Leadership and culture: Work‐related values and leadership styles among one company's U.S. and German telecommunication employees

Human Resource Development Quarterly - Tập 10 Số 2 - Trang 135-154 - 1999
K. Peter Kuchinke1
1Human resource education at the University of Illinois at Urbana‐Champaign

Tóm tắt

AbstractThis survey‐based study examines differences in leadership styles and work‐related values among managers, engineers, and production employees of one company's U.S. and German telecommunication employees. Using Bass and Avolio's Full‐Range Leadership theory and Hofstede's theory of culture, the results reveal lower levels of transformational leadership styles among German employees, but no differences in leadership styles among different job categories in either country. There were country‐level differences in culture that explained a portion of the variance in leadership scores. Job category also had a main effect on cultural values. The study points to patterns of work‐related values different from those predicted in earlier research, and to the need for further refinement of research in leadership theory and our understanding of culture.

Từ khóa


Tài liệu tham khảo

Avolio B. J., 1991, The full range of leadership development

Avolio B. J., 1995, MLQ: Multifactor leadership questionnaire—Technical report

Bass B. M., 1985, Leadership and performance beyond expectations

10.4135/9781412985222

10.1080/09585199600000145

Cohen J., 1983, Applied multiple regression/correlation analysis for the behavioral sciences

Conference Board. (1996).Corporate practices in management development: A research report. (Report No. 1158–96–RR). New York: Conference Board.

10.1016/1048-9843(94)90024-8

Geyer A. L. J. &Steyrer J. M.(1995).Transformational leadership and objective performance in banks. Unpublished manuscript University of Economics and Business Administration Vienna Austria.

10.1002/hrdq.3920050107

Hofstede G., Values Survey Module 1994: Manual

Hofstede G., 1980, Culture's consequences: International differences in work‐related values

Hofstede G., 1984, Culture's consequences: International differences in work‐related values

Hofstede G., 1991, Cultures and organizations: Software of the mind: Intercultural cooperation and its importance for survival

10.1177/0022002184015004003

House R. J., 1994, Organizational behavior: The state of the science, 45

Howell D. C., 1992, Statistical methods for psychology

10.1177/107179199500200402

Kostova T.(1997).Country institutional profiles: Concept and measurement.Best Paper Proceedings of the Fifty‐Seventh Annual Meeting of the Academy of Management Boston MA( pp.180–184).

10.1177/1350507694254005

Lytle A. L., 1995, A paradigm for confirmatory cross‐cultural research in organizational behavior, Research in Organizational Behavior, 17, 167

McLean G. N., 1991, Organizational issues and human resource development research, 39

McLean G. N. &Johansen B.(1997).Organizational culture and performance. Unpublished manuscript HRD Research Center University of Minnesota St. Paul.

1997 industry report, 1997, Training, 34, 33

Norusis M. J., 1994, SPSS Advanced Statistics 6.1

Nunnally J. C., 1967, Psychometric theory

10.1002/hrdq.3920080107

10.1177/017084069401500307

Tayeb M. H., 1996, The management of a multicultural workforce

Triandis H. C., 1993, Leadership theory and research: Perspectives and directions, 167

Triandis H. C., 1995, Individualism and collectivism

Weber M., 1947, The theory of social and economic organization

10.1080/09585199500000038

Wever K. S., 1995, Negotiating competitiveness: Employment relations and organizational innovation in Germany and the United States

Wunsch D. R.(1986 February).Survey research: Determining sample size and representative response.Business Education Forum pp.31–34.

Yukl G., 1992, Handbook of industrial and organizational psychology, 147