Cross-Cultural Industrial and Organizational Psychology

By Z. Aycan. 2000

215 citations recorded by the source corpus.

Subfields: Communication, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/2860bd5013e48cdb8d2a6df5a30ade1adbcee0c4

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Citations in the corpus

Towards modelling the effects of national culture on IT implementation and acceptance (2001, background): “The four remaining dimensions have been conceptually de(cid:142) ned (Hofstede, 1993; Triandis, 1994) as follows.”
Does the Job Satisfaction—Job Performance Relationship Vary Across Cultures? (2009, background): “Thus, as researchers, we need to be skeptical of assumptions that a relationship observed in one culture will be seen with the same strength in another culture (Aycan, 2000).”
Leader‐member exchange and attitudinal outcomes: role of procedural justice climate (2007, background): “Similarly, maintaining harmonious relationship is important in a collectivist society (Triandis, 1994).”
Multicultural student group work in higher education: An explorative case study on challenges as perceived by students (2012, background): “Triandis (1994) explains that in collectivistic cultures ndividuals tend to avoid open conflict since it might obstruct group cohesion and negatively influence relationships within he group.”
Organizational rewards and employee commitment: a Chinese study (2012, background): “Scholars have begun to argue that culture is something which can be psychologically experienced at an individual level, manifesting itself in individuals in terms of their assumptions, beliefs, values, attitudes, norms and behaviour (Aycan, 2000; Chao, 2000; Earley and Randel, 1997).”
On the nature and importance of cultural tightness-looseness. (2006, background): “Cross-cultural research has increasingly become reductionist, focusing mainly on culture inside the head of individuals (Aycan, 2000; Gabrenya, 1999; Morris et al., 2000).”
Leadership Processes and Follower Self-identity (2003, background): “scribed as collectivist having values that are distinct from those that are characteristically described as individualist (Triandis, 1994).”
The impact of societal cultural values and individual social beliefs on the perceived effectiveness of managerial influence strategies: a meso approach (2004, methodology): “6To check the effect of possible country-level response biases, we followed Triandis’ (1995) suggestion and Journal of International Business Studies standardized responses to all items within individuals before composing the scales.”
Collective Enactment of Leadership Roles and Team Effectiveness: A Field Study (2006, background): “Conceptually, collectivism is characterized by interdependence, personal relationships, security, duty, and ingroup harmony (Triandis, 1994).”
Assessing Extreme and Acquiescence Response Sets in Cross-Cultural Research Using Structural Equations Modeling (2000, background): “On the individual level, some respondents display extreme ARS by agreeing (or disagreeing) with almost any statement (Guilford, 1954; Peterson & Wilson, 1992; Triandis, 1994).”
Conceptualizing and Evaluating Career Success (2005, background): “Although national cultural differences have a pervasive influence upon how people approach and evaluate their work (Triandis, 1994; Hofstede, 2001), they have been largely neglected in the careers literature (Brown, 2002; Spokane, Fouad, & Swanson, 2003).”
East Meets West? Board Characteristics in an Emerging Market: Evidence from Turkish Banks (2008, background): “But scholars like Jaeger (1990) and Triandis (1994) have eloquently discussed and critiqued the uncritical application of western managerial practices in countries of different stages of economic, legal, and social development, maintaining that national cultures may inhibit their effective…”
An Examination of the Cross-Cultural Validity of a Multidimensional Model of Commitment in Europe (2001, background): “CHRISTIAN VANDENBERGHE FLORENCE STINGLHAMBER KATHLEEN BENTEIN TANIA DELHAISE Catholic University of Louvain Until recently, most research concerning employees’ work attitudes has been conducted in the United States.”
A síndrome de burnout e os valores organizacionais: um estudo comparativo em hospitais universitários (2002, background): “Triandis (1994) assinala que se tornou comum entre os psicólogos a analogia segundo a qual a cultura é para a sociedade o que a memória é para o indivíduo.”
The role of national culture and organizational climate in safety training effectiveness (2008, methodology): “This call for research echoes the recent call within the US National Institute for Occupational Safety and Health’s (NIOSH, 2003) National Occupational Research Agenda for a greater understanding of worker safety and health issues within industry sectors. In particular, more high quality safety trai”