Cultural Differences among Young Adult Consumers in Hong Kong,Japan, and Korea

This study examines Northeast Asian consumer cultural dimensions and their differences by using Hong Kong, Japanese, and Korean college students as initial data points. While the cultural dimensions of Northeast Asia cannot be represented fully by this limited analysis, these data points provide preliminary insights toward more thoroughly mapping Northeast Asian culture. Common cultural dimensions of normativeness, communitarianism, conservatism, personality expression, and connectedness were identified in this study. Statistically significant differences were found in communitarianism (p < .01), conservatism (p < .001), and connectedness (p < .001). Specifically, Korea is higher than Japan in communitarianism, and Korea and Hong Kong are higher than Japan in conservatism. For connectedness, Japan and Hong Kong are higher than Korea. Also, differences in consumer culture are found. Japan is lower than Korea and Hong Kong in perceptions of promotion and additional values. Korea is higher than Hong Kong and Japan in emotional advertising.     

Customers' values,beliefs on sustainable corporate performance,and buying behavior

Sustainable corporate performance (SCP) requires balancing a corporation's economic, social, and environmental performance. This research explores values, beliefs about the importance of SCP, and buying behaviors of supermarket customers from within a stakeholder framework. Beliefs about the importance of SCP (both social and environmental, but not economic) were found to be related to values. Also, it was found that customers' environmentally responsible buying behaviors were related to their beliefs about the importance of environmental SCP. However their socially responsible buying was not related to their beliefs about the importance of social SCP. Responsible buying behavior may be facilitated by providing reliable information about environmental and social aspects of products. Marketing professionals have a central role to play in moving towards a greater level of corporate transparency and sustainability. © 2007 Wiley Periodicals, Inc.     

Predicting Entrepreneurial Burnout in a Moderated Mediated Model of Job Fit

We introduce, and empirically test, a model of entrepreneurial burnout that highlights the relationships among job fit, entrepreneurial passion, destiny beliefs, and burnout. Using a sample of 326 individuals involved in entrepreneurial jobs, we tested the link between job fit and two forms of passion—harmonious and obsessive—and the moderating role of entrepreneurs' destiny beliefs about work (i.e., the belief that a successful career is “meant to be”). Findings illustrated that their job fit perceptions were positively related to harmonious passion, which in turn negatively predicted burnout. Additionally, the relationship between job fit and obsessive passion was moderated by destiny beliefs, such that it was positive at high and average levels of destiny beliefs. In turn, obsessive passion was positively related to burnout. We discuss implications for both theory and practice.     

Matched analysis of parent’s and children’s attitudes and practices towards motor vehicle and bicycle safety: an important information gap

The purpose of this study was to compare parents’ and children’s attitudes and habits towards use of bicycle helmets and car seat belts. We hypothesized that parental perception of their children’s safety practices did not reflect actual behavior and further, that parental practices, rather than their beliefs about a particular safety practice, have a greater affect on their child’s risk-taking behavior. The study population consisted of children in grades four and five and their parents/guardians. Participation in the cross-sectional study was voluntary and confidential anonymous questionnaires were used. In separate and independent surveys, children and parents were questioned in parallel about their knowledge, habits and attitudes toward bicycle helmet use and car safety practices. In the study, 731 students participated with 329 matched child-parent pairs. Ninety-five percent of the children own bicycles and 88% have helmets. Seventy percent of parents report their child always wears a helmet, while only 51% of children report always wearing one (p &lt; 0.05). One-fifth of the children never wear a helmet, whereas parents think only 4% of their children never use one (p &lt; 0.05). Parents report their children wear seat belts 92% of the time while 30% of children report not wearing one. Thirty-eight percent of children ride bicycles with their parents and wear their helmets more often than those who do not ride with their parents (p &lt; 0.05). Parents who always wear a seat belt are more likely to have children who sit in the back seat and wear a seat belt (p &lt; 0.05). Parents’ perceptions of their children’s safety practices may not be accurate and their actions do affect their children’s. Injury prevention programs that target both parents and children may have a greater impact on reducing risk-taking behaviors than working with each group in isolation.     

