Table 1 GLOBE study culture dimensions (... | Emerald Publishing

Table 1

GLOBE study culture dimensions (House et al., 2004) examined in relation to organizational identification

Cultural dimension	Definition	Brief description	Relationships with organizational identification or similar constructs
Performance orientation	The degree to which a collective encourages and rewards group members for performance improvement and excellence	Individuals with a high need for achievement tend to achieve pleasure from progressive improvement, like to work on tasks with moderate probabilities of success because they represent a challenge, take personal responsibility for their actions, seek frequent feedback, search for information on how to do things better, and are generally innovative	(+/−) Meyer et al. (2012), Peretz et al. (2017), Minbaeva et al. (2018)
Assertiveness	The degree to which individuals are assertive, confrontational, and aggressive in their relationships with others	Assertiveness is related to the ability to say what one feels, to an individualistic aspect of self-fulfillment, to contradict and disagree, and to “saying no.” Individual initiative is encouraged, and relationships are likely to be competitive	(+/−) Meyer et al. (2012) (−) Minbaeva et al. (2018), Peretz et al. (2017)
Future orientation	The degree to which members of a society engage in future-oriented behaviors such as planning, investing in the future, and delaying individual or collective gratification	People in future-oriented cultures are inclined to organize, invest, and plan for the future, believe that their current actions will influence their future (which will matter), believe in planning for developing their future, and look far into the future for assessing the effects of their current actions	(+/−) Meyer et al. (2012), Peretz et al. (2017), Minbaeva et al. (2018)
Humane orientation	The degree to which a society encourages and rewards individuals for being fair, altruistic, generous, caring, and kind to others	Humane orientation is concerned with the improvement of the human condition. It is considered to relate to what is called quality of life and to social support and security. Members of a society are responsible for enhancing well-being, providing security, social contacts, approval, belonging, and affection, and fighting injustice	(+) Alas, Niglas, Papalexandris, & Galanaki (2010), Mueller et al. (2012), Schlösser et al. (2013), Minbaeva et al. (2018), Peretz et al. (2017), Beham et al. (2023) (+/−) Meyer et al. (2012)
Institutional collectivism	The degree to which organizational and societal institutional practices encourage and reward collective distribution of resources and collective action	Institutional collectivism reflects the inducements and rewards for collective behavior and norms rather than incentives and rewards for the enactment of individual freedom and autonomy. It emphasizes shared objectives, interchangeable interests, and respect for socially legitimated institutions. In organizations, institutional collectivism likely takes the form of strong team orientation and development. To the extent possible, tasks are likely to be based on group rather than individual performance. Personal independence has low priority in institutionally oriented collective societies. The notion of autonomous individuals living free of society while living in that society is contrary to the norms of societies that embrace institutional collectivism	(+) Peretz et al. (2017), Galanaki, Papagiannakis, & Rapti (2020) (+/−) Fischer and Mansell (2009), Meyer et al. (2012), Mueller et al. (2012), Minbaeva et al. (2018)
In-group collectivism	The degree to which members of a society express pride, loyalty, and cohesiveness in their organizations or families	In-group collectivism refers to how individuals relate to an in-group as an autonomous unit and how they attend to responsibilities concerning their in-group. It reflects pride in group membership, a strong sense of group identity, and affective identification toward the family, group, or community. In strong in-group collectivistic societies, there is an emphasis on collaboration, cohesiveness, and harmony	(+) Fischer and Mansell (2009), Taras, Kirkman, and Steel (2010), Meyer et al. (2012), Lee et al. (2015), Farooq et al. (2017), Bracht et al. (2023) (+/−) Minbaeva et al. (2018), Peretz et al. (2017), Wang, Xu, & Wang (2020), Wang, Kim, Rafferty, & Sanders (2020), Garrido-Ruso and Aibar-Guzmán (2022)
Gender egalitarianism	The degree to which a collective minimizes gender inequality	Gender egalitarianism relates to the allocation of social roles between women and men and about the behavior that is considered appropriate for males versus females. It reflects “society” beliefs about whether members’ sex should determine the roles that they play in their homes, business organizations, and communities	(+) Peretz et al. (2017) (+/−) Taras et al. (2010), Minbaeva et al. (2018), Garrido-Ruso and Aibar-Guzmán (2022) (−) Meyer et al. (2012)
Power distance	The degree to which members of society expect power to be distributed equally or concentrated at higher levels	In high power distance societies, power holders receive greater status, privileges, and material rewards than those without power. Power distance relates to decision-making styles of leadership, the ability to influence, the opportunity to have independent thought and express opinions, deference to authority, the use of artifacts as titles, ranks, and status (versus equal treatment based on someone’s self-worth and their contributions to the organization) and the sharing of information	(+) Fischer and Mansell (2009), Taras et al. (2010), Peretz et al. (2017), Bracht et al. (2023) (+/−) Meyer et al. (2012), Mueller et al. (2012), Minbaeva et al. (2018)
Uncertainty avoidance	The extent to which members of society rely on social norms, rules, and procedures to alleviate the unpredictability of future events	The uncertainty avoidance value construct focuses on the extent to which people seek orderliness, consistency, structure, formalized procedures, and laws to deal with naturally occurring uncertainties as well as important events in their daily lives. It is linked to the use of procedures, such as standardized decision rules, which can minimize the need to predict uncertain events in the future	(+) Taras et al. (2010), Peretz et al. (2017) (+/−) Lee et al. (2015), Meyer et al. (2012), Minbaeva et al. (2018), Garrido-Ruso and Aibar-Guzmán (2022)

