Evaluating Cultural Archetypes in Cross-Cultural Research: A Cultural Intelligence and Human Resource Management Perspective

随着商业的日益全球化和国家间的相互依赖性日益增强，人们对各种管理领域的跨文化研究越来越感兴趣。跨文化研究设计依赖于文化的有意义的测量和操作。过去的方法使用国家作为代理，国家文化得分或自我收集的文化个别层面的调查数据。最近，一种新的研究方法被提出：文化原型，它代表了不受国家限制的多种文化价值维度的特定配置。原型方法的主要优点是考虑了完形视角和不同文化维度之间的相互关系以及文化价值观的民族独立性。尽管有这些理论优势，但这一概念仍处于起步阶段：需要建立理论框架，阐述文化作为一个多维度概念的影响，需要进一步分析所识别的原型，以获得对原型概念的共同理解，研究需要进一步阐明文化原型在实证研究中的适用性。我们的主要目的是提高我们对文化原型概念的理论理解，从而提高我们对跨文化研究中文化的理解。此外，我们的目标是验证跨文化研究的概念的适用性与参考两个密切相关的领域：文化智力和人力资源管理（HRM）的做法的看法。鉴于公司的国际化速度加快以及家政工作的日益国际化（例如，由于最近的移民潮），这对跨文化研究和商业实践中的管理人员都很有价值，他们在雇员中寻找高文化智商，并寻找成功地融合和激励来自不同文化的雇员的手段。

Given the increasing globalization of business and the growing interdependencies of nations, there is a growing interest in cross-cultural research in various management fields. Cross-cultural research designs depend on the meaningful measurement and operationalization of culture. Past approaches used countries as proxies, national culture scores or self-collected survey data of individual dimensions of culture. Lately, a new approach has been proposed: the cultural archetype which represents specific configurations of multiple cultural value dimensions which are not bound to nations. The major advantages of the archetype approach are the consideration of a gestalt perspective and interrelationships between different cultural dimensions as well as the nation-independency of cultural values. Albeit these theoretical advantages, the concept is in its infancy: Theoretical frameworks elaborating on the impact of culture as a multi-dimensional concept need to be developed, archetypes identified need to be further analyzed to derive a common understanding of the archetype notion, and studies need to shed further light on cultural archetypes applicability in empirical studies. Our primary aim is to advance our theoretical understanding of the concept of cultural archetypes and therewith our understanding of culture in cross-cultural research. We moreover aim to verify the applicability of the concept for cross-cultural studies with reference to two closely related fields: cultural intelligence and the perception of Human Resource Management (HRM) practices. In light of the accelerated internationalization of firms as well as the growing internationalization of domestic work (e.g., as a consequence of recent immigration flows) this is of value to both cross-cultural research and managers in business practice who look for high cultural intelligence among employees and searching for means to successfully integrate and motivate employees from different cultures.