Nationality and work role interactions: A cultural contrast of Israeli and U.S. entrepreneurs' versus managers' needs

The globalization of business ventures and the parallel search for sources of international competitive advantage have stimulated research relating cultural differences to entrepreneurial and managerial behaviors. Recent work by McGrath, MacMillan, and Scheinberg (1992) encouraged studies of managers and entrepreneurs in different cultures, suggesting that these comparisons may “… shed additional light into the interrelations between social structure, wealth creation, and cultural beliefs” (McGrath el at. 1992, p. 116). This study follows that advice.Cultural differences are powerful determinants of behavior, and many studies support the notion that managerial behavior must adapt to the national cultural setting to achieve success. A growing stream of entrepreneurial behavior research has explored differences in motivational needs between entrepreneurs and non-entrepreneurs of different countries, and found parallel differences across cultures. Given these views, we might expect to find need differences between entrepreneurs and managers within countries however, some entrepreneurship researchers have concluded that U.S. managers and entrepreneurs are more alike than different.To better understand need profile differences between and within cultures, we use a theory that suggests that culture is an important determinant of work behavior. The process through which culture affects work behaviors is described in “Cultural Self-representation Theory” (Erez and Earley, 1993). Based upon this theory, inferences from the entrepreneurial archetype, and analysis of the contrast between the cultures of Israel and the U.S., we propose that: (1) entrepreneurs and managers have different motivational needs within some national cultures, and (2) across national cultures there are systematic differences in motivational needs. Based on these premises, an interaction hypothesis between work role and nationality is suggested because of the importance of both culture and work role in determining motivational need differences. Data are collected from over 370 Israeli and U.S. entrepreneurs and managers.Results support cultural self-representation theory for the Israeli-U.S. and entrepreneur-manager case, because interactions between nationality and work role are exposed for various needs. This finding suggests that cultural differences are indeed important for understanding management motivational needs in different nations, and that the effectiveness of entrepreneurial approaches to management may be culture-sensitive. The study illustrates work-role differences between Israeli managers and entrepreneurs. We confirm past conclusions about U.S. entrepreneur-manager need similarities, and suggest that these need similarities are supported by the individualistic culture within U.S. organizations.     

Ethical and Fair Work Behaviour: A Normative-Empirical Dialogue Concerning Ethics and Justice

Towards the general goal of generating a normative-empirical dialogue about ethics and justice, the present study explored three issues: (1) the extent to which the normative criteria of ethics and justice prescribed by moral philosophers are indeed reflected in managerial professionals' subjective beliefs of what ethical and just work behaviour ought to be, (2) the relationship between people's ought beliefs and their perceptions of actual ethical and just work behaviour, and (3) the relationship between the notions of ethics and justice. To do so, a review of the normative and positive theories of ethics was carried out which revealed the key normative criteria of ethics (i.e., utility, rights, justice, principle and care) and justice (i.e., due procedure and due outcome). Using both the interview and the repertory grid procedures, key determinants of ethical and just work behaviour as perceived by the managerial professionals were generated. These determinants were used to construct the questionnaires for the assessment of people's subjective ought beliefs, and their is judgements, of ethical and just work behaviour. There were three respondent samples: managerial professionals, general public and university students. Results showed that (1) people's subjective ought beliefs closely reflected the normative standards of ethics and justice, (2) there were significant discrepancies between people's subjective ought beliefs and their perceptions of actual ethical and just work behaviour, (3) individual differences in ought beliefs had some influence on is judgements, (4) both the ought beliefs and is judgements pertaining to the notion of justice could be accounted for by measures of the other four criteria of ethics and in particular, the notion of rights. The implications of the findings for normative theories of ethics and for ethics education are discussed.     

Values and Beliefs Related to Ethical Decisions

Although there is reason to suspect thatpeople's values and beliefs influenceintegrity-related decisions, few studies haveexamined the values and beliefs related tomanagerial integrity. In the present study,197 students were asked to complete measures ofvalues and beliefs as manifest in theirpreferred courses of action when confrontedwith ambiguous situations. Subsequently, theywere asked to work on a managerial ``in-basket'task where the decisions made might result inharm to others or harm to the organization. Itwas found that values and beliefs were relatedto both types of decisions producing multiplecorrelations in the 0.40s. People whose valuesstressed growth and contributions to others, asopposed to personal gain, and believed actionswere under their control, as opposed toexternal control, exhibited greater integrity. The implications of these findings forunderstanding leader integrity are discussed.     

Cultural Insights to Justice: A Theoretical Perspective Through a Subjective Lens

Distributive, procedural, and interactional justice are constructs that are increasingly being recognized as important factors that affect individual perceptions in the workplace environment. This paper presents a theoretical perspective that suggests that justice is perceived through a subjective lens that consists of individualized beliefs and proposes that cultural attributes and demographic characteristics play an integral part in determining the perception of justice. The distinctions between these three constructs are presented in context with the core beliefs of individual employees – affected by a multitude of perceptual and demographic factors that we briefly identify herein. Based on the theoretical perspective, an instrument that measures the constructs of justice as perceived by individuals was developed. With a focus on justice within the business setting, hypotheses about attitudes related to justice were tested. Survey results confirm that the three constructs of justice are distinct but correlated. Significant differences were found in the perceptions of African-American respondents with regard to procedural justice. Although the empirical findings do not support all the hypotheses, this research highlights the need for further development of measures to assess the perception of justice in business settings and at an applied level, underscores the importance of recognizing cultural attributes and demographic characteristics in understanding how justice is perceived.     

