Generation Cohorts and Personal Values: A Comparison of China and the United States

Egri, Carolyn P.; Ralston, David A.

doi:10.1287/orsc.1030.0048

Cited by 483 publications

(434 citation statements)

References 21 publications

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“…Second, the lack of a facilitative government and reliable legal systems that support independent organizations and market participation also impedes the development of trust and trustworthiness among business partners (Rao et al 2005). Finally, the drastic economic and social reforms occurring in China in the past few decades have caused a momentous emphasis on competition and personal achievements (Egri and Ralston 2004), which also adversely affects overall trust and trustworthiness in the society. Even the government has realized this adverse effect and calls for the construction of a harmonious society (Fan 2006).…”

Section: Discussionmentioning

confidence: 99%

Trust, Trustworthiness, and Information Sharing in Supply Chains Bridging China and the United States

2014

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Whether and how trust and trustworthiness differ between a collectivist society, e.g., China, and an individualistic one, e.g., the U.S., generate much ongoing scientific debate and bear significant practical values for managing cross-country transactions. We experimentally investigate how supply chain members' countries of origin -China versus the U.S. -affect trust, trustworthiness, and strategic information sharing behavior in a cross-country supply chain. We consider a two-tier supply chain in which the upstream supplier solicits demand forecast information from the retailer to plan production; but the retailer has an incentive to manipulate her forecast to ensure abundant supply. The levels of trust and trustworthiness in the supply chain and supplier's capability to determine the optimal production quantity affect the efficacy of forecast sharing and the resulting profits. We develop an experimental design to disentangle these three aspects and to allow for real-time interactions between geographically distant and culturally heterogeneous participants. We observe that, when there is no prospect for long-term interactions, our Chinese participants consistently exhibit lower spontaneous trust and trustworthiness than their U.S. counterparts do. We quantify the differences in trust and trustworthiness between the two countries, and the resulting impact on supply chain efficiency. We also show that Chinese individuals exhibit higher spontaneous trust towards U.S. partners than Chinese ones, primarily because they perceive that individuals from the U.S. are more trusting and trustworthy in general.This positive perception towards U.S. people is indeed consistent with the U.S. participants' behavior in forecast sharing. In addition, we quantify that a Chinese supply chain enjoys a larger efficiency gain from repeated interactions than a U.S. one does, as the prospect of building a long-term relationship successfully sustains trust and trustworthiness by Chinese partners. We advocate that companies can reinforce the positive perception of Westerners held by the Chinese population and commit to long-term relationships to encourage trust by Chinese partners. Finally, we also demonstrate that both populations exhibit similar pull-to-center bias when solving a decision problem under uncertainty (i.e., the newsvendor problem).*

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Section: Discussionmentioning

confidence: 99%

Trust, Trustworthiness, and Information Sharing in Supply Chains Bridging China and the United States

2014

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“…Studies designed to cross-culturally assess life stage and/or generational differences (e.g., Egri & Ralston, 2004) benefit by including student data. The value of this within and between research design, as called for by Tung (2008), is that it allows the researcher to take the analysis below the country-level to explore relevant sub-cultural differences.…”

Section: When Are Student Samples Appropriate?mentioning

confidence: 99%

From the Editors: Student samples in international business research

et al. 2009

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The JIBS Statement of Editorial Policy states that ''Empirical submissions utilizing undergraduate student samples are usually discouraged.'' Wording is important here -''usually'' does not imply ''always.'' This statement suggests that while student samples are appropriate, in principle, undergraduate ones are not, except in unusual situations. The purpose of this From the Editors column is to discuss the pros and cons of student samples in international business (IB) research. Are student samples appropriate for developing and testing IB theories? When are student samples appropriate, and when are they not appropriate? Is there a difference between undergraduate and graduate samples? What are the ''best practices''? This editorial is intended to provide IB researchers with guidelines as to when student samples, and which types of student samples, are appropriate in IB research.

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“…Studies by Egri and Ralston (2004), Ralston, et al, (1999, both in China) and Mellahi and Guermat (2004, in India) all point to significant inter-generational cultural differences within nations undergoing rapid structural and political change. Inglehart"s (1997) generation subculture theory suggests that "significant macrolevel social, political and economic events occurring during the birth cohort"s impressionable pre-adulthood years result in generational identity comprised of a distinctive set of values beliefs, expectations and behaviours that remain relatively stable throughout a generations lifetime" (cited in Egri and Ralston, 2004: 210).…”

Section: Cultural Orientations Of Omani Employeesmentioning

confidence: 99%

Cultural orientations and preferences for HRM policies and practices: the case of Oman

Aycan¹,

Al‐Hamadi²,

Davis³

et al. 2007

The International Journal of Human Resource Management

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This study empirically examines the influence of cultural orientations on employee preferences of human resource management (HRM) policies and practices in Oman. Data were collected from 712 employees working in six large Omani organisations. The findings indicate that there are a number of differences among Omani employees regarding value orientations due especially to age, education and work experience. The findings show a strong orientation towards mastery, harmony, thinking and doing, and a weak orientation towards hierarchy, collectivism, subjugation, and human nature-as-evil. The results demonstrate a clear link between value orientations and preferences for particular HRM policies and practices. Group-oriented HRM practices are preferred by those who scored high on collectivism and being orientations, and those who scored low on thinking and doing orientations. Hierarchy-oriented HRM practices are preferred by those scoring high on hierarchy, subjugation and human nature-as-bad orientations, and those scoring low on thinking and mastery orientations. Finally, preference for loose and informal HRM practices was positively associated with being, and negatively associated with thinking, doing, and harmony orientations. The theoretical and practical implications of these findings are discussed in detail.

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Generation Cohorts and Personal Values: A Comparison of China and the United States

Cited by 483 publications

References 21 publications

Trust, Trustworthiness, and Information Sharing in Supply Chains Bridging China and the United States

Trust, Trustworthiness, and Information Sharing in Supply Chains Bridging China and the United States

From the Editors: Student samples in international business research

Cultural orientations and preferences for HRM policies and practices: the case of Oman

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