Cultural dimension	Definition	Brief description	Relationships with organizational identification or similar constructs
Performance orientation	The degree to which a collective encourages and rewards group members for performance improvement and excellence	Individuals with a high need for achievement tend to achieve pleasure from progressive improvement, like to work on tasks with moderate probabilities of success because they represent a challenge, take personal responsibility for their actions, seek frequent feedback, search for information on how to do things better, and are generally innovative	(+/−) Meyer et al. (2012), Peretz et al. (2017), Minbaeva et al. (2018)
Assertiveness	The degree to which individuals are assertive, confrontational, and aggressive in their relationships with others	Assertiveness is related to the ability to say what one feels, to an individualistic aspect of self-fulfillment, to contradict and disagree, and to “saying no.” Individual initiative is encouraged, and relationships are likely to be competitive	(+/−) Meyer et al. (2012)(−) Minbaeva et al. (2018), Peretz et al. (2017)
Future orientation	The degree to which members of a society engage in future-oriented behaviors such as planning, investing in the future, and delaying individual or collective gratification	People in future-oriented cultures are inclined to organize, invest, and plan for the future, believe that their current actions will influence their future (which will matter), believe in planning for developing their future, and look far into the future for assessing the effects of their current actions	(+/−) Meyer et al. (2012), Peretz et al. (2017), Minbaeva et al. (2018)
Humane orientation	The degree to which a society encourages and rewards individuals for being fair, altruistic, generous, caring, and kind to others	Humane orientation is concerned with the improvement of the human condition. It is considered to relate to what is called quality of life and to social support and security. Members of a society are responsible for enhancing well-being, providing security, social contacts, approval, belonging, and affection, and fighting injustice	(+) Alas, Niglas, Papalexandris, & Galanaki (2010), Mueller et al. (2012), Schlösser et al. (2013), Minbaeva et al. (2018), Peretz et al. (2017), Beham et al. (2023)(+/−) Meyer et al. (2012)
Institutional collectivism	The degree to which organizational and societal institutional practices encourage and reward collective distribution of resources and collective action	Institutional collectivism reflects the inducements and rewards for collective behavior and norms rather than incentives and rewards for the enactment of individual freedom and autonomy. It emphasizes shared objectives, interchangeable interests, and respect for socially legitimated institutions. In organizations, institutional collectivism likely takes the form of strong team orientation and development. To the extent possible, tasks are likely to be based on group rather than individual performance. Personal independence has low priority in institutionally oriented collective societies. The notion of autonomous individuals living free of society while living in that society is contrary to the norms of societies that embrace institutional collectivism	(+) Peretz et al. (2017), Galanaki, Papagiannakis, & Rapti (2020)(+/−) Fischer and Mansell (2009), Meyer et al. (2012), Mueller et al. (2012), Minbaeva et al. (2018)
In-group collectivism	The degree to which members of a society express pride, loyalty, and cohesiveness in their organizations or families	In-group collectivism refers to how individuals relate to an in-group as an autonomous unit and how they attend to responsibilities concerning their in-group. It reflects pride in group membership, a strong sense of group identity, and affective identification toward the family, group, or community. In strong in-group collectivistic societies, there is an emphasis on collaboration, cohesiveness, and harmony	(+) Fischer and Mansell (2009), Taras, Kirkman, and Steel (2010), Meyer et al. (2012), Lee et al. (2015), Farooq et al. (2017), Bracht et al. (2023)(+/−) Minbaeva et al. (2018), Peretz et al. (2017), Wang, Xu, & Wang (2020), Wang, Kim, Rafferty, & Sanders (2020), Garrido-Ruso and Aibar-Guzmán (2022)
Gender egalitarianism	The degree to which a collective minimizes gender inequality	Gender egalitarianism relates to the allocation of social roles between women and men and about the behavior that is considered appropriate for males versus females. It reflects “society” beliefs about whether members’ sex should determine the roles that they play in their homes, business organizations, and communities	(+) Peretz et al. (2017)(+/−) Taras et al. (2010), Minbaeva et al. (2018), Garrido-Ruso and Aibar-Guzmán (2022)(−) Meyer et al. (2012)
Power distance	The degree to which members of society expect power to be distributed equally or concentrated at higher levels	In high power distance societies, power holders receive greater status, privileges, and material rewards than those without power. Power distance relates to decision-making styles of leadership, the ability to influence, the opportunity to have independent thought and express opinions, deference to authority, the use of artifacts as titles, ranks, and status (versus equal treatment based on someone’s self-worth and their contributions to the organization) and the sharing of information	(+) Fischer and Mansell (2009), Taras et al. (2010), Peretz et al. (2017), Bracht et al. (2023)(+/−) Meyer et al. (2012), Mueller et al. (2012), Minbaeva et al. (2018)
Uncertainty avoidance	The extent to which members of society rely on social norms, rules, and procedures to alleviate the unpredictability of future events	The uncertainty avoidance value construct focuses on the extent to which people seek orderliness, consistency, structure, formalized procedures, and laws to deal with naturally occurring uncertainties as well as important events in their daily lives. It is linked to the use of procedures, such as standardized decision rules, which can minimize the need to predict uncertain events in the future	(+) Taras et al. (2010), Peretz et al. (2017)(+/−) Lee et al. (2015), Meyer et al. (2012), Minbaeva et al. (2018), Garrido-Ruso and Aibar-Guzmán (2022)

Note(s): (+) positive relationship; (−) negative relationship; (+/−) ambiguous results

Source(s): Authors’ own elaboration