A Value-based Framework for Understanding Managerial Tolerance of Bribery in Latin America

The cross-cultural literature is reviewed and integrated together with attitude theories, thereby outlining a model through which certain values influence the intervening variables that ultimately lead managers to tolerate employee bribery. The case of Latin America is employed to illustrate how regionally dominant cultural values may shape managers’ attitudes, subjective norms, and perceived behavioral control, which in turn affect tolerance of employee bribery. A series of research propositions and practical recommendations are derived from the model.     

Towards an understanding of the relationship between work values and cultural orientations

The role of values in influencing behaviour and attitudes has been well documented; however, the relationship between various values has received little academic attention. This study aimed to investigate the relationship between work values and cultural orientations, and to determine which dimension of each predicted work and career satisfaction. Unlike many studies that have focused on the relationship between culture and work, this study has not used a person's country of origin to represent their cultural orientation. Participants’ cultural orientations were identified independently of nationality and then used as variables in the analysis, and principal components and regression analysis were used to analyse the data. The results indicated that individuals with particular cultural orientations valued different aspects of work, and that work values and cultural orientations explained a minimal amount of variance in work and career satisfaction in the hospitality industry. Implications of the findings for practitioners and researchers are also addressed.     

对“经济学方法论”的几点思考

本文主要讨论了经济学方法论中科学研究的逻辑;规范与实证;方法论的个人主义与集体主义;溯因、归纳与演绎以及长期与短期等方面的基本问题。     

Individualism–collectivism as predictors of BPO employee attitudes toward union membership in India

Drawing on data from a survey of 342 employees from three BPO organizations in Mumbai (India), this study examined whether cultural variables of individual cultural orientation and organizational culture, and their interaction were predictive of employees’ attitudes toward union membership in BPO organizations in India where unionization has hitherto not taken place. Using regression analysis, the researcher found that over and above the effects of demographic and job-related variable, and work stress and job satisfaction, horizontal individualism could predict union attitudes significantly and negatively whereas vertical individualism and collectivism could predict the attitudes significantly and positively. Similarly, organizational collectivism could predict employees’ attitudes toward union membership significantly and negatively. Using the univariate analysis of variance, the researcher found that the contrast between personal value and organizational culture of an individualist working in a collectivistic organizational culture or collectivist working in an individualistic culture are found to have stronger influence on union attitudes compared to the congruence of an individualist working in an individualistic culture or collectivist working in a collectivistic culture. The results and implications of findings are discussed in the paper with reference to the literature on role of cultural and attitudinal variables in relation to organizational outcomes like union membership.