The relationship between attitudes toward diversity management in the Southwest USA and the GLOBE study cultural preferences

Corporate Innovation Culture and Dimensions of Project Portfolio Success: The Moderating Role of National Culture

“…The GLOBE dimension of assertiveness overlaps to some extent with Hofstede's () “masculinity” value, which implies that tough values such as determination and competition prevail over tender values such as quality of life and solidarity (Herrera, Duncan, Green, Ree, & Skaggs, ). However, Hofstede's measure of “masculinity versus femininity” does not encompass any explicit indicators of assertiveness, dominance, or aggressiveness, thus lacking face and content validity (Den Hartog, ).…”

“…However, Hofstede's measure of “masculinity versus femininity” does not encompass any explicit indicators of assertiveness, dominance, or aggressiveness, thus lacking face and content validity (Den Hartog, ). It has also been criticized due to its modest Cronbach's alpha reliability and because its labeling reinforces gender stereotyping (Den Hartog, ; Herrera et al, ; Spector, Cooper, & Sparks, ). Furthermore, the masculinity construct comprises aspects of gender egalitarianism and performance orientation, which are conceived of as separate dimensions in the more recent and fine‐grained GLOBE model of cultural practices and values (House et al, ; House et al, ).…”

“…The cultural practice of assertiveness may positively amplify the previously hypothesized positive relationships between analysis and the two criteria, strategic fit and portfolio balance. Societies that score higher in assertiveness tend to value competition, success and progress, control of environment, as well as explicit and unambiguous communication about information that may be beneficial for these desired pursuits and outcomes (Den Hartog, ; Herrera et al, ; Parboteeah, Addae, & Cullen, ). These national‐level preferences are compatible with a corporate culture high in analysis, because analysis as defined by Talke (), encompasses the collection and discussion of information about technology and market developments “ to secure further competitive advantage ” (p. 79).…”

Linguistic diversity and English language use in multicultural organizations: is there a moderating effect of the age of organizational members?

“…This may suggest that the faultline theory can also be applied to the language diversity area. This finding has not yet been demonstrated in other studies which have mainly focused on other types of heterogeneity such as race, ethnicity, gender, age or functional diversity (Herrera, Duncan, Green, Ree and Skaggs 2011). The predicted moderating role of the age of organizational members was only found in the case of perceived use of English language by management.…”

Diversity management in transcultural organizations

“…Since the late 1990s, workplace diversity has become one of the most frequently discussed topics among management personnel; however, academic interest in the actual analysis of such diversity has remained limited (Herrera 2008). As many employees around the world are more likely than ever before to accept assignments outside their home country, and those who remain at home are increasingly likely to work in culturally diverse groups (Black et al 1991;Chen et al 2012), training to improve CQ such as that by The Cultural Intelligence Center in Michigan, USA can provide one long-term competitive advantage to organizations as it assists in understanding the value of DM.…”