CULTURE AND WORK ORGANIZATION: THE CHINESE CASE *

This paper discusses the role of the indigenous values in facilitating the development of managerial and organizational systems underlying the success of indigenous enterprises in the newly industrialized societies. One illustration is the Chinese culture or, more specifically, the Confucian tradition and ethos, and their implication for management and worker performance in work organizations within the ‘Confucian league’ of Asian societies. The affective rational approach to the paternalistic style of the Japanese and Chinese management coupled with such normative values as trust, subtlety and loyalty of the employees explain the individuals' commitment to their work organization and the excellence in leadership. With reference to the leading steel plant, the China Steel Corporation in Taiwan, this paper examines how such a cherished system of managerial philosophy and practices, in the context of its indigenous Chinese cultural and normative heritage, has been successfully applied to the integration of its labour force, and the upgrading of their morale, performance and productivity.     

Commentary: On the Wisdom and Challenges of Culturally Attuned Treatments for Latinos

In this commentary, I outline the common and distinctive components in the cultural adaptation studies in this special issue and compare cultural adaptations with universalistic and culture-specific perspectives. The term cultural attunement may be more reflective than cultural adaptation insofar as the cultural additions in these studies make the treatments more accessible by adding language translation, cultural values, and contextual stressors. These additions most likely enhance the level of engagement and retention in therapy for Latino families. The work ahead requires a deeper examination of the cultural theories of psychological distress and the cultural theories of change in therapy. A final proposal is made in this commentary for considering the bicultural aspects of the cultural adaptation or attunement enterprise, insofar as the clinical research encounters with immigrants are bicultural encounters. These encounters can reach beyond the notion of cultural "adaptation" of mainstream evidence-based treatments to ethnic minorities and present a unique opportunity for mutually enriching bicultural integration of theory, research, and practice.     

A Critical Analysis of Approaches to the Development of Preventive Interventions for Subcultural Groups

The ultimate success of preventive interventions relies on their ability to engage and influence the growing presence of subcultural groups. To encourage and guide the development of effective preventive intervention for subcultural groups, four approaches are described, illustrated, and critiqued with respect to their considerations of cultural fit, reach, efficacy and adoption. Those approaches are (a) the prevention research cycle, (b) cultural adaptations of evidence-based interventions, (c) investigator-initiated culturally-grounded approaches, and (d) community-initiated indigenous approaches. Special attention is given to recent advances in the specification of stages in the cultural adaptation of interventions. The paper closes with some conclusions and topics in need of greater attention.     

Training of interventionists and cultural adaptation procedures: A systematic review of culturally adapted evidence-based parenting programs in Africa

There has been an increase in the implementation of evidence-based parenting programs from high-income countries to several African countries. In this review, we systematically evaluated intervention studies of culturally adapted parenting programs in nine African countries with the objective of examining the quality of training for interventionists and cultural adaptation procedures. A total of 18 studies, obtained from an electronic search of 6 databases, met the inclusion criteria and were evaluated following PRISMA guidelines. The Ecological Validity Model was adopted to organize data on cultural adaptation procedures. Sixteen of the 18 studies reported information regarding the clinical training of interventionists and the cultural adaptations undertaken. Live and interactive workshops were the most common format used to train interventionists in the focal intervention. Overall, cultural adaptations in most studies included translation of intervention protocols into the local language. However, studies varied in the way cultural adaptation procedures were reported with some studies failing to report on cultural adaptation procedures. Concurring with previous literature, attending to issues of culture, power, privilege, access, sustainability, and other relevant concepts to increase the cultural relevance is highly encouraged in parent intervention studies in Africa. This review provides a baseline upon which future training and adaptation procedures can be built.     

