Does Cultural Socialization Predict Multiple Bases and Foci of Commitment

By Michael Clugston, J. Howell, P. Dorfman. 2000

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Unpacking Commitment: Multiple Loyalties and Employee Behaviour* (2005, background): “To date, the research has tended to examine foci internal to the organization, such as top management, the supervisor or immediate boss, and fellow workers (Becker, 1992; Becker et al., 1995, 1996; Bishop et al., 2000; Clugston et al., 2000), with some research beginning to examine external foci suc”
Service employee burnout and engagement: the moderating role of power distance orientation (2016, background): “We define individual-level PDO as “the extent to which an individual accepts the unequal distribution of power in institutions and organizations” (Clugston, Howell, and Dorfman 2000, p. 9, emphasis added).”
Organizational rewards and employee commitment: a Chinese study (2012, background): “In contrast, Clugston et al (2000) finds no relationship between cultural values and the organizational commitment of American employees.”
Individual-Level Cultural Values as Moderators of Perceived Organizational Support–Employee Outcome Relationships in China: Comparing the Effects of Power Distance and Traditionality (2007, background): “on many outcomes (see Clugston et al., 2000; Kirk man & Shapiro, 2001). Indeed, in a review of em pirical research of the past quarter century that has incorporated Hofstede's cultural values, Kirkman, Lowe, and Gibson (2006) found more studies in which these values were examined at the individ”