Cultures and Organizations: Software of the Mind
Cultures and Organizations: Software of the Mind
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DOI：
10.1057/jibs.1992.23
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发表时间：
1992-06
影响因子：
11.6
通讯作者：
Alma T. Mintu
中科院分区：
文献类型：
--
作者：
Alma T. Mintu
第五个维度被称为“儒家活力”。这是指将西方人与东方人区分开来的长期与短期倾向。不出所料，中国和香港在长期导向指数（LTO）中排名最高，而美国和加拿大的排名相对较低。也许这本书中最发人深省的部分是关于国家文化和组织文化之间关系的讨论。虽然Hofstede认识到民族文化可能对组织文化产生部分影响，但他认为这两种文化并不是相同的现象。也就是说，在国家层面上，文化差异主要来自价值观。在组织层面上，差异主要存在于工作场所的实践中。这些实践是组织成员的“共同认知”。在IRIC的研究中，员工的价值观因国籍、年龄和教育程度而不同，而与组织成员关系的差异较小。
The fifth dimension is called" Confucian dynamism." This refers to the long-term versus short-tenn orientations that appear to differentiate Westerners from Easterners. Unsurprisingly, China and Hong Kong ranked the highest in the long-term orientation index (LTO) while the United States and Canada were ranked relatively low.Probably the most intellectually stimulating section of this book is provided in the discussion on the relationship between national and organizational cultures. While Hofstede is cognizant of the partial effects national culture may have on organizational culture, he argues that these two kinds of culture are not identical phenomena. That is, at a national level cultural differences emanate primarily from values. At an organizational level differences reside mostly in workplace practices. These practices are the" shared perceptions" of the organization's members. In the IRIC studies, employees' values dif-fered according to nationality, age, and education and less with their membership in their organization.