心理资本: 本土量表的开发及中西比较

开发了本土心理资本量表, 并将之与西方量表进行了比较。结果显示, 本土心理资本构念具有二阶双因素结构: 事务型心理资本(自信勇敢、乐观希望、奋发进取与坚韧顽强)与人际型心理资本(谦虚诚稳、包容宽恕、尊敬礼让与感恩奉献)。事务型心理资本与西方心理资本基本相似, 人际型心理资本则具有本土文化气息。本土量表具有良好的效标关联效度, 人际型心理资本、事务型心理资本和任务绩效、周边绩效、工作满意度、工作投入及组织承诺显著正相关, 人际型心理资本与传统性、相依我正向关系显著。相比西方量表, 本土量表的信效度更好, 对工作绩效有更强的解释能力, 尤其是对周边绩效。建议进行心理资本研究时应充分考虑中西文化差异, 对组织而言, 则应重视对雇员本土心理资本各要素的开发与管理。     

CULTURE AND WORK ALIENATION: WESTERN MODELS AND EASTERN REALITIES

This paper argues that the existing theoretical explanations of work alienation and corrective management practices developed in the Western world have limited cross-cultural applicability. This argument is supported first by identifying the cultural bias inherent in the Western explanatory models of alienation and then by indicating how such a bias fails to adequately explain work alienation and its opposite work involvement phenomena in Eastern societies like India. Finally, the paper probes into the role of some critical indigenous variables responsible for the development of alienation among workers in India. The case of Indian workers provides an illustrative example of what is needed for alienation research in a developing country context: to avoid the folly of uncritically accepting the Western explanatory models and to encourage the discovery of indigenous explanations.     

The psychology of practice and the practice of the three psychologies

The keynote speakers at the 2nd Asian Association for Social Psychology Meetings were asked to clarify the relationship among the three scholarly fields known as cultural psychology, indigenous psychology and cross‐cultural psychology. Are they three names for the same thing? If not are they complementary or antagonistic enterprises? Does one approach subsume the other(s) or make the other(s) possible? What follows is my own general view of the “three psychologies” issue. I suggest that cultural psychology and indigenous psychology are kindred approaches, which differ in significant ways from cross‐cultural psychology. A distinction is drawn between the study of “mentalities” (the proper unit of analysis for cultural and indigenous psychology) and the study of “mind” (a non‐cultural phenomenon). Cultural psychology is a type of interpretive analysis of social practice which asks, “what are the `goals, values and pictures of the world' with reference to which this behavior might be seen as rational?” The essay describes the assumption of rationality and the place of cultural critique in interpretive analysis. Is there any significant difference at all between cultural psychology and indigenous psychology? One aim of cultural psychology (“globalizing the local”) is premised on the view that “indigenous psychologies” may have relevance outside their points of origin. How open is the indigenous psychology movement to the idea that (e.g.) a psychology with a “Chinese soul” might illuminate the psychological functioning of members of non‐Chinese populations?     

心理资本与工作绩效的关系:基于本土心理资本理论的视角

采用问卷调查法,以445名企业员工和MBA学员为调查对象,考察了本土心理资本与适应性绩效的关系。结果表明:(1)本土心理资本对任务绩效和周边绩效均有显著的预测作用;其中事务型心理资本对任务绩效的预测作用较强;而人际型心理资本对周边绩效的预测作用较强。(2)本土心理资本对适应性绩效有显著的正向预测作用;其中事务型心理资本主要影响了压力与应急管理、创新问题解决、岗位持续学习等维度,而人际型心理资本则主要影响了人际与文化适应和岗位持续学习等维度。(3)适应性绩效在事务型和人际型心理资本与周边绩效间起部分中介作用,在事务型心理资本与任务绩效间也起部分中介作用。(4)在控制事务型心理资本的前提下,人际型心理资本对适应性绩效和周边绩效仍有显著的预测作用,显示人际型心理资本的构念具备实证效度。     

Stability of the factor structure of Barrat's Impulsivity Scales for children across cultures: a comparison of Spain and Colombia

Despite the great importance of impulsivity in many childhood and adolescence disorders, there are few self-reports on child impulsivity. Recently, a modified version of Barratt's BIS-11 questionnaire adapted for children has been developed, which may be useful in assessing this personality dimension. The present study reports an adaptation of this questionnaire in a different culture (Colombia) and assesses the degree of convergence between the factor structures of both adaptations using consensus oblimin rotation. The results indicate not only that the factor structure of the test remains stable across both adaptations, and that two of the three scales in the Colombian version show acceptable reliabilities, but also that cultural and linguistic issues are important in test adaptation even when the same language is used.     

