【正文】 ht 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 22 Individualism/Collectivism (continued) ? The United States, Australia, Great Britain, and Canada are among the most individualistic societies. ? Venezuela, Columbia, and Pakistan are among the most collective, with Japan falling about midpack. Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 18 Uncertainty Avoidance (continued) ? Cultures with weak uncertainty avoidance are less concerned with rules, conformity, and security, and hard work is not seen as a virtue and risk taking is valued. ? Canada and the United States are well below average on uncertainty avoidance. Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 14 Hofstede’s Study (continued) ? Subsequent work with Canadian Michael Bond that catered more to Eastern cultures resulted in a fifth dimension: – Longterm/shortterm orientation Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 10 Generational Differences in Values (continued) ? Some research has concluded that all work generations share the same values but express them differently. ? Generational differences in work values or the way values are expressed is important because a good “fit” between a person’s values and those of the anization (personanization fit) leads to more positive work attitudes and behaviours. Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 6 Generational Differences in Values (continued) ? These generations grew up under rather different socialization experiences. ? These differences have led to notable value differences between the generations. ? Such value differences might then underlie the differential assets and preferences for leadership style. Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 2 Learning Objectives 1. Define values and discuss the implications of crosscultural variation in values for anizational behaviour. 2. Define attitudes and explain how people develop and change attitudes. 3. Explain the concept of job satisfaction and discuss some of its key contributors, including discrepancy, fairness, disposition, mood, and emotion in promoting job satisfaction. Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 3 Learning Objectives (continued) 4. Outline the various consequences of job satisfaction and explain the relationship between job satisfaction and absenteeism, turnover, performance, anizational citizenship behaviour, and customer satisfaction. 5. Differentiate affective, continuance, and normative mitment and explain how anizations can foster anizational mitment. Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 7 Four Generations in Today’s Workplace Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 11 Cultural Differences in Values ? There are basic differences in workrelated values across cultures. ? A lack of understanding of crosscultural differences can cause foreign assignments to terminate early and business negotiations to fail. Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 15 Power Distance ? The extent to which an unequal distribution of power is accepted by society members. ? In small power distance cultures, inequality is minimized, superiors are accessible, and power differences are downplayed. Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 19 Masculinity/Femininity ? Masculine cultures clearly differentiate gender roles, support the dominance of men, and stress economic performance. ? Feminine cultures accept fluid gender roles, stress sexual equality, and stress quality of life. Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 23 Longterm/Shortterm Orientation ? Cultures with a longterm orientation stress persistence, perseverance, thrift, and close attention to status differences. ? Cultures with a shortterm orientation stress personal steadiness and stability, facesaving, and social niceties. Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 27 Exporting OB Theories ? Organizational behaviour theories, research, and practices from North America might not translate well to other societies. ? The basic questions remain the same – it is just the answers that will differ. ? A good fit between pany practices and the host culture is important. Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 31 What Are Attitudes? ? An attitude is a fairly stable evaluative tendency to respond consistency to some specific object, situation, person, or category of people. ? Attitudes involve evaluations directed toward specific targets. ? They are more specific than values. Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 35 What Are Attitudes? (continued) ? Persuasion that is designed to modify or emphasize values is usually emotionally oriented. ? Persuasion that is slanted toward modifying certain beliefs is usually rationally oriented. Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 39 What Is Job Satisfaction? (continued) ? The Minnesota Satisfaction Questionnaire (MSQ) is also a carefully constructed measure of job satisfaction. ? Respondents indicate how happy they are with various aspects of their job on a scale ranging from “very satisfied” to “very dissatisfied.” Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 43 Distributive Fairness ? Fairness that occurs when people receive what they think they deserve from their jobs. ? It involves the ultimate distribution of work rewards and resources. ? Individuals want “what’s fair.” ? Equity theory provides a way of understanding how people determine what is fair. Copyright 169。 2023 Pearson Canada Inc. Chapter 4/ Slide 47 Equity Theory (continued) ?