Examining the impact of Culture's consequences: A three-decade, multilevel, meta-analytic review of Hofstede's cultural value dimensions.
verifiedrich profile · Journal of Applied Psychology · 2010
Taras, Vas; Kirkman, Bradley L.; Steel, Piers
How this was studied
A meta-analytic synthesis — it pools many primary studies rather than running a single design, so there is no single-study diagram.
What this article reports
The findings we extracted from this work, normalized into Principia’s relationship form (X → Y). Each feeds the synthesized models below.
power distance → job satisfaction
power distance → organizational commitment
collectivism → turnover intention
collectivism → organizational commitment
collectivism → job satisfaction
power distance → organizational citizenship behavior ocb
power distance → organizational commitment
uncertainty avoidance → job satisfaction
power distance → affective commitment
collectivism → organizational citizenship behavior ocb
uncertainty avoidance → creativity
power distance → turnover intention
collectivism → task performance
power distance → job satisfaction
uncertainty avoidance → innovative work behavior
uncertainty avoidance → organizational commitment
Models this article informs
The meta-analytic priors this article contributes evidence to — its place in the broader synthesis.
collectivism predicts job satisfaction
collectivism predicts organizational citizenship behavior ocb
collectivism predicts organizational commitment
collectivism predicts task performance
collectivism predicts turnover intention
power distance correlates affective commitment
power distance correlates job satisfaction
power distance correlates organizational commitment
power distance predicts job satisfaction
power distance predicts organizational citizenship behavior ocb
power distance predicts organizational commitment
power distance predicts task performance
power distance predicts turnover intention
uncertainty avoidance predicts creativity
uncertainty avoidance predicts innovative work behavior
uncertainty avoidance predicts job satisfaction
uncertainty avoidance predicts organizational commitment
In the authors’ words
The article’s own abstract.
Using data from 598 studies representing over 200,000 individuals, we meta-analyzed the relationship between G. Hofstede's (1980a) original 4 cultural value dimensions and a variety of organizationally relevant outcomes. First, values predict outcomes with similar strength (with an overall absolute weighted effect size of rho = 0.18) at the individual level of analysis. Second, the predictive power of the cultural values was significantly lower than that of personality traits and demographics for certain outcomes (e.g., job performance, absenteeism, turnover) but was significantly higher for others (e.g., organizational commitment, identification, citizenship behavior, team-related attitudes, feedback seeking). Third, cultural values were most strongly related to emotions, followed by attitudes, then behaviors, and finally job performance. Fourth, cultural values were more strongly related to outcomes for managers (rather than students) and for older, male, and more educated respondents. Fifth, findings were stronger for primary, rather than secondary, data. Finally, we provide support for M. Gelfand, L. H. Nishii, and J. L. Raver's (2006) conceptualization of societal tightness-looseness, finding significantly stronger effects in culturally tighter, rather than looser, countries.
What the literature says about it
Attributed, open-access quotes from other works that cite this article, plus the citation-graph verdict tally. Corroborations and disputes, in one place — the honest-broker view.
supports “At the individual level, power distance positively correlates with job satisfaction, perceptions of directive leadership, openness to experience, while lower power distance negatively correlates with team commitment, employee self-esteem, and perceptions of participative leadership (Taras et al., 2010).”
supports “For instance, collectivism is associated with organizational commitment (Fischer & Mansell, 2009), uncertainty avoidance is associated with stable employment relationships and promotion based on seniority (Schuler & Rogovsky, 1998), and individualism is associated with national wealth (Taras et al., 2010).”
supports “…individual level, power distance positively correlates with job satisfaction, perceptions of directive leadership, openness to experience, while lower power distance negatively correlates with team commitment, employee self-esteem, and perceptions of participative leadership (Taras et al., 2010).”
supports “…collectivism is associated with organizational commitment (Fischer & Mansell, 2009), uncertainty avoidance is associated with stable employment relationships and promotion based on seniority (Schuler & Rogovsky, 1998), and individualism is associated with national wealth (Taras et al., 2010).”
Ancillary research
Neighbouring works in the citation graph around this article.
Assembled from Principia’s registry — bibliographic record, extracted effect sizes, the models they inform, and open-access citing literature.