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Business and Management.
Purpose – The purpose of this paper is to examine the relationship between individual- and country-level values and preferences for job/organizational attributes. Design/methodology/approach – Survey data were collected from 475 full-time employees (average of nine years work experience, and three years in a managerial position) enrolled in part-time MBA programs in seven countries. Findings – Preference for a harmonious workplace is positively related to horizontal collectivism, whereas preference for remuneration/advancement is positively related to vertical individualism. The authors also find a positive relationship between preference for meaningful work and horizontal individualism, and between preference for employer prestige and social adjustment (SA) needs. Research limitations/implications – Although the sample comprised experienced, full-time professionals, using graduate business students may limit generalizability. Overall, the results provide initial support for the utility of incorporating the multi-dimensional individualism and collectivism measure, as well as SA needs, when assessing the relationships between values and employee preferences. Practical implications – For practitioners, the primary conclusion is that making assumptions about preferences based on nationality is risky. Findings may also prove useful for enhancing person-organization fit and the ability to attract and retain qualified workers. Originality/value – This study extends research on workers’ preferences by incorporating a new set of values and sampling experienced workers in a range of cultural contexts.
Woodard, M.S., Miller, J.K., Miller, D.J., Silvernail, K.D., Guo, C., Nair, S., Aydin, M.D., Lemos, A.H., Donnelly, P.F., Kumpikatie-Valiuniene, V., Marx, R. and Peters, L.M. (2016) A Cross-Cultural Examination of Preferences for Work Attributes. Journal of Managerial Psychology, 31(3): 702–719, 2016. DOI is 10.1108/JMP-09-2013-0289