An analysis of the concept of cool and its marketing implications

Cool has become the favoured language of popular culture. This paper examines the roots of cool and its evolution with reference to its relevance to marketers. In particular, the work of Bourdieu and the concepts of cultural capital and cultural intermediaries are drawn on. The importance of talking to cultural intermediaries led Seagram to carry out a research programme that examines the process of adoption of alcoholic drinks and ways of reaching ‘style leaders’. Given the problem of recruiting and researching ‘style leaders’, the research employed specialist recruiters and moderators and a combination of direct and indirect questioning. Copyright © 2002 Henry Stewart Publications.     

The Role of Error Management Culture for Firm and Individual Innovativeness

To innovate at work is risky as every new endeavour is also error‐prone. Therefore, the way errors are managed in organisations may be related to organisations' innovativeness. We studied error management culture as one important and often overlooked organisational culture factor hypothesised to be related to organisational and individual innovativeness. Error management culture implies that a firm accepts that people make errors and uses “organizational practices related to communicating about errors, to sharing error knowledge, to helping in error situations, and to quickly detecting and handling errors” to deal with errors (Van Dyck, Frese, Baer, & Sonnentag, 2005 , p. 1229). Our sample consists of 30 companies with N = 227 employees. To decrease the problem of common method variance, we split the samples within each company into two subsamples: one subsample was used for the measurement of error management culture and the other one for the measure of organisational innovativeness. A multilevel structural equation modelling (MSEM) analysis showed error management culture to be related to organisational and individual innovativeness. Organisational innovativeness was a mediator for the relationship between error management culture and individual innovativeness. A potential implication is that organisations wanting to increase their innovativeness may need to examine their error management culture.     

Current Controversies in the Study of Personality across Cultures

Research on culture and personality is thriving. In this article, I address several prominent controversies, including: (a) alternative perspectives on the relationship between culture and personality; (b) the cross‐cultural universality versus specificity of personality structure; (c) whether comparisons of mean inventory profiles reveal valid cultural differences in trait levels; and (d) the importance and role of the trait concept across cultures. Greater consensus regarding the relationship between culture and personality will likely be achieved if researchers clarify which aspects of personality they are addressing (e.g., basic tendencies vs. characteristic adaptations). Recent lexical and indigenous studies have weakened consensus regarding the universality and comprehensiveness of the Five‐Factor Model. The validity of cultural mean profiles remains unresolved. Research on the importance of traits across cultures provides support for both trait and cultural psychology perspectives, although more culture‐comparative studies of consistency and predictive validity are needed. Suggestions for research are offered.     

Alternative Spiritualities and the Cultural Logic of Late Capitalism

Some practices in Alternative Spiritualities have been criticised by social commentators for their ‘appropriation’ of indigenous cultures. This article will argue that ‘appropriation’ is not limited to these cultures but is part of a larger phenomenon, that of cultural consumption of selective parts of history. Furthermore, this cultural consumption is not restricted to history alone, but is extended to contemporary popular culture, such as people and groups who find inspiration for their spirituality from the fictions of H.P. Lovecraft, vampire stories and the Star Wars mythos. Following Fredric Jameson's work on Postmodernism, this article will provide an insight into how the cultural consumption of history and popular culture by people involved in Alternative Spiritualities has become part of the cultural logic of late capitalism.     

Catholic missions in China: failure to form native clergy

The success and failure of Christianity in China was tied to the missionaries’ ability to accommodate to Chinese culture and the powers that ruled over this vast nation. A number of reasons have been put forward regarding the failure of Christian missions in China. Inability to adapt to native norms, ignorance of Chinese language, association with Western imperialism, rivalries among various religious orders, congregations and missionary societies, and the reluctance to establish a Chinese ecclesiastical hierarchy all contributed to hindering the propagation of the gospel. This paper argues that the main reason for their failure was the refusal of European clergy to hand over the leadership of the church to the Chinese, in spite of Rome’s edicts to establish an indigenous ecclesiastical hierarchy. With local clergy in charge, the issue of language and cultural adaptation would have been resolved. Unfortunately, the native clergy were looked down upon by their Western counterparts, who were mostly motivated by national and institutional interests rather than pastoral concern for the local people. The appointment of the first Chinese bishop, Gregorio Lopéz (Luo Wenzao), was more a political move than a pastoral need.     

