Cultural variations in whether, why, how, and at what cost people are proactive: A followership perspective

IF 3.9 1区心理学 Q2 MANAGEMENT

Organizational Psychology Review Pub Date : 2020-09-28 DOI:10.1177/2041386620960526

Tina Urbach, Deanne N. den Hartog, D. Fay, S. Parker, K. Strauss

引用次数: 16

Abstract

The objective of this conceptual article is to illustrate how differences in societal culture may affect employees’ proactive work behaviors (PWBs) and to develop a research agenda to guide future research on cross-cultural differences in PWBs. We propose that the societal cultural dimensions of power distance, individualism–collectivism, future orientation, and uncertainty avoidance shape individuals’ implicit followership theories (IFTs). We discuss how these cross-cultural differences in individuals’ IFTs relate to differences in the mean-level of PWB individuals show (whether), in the motivational states driving individuals’ PWBs (why), in the way individuals’ enact PWBs (how), and in the evaluation of PWBs by others (at what cost). We recommend how future research can extend this theorizing and unpack the proposed cross-cultural differences in PWBs, for example, by exploring how culture and other contextual variables interact to affect PWBs.

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文化差异会影响人们是否积极主动、为什么积极主动、如何积极主动以及以何种代价积极主动:一个追随者视角

这篇概念性文章的目的是说明社会文化的差异如何影响员工的积极工作行为，并制定一个研究议程，以指导未来对PWB跨文化差异的研究。我们提出，权力距离、个人主义-集体主义、未来取向和不确定性回避等社会文化维度塑造了个人的内隐跟随理论。我们讨论了个体IFT中的这些跨文化差异如何与PWB个体平均水平的差异相关，在驱动个体PWB的动机状态中（为什么），在个体制定PWB的方式中（如何），以及在其他人对PWB的评估中（以什么代价）。我们建议未来的研究如何扩展这一理论，并解开PWB中拟议的跨文化差异，例如，通过探索文化和其他语境变量如何相互作用来影响PWB。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Organizational Psychology Review Multiple-

CiteScore

10.00

自引率

1.60%

发文量

期刊介绍： Organizational Psychology Review is a quarterly, peer-reviewed scholarly journal published by SAGE in partnership with the European Association of Work and Organizational Psychology. Organizational Psychology Review’s unique aim is to publish original conceptual work and meta-analyses in the field of organizational psychology (broadly defined to include applied psychology, industrial psychology, occupational psychology, organizational behavior, personnel psychology, and work psychology).Articles accepted for publication in Organizational Psychology Review will have the potential to have a major impact on research and practice in organizational psychology. They will offer analyses worth citing, worth following up on in primary research, and worth considering as a basis for applied managerial practice. As such, these should be contributions that move beyond straight forward reviews of the existing literature by developing new theory and insights. At the same time, however, they should be well-grounded in the state of the art and the empirical knowledge base, providing a good mix of a firm empirical and theoretical basis and exciting new ideas.