Individualism-collectivism cultural differences in performance feedback theory

IF 1.9 4区 管理学 Q3 MANAGEMENT Cross Cultural & Strategic Management Pub Date : 2020-06-17 DOI:10.1108/ccsm-05-2019-0100
Mooweon Rhee, V. Alexandra, K. Powell
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引用次数: 9

Abstract

PurposePerformance feedback theory (PFT) has informed analyses in numerous national contexts and has been used to explain various business and management activities of firms. Stemming from behavioral theory and grounded in a cognitive perspective, which views organizational actions as being the results of decisions produced by groups of individual decision-makers, PFT research has mostly assumed the universal nature of cognition and decision-making processes. However, PFT also presumes that individual decision-makers bring with them different backgrounds and experiences. Hence, this paper offers propositions on how cultural differences in individualism-collectivism influence the major components of PFT, including the formation and revision of performance goals (aspiration levels), and search behaviors and risk preferences in response to gaps between goals and actual performance. Implications for future research and practice are discussed.Design/methodology/approachThis paper offers theoretical propositions for the above purpose.FindingsThis is not an empirical analysis.Originality/valueBy integrating the individualism-collectivism differences framework into the PFT model, the authors answer previous calls to integrate concepts and frameworks from other theories into PFT while considering the role of cultural differences in aspiration-consequence relationships. Additionally, much of PFT research has focused on outcomes, while actual internal processes have remained unobserved. By focusing on how cultural differences influence various PFT processes, this conceptual analysis sheds light on the unobserved bounds of decision-makers' cognitions.
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绩效反馈理论中的个人主义-集体主义文化差异
目的-绩效反馈理论(PFT)已经为许多国家的分析提供了信息,并被用来解释公司的各种商业和管理活动。PFT研究源于行为理论,以认知视角为基础,将组织行为视为个体决策者群体决策的结果,主要假设认知和决策过程的普遍性。然而,PFT也假设每个决策者都有不同的背景和经验。因此,本文提出了关于个人主义-集体主义文化差异如何影响PFT的主要组成部分的命题,包括绩效目标(期望水平)的形成和修订,以及目标与实际绩效之间差距的搜索行为和风险偏好。讨论了对未来研究和实践的启示。本文为上述目的提供了理论建议。这不是一个实证分析。原创性/价值通过将个人主义-集体主义差异框架整合到PFT模型中,作者回应了之前将其他理论的概念和框架整合到PFT中的呼吁,同时考虑了文化差异在愿望-结果关系中的作用。此外,许多PFT研究都集中在结果上,而实际的内部过程仍未被观察到。通过关注文化差异如何影响各种PFT过程,这一概念分析揭示了决策者认知的未观察到的界限。
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来源期刊
CiteScore
4.70
自引率
12.00%
发文量
34
期刊介绍: Cross Cultural & Strategic Management (CCSM), is dedicated to providing a forum for the publication of high quality cross-cultural and strategic management research in the global context. CCSM is interdisciplinary in nature and welcomes submissions from scholars from international business, management and other disciplines, such as anthropology, economics, political science, psychology and sociology. The goal of CCSM is to publish discerning, theoretically grounded, evidence-based and cutting edge research on issues relevant to all aspects of global management. CCSM is especially interested in theoretical and empirical papers that investigate new and unique ideas and/or are multilevel (micro-meso-macro) and/or are multidisciplinary in nature. Research papers submitted to CCSM are expected to include an answer to the question: What is the contribution of this paper to the literature and the field of international business and managing in the global context? CCSM accepts theoretical/conceptual and empirical papers based on quantitative and qualitative research endeavors that advance our overall knowledge of international business. This includes research that yields positive, neutral or negative findings as long as these studies are based on sound research methodology, and have a good command of the theory/literature that pertains to the phenomena under investigation. These studies should also provide a more in-depth interpretation of the reason(s) for the findings and include more detailed recommendations for future research directions.
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