Organizational Individualism and Collectivism: Theoretical Development and an Empirical Test of a Measure

By C. Robert, S. Wasti. 2002

208 citations recorded by the source corpus.

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

Examining the Impact of Service Quality: A Meta-Analysis of Empirical Evidence (2009, background): “Of these four dimensions, individualism/collectivism has been considered the most appropriate and parsimonious for explaining cross-cultural differences in attitudes and behaviors (Cano, Carrillat, and Jaramillo 2004; Robert and Wasti 2002).”
Cross-cultural organizational behavior. (2007, background): “Parkes et al. (2001) found that individuals who were collectivistic in their orientation who were employed by Asian organizations were more committed as compared with collectivists who were employed by Australian organizations (see also Robert & Wasti 2002).”
Work-family conflict and job withdrawal intentions: The moderating effect of cultural differences (2004, background): “…are somewhat low, they are consistent with past studies that have used similar items (e.g., Lawler, Probst, Robert, & Martocchio, 2000; Robert & Wasti, 2002) and thus can be said to be acceptable and reasonable for scales measuring broad constructs such as cultural differences (Singelis et…”
Modeling team knowledge sharing and team flexibility: The role of within-team competition (2014, methodology): “Within-team collectivism refers to the degree to which a team values loyalty, responsibility and cohesiveness in the team family (Brewer and Venaik, 2011; Robert and Wasti, 2002).”