A cross-cultural examination of preferences for work attributes. Issue 3 (11th April 2016)

• Record Type: Journal Article
• Authors: Woodard, Melissa S.; Miller, Jane K.; Miller, Daniel J.; Silvernail, Kirk D.; Guo, Chun; Nair, Sudhir; Aydin, Mehmet Devrim; Lemos, Ana Heloisa da Costa; Donnelly, Paul F.; Kumpikaite-Valiuniene, Vilmante; Marx, Robert; Peters, Linda M.
• Is Part Of: Journal of managerial psychology. Volume 31:Issue 3(2016)
• Page Start: 702
• Page End: 719
• Publication Date: 2016-04-11
• Subjects: Individualism/Collectivism -- Social adjustment -- Worker preferences; Organizational behavior -- Periodicals; Management -- Psychological aspects -- Periodicals; Psychology, Industrial -- Periodicals; Industrial management -- Psychological aspects -- Periodicals; 158.7
• DOI: 10.1108/JMP-09-2013-0289
• Languages: English
• ISSNs: 0268-3946

Abstract

Abstract : Purpose: – The purpose of this paper is to examine the relationship between individual- and country-level values and preferences for job/organizational attributes. Design/methodology/approach: – Survey data were collected from 475 full-time employees (average of nine years work experience, and three years in a managerial position) enrolled in part-time MBA programs in seven countries. Findings: – Preference for a harmonious workplace is positively related to horizontal collectivism, whereas preference for remuneration/advancement is positively related to vertical individualism. The authors also find a positive relationship between preference for meaningful work and horizontal individualism, and between preference for employer prestige and social adjustment (SA) needs. Research limitations/implications: – Although the sample comprised experienced, full-time professionals, using graduate business students may limit generalizability. Overall, the results provide initial support for the utility of incorporating the multi-dimensional individualism and collectivism measure, as well as SA needs, when assessing the relationships between values and employee preferences. Practical implications: – For practitioners, the primary conclusion is that making assumptions about preferences based on nationality is risky. Findings may also prove useful for enhancing person-organization fit and the ability to attract and retain qualified workers. Originality/value: – This study extends research on workers' preferences by incorporating a new set of values and sampling experienced workers in a range of cultural contexts.