Do Consumers Acculturated to Global Consumer Culture Buy More Impulsively? The Moderating Role of Attitudes towards and Beliefs about Advertising

This research advances knowledge that can foster understanding of how global consumer culture (GCC) and its elements relate to impulsive buying and sheds light on how advertising attitudes and beliefs interact with this main relationship. Specifically, this study examines the moderating effects of attitudes towards and beliefs about advertising on the relations between consumers’ level of acculturation to global consumer culture (AGCC) and impulsive buying. Consumers who are the most acculturated to GCC, and who have positive attitudes towards and beliefs about advertising, buy the most impulsively. AGCC is related to increased impulsive buying, even when attitudes towards and beliefs about advertising are negative. The article contributes to the development of a theoretical explanation of these understudied relations by employing acculturation theory and congruity theory. Social and practical implications are discussed.     

The relationship between cultural values and learning preference: the impact of acculturation experiences upon East Asians

Globalization and technology advancement are creating more biculturalism at workplaces and learning settings. However, little is known about acculturation experience and its influence on a person's cultural values and learning preference. The research reported in this study investigates the impact of acculturation experiences upon the relationship between cultural values and learning preference of 292 Far East Asians (from Confucian‐influenced societies) and Asian Americans. Different preferences for learning methods and different levels of traditional cultural values were found between these two groups of adult learners. Acculturation experience was identified as the influential factor for the differences. However, they all still retain their traditional cultural values in various degrees regardless of the length of time the individual had been exposed to the acculturation experience. The impact of cultural values on an adult's learning preference is an area of concern in cross‐cultural training and development.     

Business Education,Values and Beliefs

The study was concerned with values, value systems and the beliefs of business students from a wide variety of cultural backgrounds. The study of values and values education in western societies is clearly different from the approach to a study of Asian values advocated by Lee Kuan Yew. We talk about integrity, idealism, honesty, fairness, altuism, justice, equity, freedom, but can we expect overseas students from different cultural backgrounds to have the same understanding of these concepts as students who have been raised in western society?

     

Isolating Cultural and National Influence on Value and Ethics: A Test of Competing Hypotheses

We live in an increasingly globalizing world, in which countries are closely linked by international trade and investment ties. Cross-cultural comparative studies of national values and ethics have attracted growing research interest in recent years, because shared practices, values and ethical standards depend on shared beliefs. However, the findings of such studies have been unable to reach a consensus on the impact of culture on ethics-related attitudes and behavior. Empirically, many “cross-cultural” differences reported by previous studies might actually stem from cross-national differences. In order to partially fill this gap, this study advocates an analytical framework that isolates the role of cultural and national differences in order to test their relationship to individual level variables. Within this framework, we test␣competing hypotheses based on both cultural and national contexts by comparing groups of Chinese and American respondents together with a “bridging group” of Chinese Chinese-Americans. Theoretically, this contextual approach helps resolve the debate on the role of␣culture, by showing that culture plays a far more important role in shaping value orientations than the national background. Specifically, the two ethnic Chinese groups had many cultural values in common, and differed significantly from the Caucasian group. Implications are discussed.     

Evaluation of fat replacers Avicel™, N Lite S™ and Simplesse™ in mayonnaise

Samples of mayonnaise were prepared in which the oil content was reduced from 30% to 10% and replaced with the fat replacers, Avicel, N Lite S and Simplesse. The control sample had a significantly higher viscosity (P < 0.001) and droplet size (P < 0.01) than the samples containing the replacers. There was a significant (P < 0.001) correlation (r = 0.97) between viscosity and droplet size. Sensory analysis also showed that the control had significantly higher scores (P < 0. 001) for the attributes of thickness, meltability, glossiness and oiliness. There was a significant (P < 0.05) correlation (r = 0.93) between viscosity and sensory thickness. However, there was no significant preference for any of the samples, showing that variations in physical properties and sensory profile attributes do not necessarily affect preference. The use of the replacers reduced the energy values of the mayonnaises by 52% to 55%.     

The Impact of Social Darwinism Perception,Status Anxiety,Perceived Trust of People,and Cultural Orientation on Consumer Ethical Beliefs

This study intends to explore the effects of political, social and cultural values on consumers’ ethical beliefs regarding questionable consumption behaviors. The variables examined include status anxiety, social Darwinism perception, perceived trust of people, and cultural orientation. Based on a field survey in Taiwan, the results showed that consumers with low ethical beliefs have higher perception of social Darwinism and status anxiety than consumers possess neutral and high ethical beliefs. The result also showed that the neutral ethics group had higher trust on people than the low ethics groups. Finally, the high ethics group expressed significantly higher perception of vertical collectivism than those consumers of the low and neutral ethics group. Jyh-shen Chiou (Ph.D. in Marketing, Michigan State), is professor of Marketing, Dept. of International Business, College of Commerce, National Chengchi University, Taiwan. His research focuses on consumer behavior and strategic marketing. His work has been published in Journal of Academy of Marketing Science, Journal of Business Ethics, Journal of Interactive Marketing, Journal of Service Research European Journal of Marketing, Psychology & Marketing, Journal of Social Psychology, etc. Lee-Yun Pan, is assistant professor of marketing, Dept. of Business Administration, Feng Chia University.     

