercise for Understanding Technological Innovation and Customer Service in a Rapidly Growing Internet Server Company,

In the current global economy, managers must deal with employees and customers from a variety of geographical locations. The purpose of this paper and the presentation is to introduce a simulation called Internet International©. This case simulation is designed to ease the transition of both students and managers by helping build the skills, sensitivity, and cultural awareness they need to establish and maintain effectiveness when doing business across national borders (Trompenaars, 1994)

What Goals Do Business Leaders Pursue? A Study in Fifteen Countries

Goals-in-use of successful businesspersons were rated by over 1,800 junior managers and professionals, attending evening MBA courses at local universities in 15 countries. A hierarchical cluster analysis of perceived goals divided the countries into seven clusters. The relative ordering of goals within these clusters suggested seven different archetypal business leader roles. Perceptions correlated significantly with national wealth, as well as with dimensions of national culture.© 2002 JIBS. Journal of International Business Studies (2002) 33, 785–803

A multi-society examination of the impact of psychological resources on stressor–strain relationships

This paper sequentially addresses a conceptual and an empirical goal. Our conceptual goal was to develop a globally relevant model of the relationship between work role stressors and strain using conservation of resources (COR) theory as our foundation. Stressors included in the model are role conflict and role ambiguity, with three resources – mastery, optimistic orientation, and self-esteem – as moderators on the stressor–strain relationship. With this conceptual framework developed, we explored our empirical goal, a test of the model using both societal-level and individual-level indicators. First, we pan-culturally tested the model across our seven-society sample. Next, we split these societies into high and low gross national income categories. Likewise, we split the respondents in our sample, regardless of their country, into high and low idiocentrism/individualism and allocentrism/collectivism categories and tested at these group levels. Our findings showed that personal resources – mastery, optimistic orientation, and self-esteem – generally served to buffer the experienced strain due to work role ambiguity and conflict. This study provides specific information that can assist the global business community in understanding how stress pervades their workforces. Overall, our findings offer substantial evidence that a global model of stress is truly viable, providing direction for future research on stress in the global workforce.

Are work stress relationships universal? A nine-region examination of role stressors, general self-efficacy, and burnout

Cross-national studies of job stress have not kept pace with other streams of research in the international milieu. To begin to address this lack of development, we examined the relationships among role stressors, general self-efficacy (GSE), and burnout across nine regions (i.e., U.S., Germany, France, Brazil, Israel, Japan, China, Hong Kong, and Fiji). Findings indicated GSE had a universally negative association with burnout across all regions. Further, self-efficacy mediated the relationship between role conflict and/or role ambiguity and burnout across eight of the nine cultures. Conclusions center around how low self-efficacy may help to explain why occupational role stressors have a positive association with burnout cross-nationally. Implications and directions for future research are discussed.Burnout Self-efficacy Cross-national