Constructing the law: discourses and social practices

This paper presents an analysis of everyday understandings of the law, within the context of a dispute between colonial and indigenous land interests in New Zealand. The analysis is informed by developments in the areas of critical legal studies, methodological critique of legal psychology, the social constructionist movement within social psychology, and the application of discursive psychology to understandings of racism. Data for this work was drawn from a corpus of letters to the editor of a newspaper, published in the city where the land dispute took place. Writers constructed the dispute as a legal issue and deployed two divergent constructions of the law. When the ‘primacy’ of the law was invoked, indigenous interests and the protesters were positioned as lawbreakers. When ‘the law in context’ was the resource used, protesters became positioned as seekers of justice. These variable constructions are discussed in terms of the social practices they engender and their wider contribution to debates regarding indigenous and colonial interests. Copyright © 2007 John Wiley & Sons, Ltd.     

Japanese manufacturing techniques

Abstract

Japanese human resource management, particularly as manifested in Japanese manufacturing companies, has undoubtedly been seen as highly successful. This paper analyses how and why it has developed into such a commanding position. It looks at the cultural contexts of new means of production and analyses factors contributing to its success using examples and case studies drawn particularly from Japanese motor manufacturing. Japanese human resource management policies and techniques as well as production techniques have been emulated by many non-Japanese manufacturers, although there is great selectivity in the adaptation of techniques. It is also difficult for researchers to attribute direct causal influence.

Nevertheless, the influence continues and this paper goes on to examine the impact upon workers and the design of work these techniques are having. Empirical evidence is examined.

The paper ends with a plea for work and organizational psychology to complement its traditional natural science paradigm and neo-positivist approach with a multiperspective, ethnographic, and qualitative methodology.     

本土心理资本与职业幸福感的关系

职业幸福感是国内外学者和管理实践者关注的重要问题, 本文综合资源保存理论、工作要求-资源模型和本土心理资本理论, 构建并检验了本土心理资本对职业幸福感的影响模型。研究一通过访谈、问卷调查等方法研制了信效度较好的问卷, 1566名教师的调查结果表明, 本土心理资本包含事务型心理资本(希望、乐观和坚韧)与人际型心理资本(自谦、感恩、利他、情商/情绪智力和信心/自我效能)。研究二使用2280名教师的有效数据, 通过控制了其他变量影响后进行结构方程建模及交叉验证分析, 结果表明：(1)职业幸福感(工作投入、工作倦怠、离职意愿和工作满意度)的积极情感体验(工作投入)与认知评价(工作满意度)存在增益螺旋过程; (2)心理资本通过能量补充和动机激发双过程促进职业幸福感; (3)人际型心理资本通过一级、二级能量补充与动机激发过程影响职业幸福感; 事务型心理资本也通过一级、二级动机激发过程影响职业幸福感, 但是只通过二级能量补充过程影响职业幸福感。在中国文化背景下, 人际型心理资本对职业幸福感的作用更大。     

Culture and cultural gaps in work teams: implications for organisational commitment

Some theoreticians of organisational commitment have proposed that culture is an important determinant of organisational commitment. Nevertheless, very few studies have examined the role that work teams culture (subculture) and their cultural gaps play in commitment. This study is an attempt to overcome this lack. Using a sample of 375 work teams from various public and private organisations, it was found that the results confirmed our proposals. Cultural gaps were negatively related to commitment; the teams subculture was positively related to commitment, and more highly to commitment to values than to commitment to continuing. Contrary to the results of other studies, the demographic variables (age, time on the team, time in the company) were not significant, except that educational level was related to the commitment to continue. The implications of these results are analysed.