Linking Culture and Ethics: A Comparison of Accountants’ Ethical Belief Systems in the Individualism/Collectivism and Power Distance Contexts

This study uses accounting professionals from an international setting to test the individualism and power distance cultural dimensions developed by Hofstede [Culture’s Consequences (Sage Publications, Beverly Hills, CA) 1980]. Six countries, which appropriately represented high and low values on the Hofstede dimensions, were chosen for the survey of ethical beliefs. Respondents (n = 249) from the six countries were requested to supply their agreement/disagreement with eight questionable behaviors associated with the work environment. Each of these behaviors contained an individualism and/or power distance cultural component for the responding accountants to consider. The results of the cultural analysis indicated significance on five of the eight survey items. Results lend support for the presence of the individualism cultural element in the ethical responses of the accountants surveyed.     

East vis‐à‐vis West: The evolution of work values within China regions

Numerous studies have investigated between‐country cultural differences. However, the subnational cultural differences, particularly in emerging markets, have remained an underexplored research topic despite its importance. Likewise, multiperiod studies in the cross‐cultural management area have also remained an underexplored topic. This study concurrently addresses both of these voids in the literature. Specifically, we examine changes in work values of businesspeople in the economically developed East region and the less developed West region of China over the first decade of the 21st century (2000–2010). Our findings show that, across the eight work values dimensions analyzed in this study, three exhibited static crossvergence, while the other five value dimensions exhibited conforming crossvergence. An implication of these findings is that the dissimilar work values, which had been found across the regions of China of the past century, are moving toward a more countrywide set of homogeneous values among the workforce professionals of China.     

Revisiting a Theory-Supported Approach to Teaching Cross-Cultural Management Skills

Abstract

Cross—cultural skills are a major criterion for success in the global business environment. For American managers in multinational organizations, this means learning to manage cultural difference at three levels: self, interpersonal, and organizational. Since literature indicates that training programs based on cross—cultural and learning theories are more effective, this paper examines a training program that Serrie first reported in a 1992 issue of JTIB. The five related and synergistic activities discussed in the paper give participants experience in dealing with and solving real—world problems in cross-cultural management at all three levels. The process is reassessed in terms of recent theory, and to confirm the efficacy of this approach, a pretest—posttest experiment was conducted with a treatment group and control groups. Results show that the treatment group was the only one to show a significant (at p < 0.05) increase in intercultural expertisea measure of cross—cultural skill. Limitations and implications are discussed.     

Ethical leadership across cultures: a comparative analysis of German and US perspectives

This paper examines beliefs about four aspects of ethical leadership –Character/Integrity, Altruism, Collective Motivation and Encouragement– in Germany and the United States using data from Project GLOBE (Global Leadership and Organizational Behavior Effectiveness) and a supplemental analysis. Within the context of a push toward convergence driven by the demands of globalization and the pull toward divergence underpinned by different cultural values and philosophies in the two countries, we focus on two questions: Do middle managers from the United States and Germany differ in their beliefs about ethical leadership? And, do individuals from these two countries attribute different characteristics to ethical leaders? Results provide evidence that while German and US middle managers, on average, differed in the degree of endorsement for each aspect, they each endorsed Character/Integrity, Collective Motivation and Encouragement as important for effective leadership and had a more neutral view of the importance of Altruism. The findings are reviewed within the social‐cultural context of each country.     

The impact of values‐job fit and age on work‐related learning

Research shows that both individual and job‐related factors influence a worker's work‐related learning. This study combines these factors, examining the impact of fit between one's work values and job characteristics on learning. Although research indicates that fit benefits multiple work‐related outcomes, little is known about the impact of fit on learning. Moreover, life span theories indicate that values evolve throughout the lifespan. Therefore, we examined how age influences work values and thereby work‐related learning. Our self‐report questionnaire was completed by 221 workers of various ages and occupations. Our findings indicate that work values, job characteristics and their fit influence the quantity and quality of work‐related learning. Generally, a higher fit benefits learning, but misfit can also stimulate learning. Workers of different ages report an equal amount of learning, but perform different learning activities. However, this relationship is unrelated to work values. Recommendations for research and practice are discussed.