Cultural variations in whether, why, how, and at what cost people are proactive: A followership perspective
Cultural variations in whether, why, how, and at what cost people are proactive: A followership perspective
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DOI：
10.1177/2041386620960526
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发表时间：
2020-09
影响因子：
6.1
通讯作者：
Tina Urbach;Deanne N. den Hartog;D. Fay;S. Parker;K. Strauss
中科院分区：
文献类型：
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作者：
Tina Urbach;Deanne N. den Hartog;D. Fay;S. Parker;K. Strauss
这篇概念性文章的目的是阐明社会文化差异如何影响员工的主动性工作行为，并制定一个研究议程来指导未来对跨文化差异的研究。我们认为，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体的内隐追随者理论(IFTS)。我们讨论了这些跨文化差异是如何与个人的自我激励水平的差异(是否)、个人的动机状态(为什么)、个人的行为方式(如何)以及他人对公共行为的评价(以什么代价)的差异联系在一起的。我们建议未来的研究如何扩展这一理论，并揭示在印刷电路板中提出的跨文化差异，例如，通过探索文化和其他背景变量如何相互作用来影响电路板。
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.