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This study provides insight into the proportion of the variation across countries in the desirable outcomes of freedom and peace that can be accounted for using a set of national characteristics which are difficult, if not impossible, to change. The majority of prior studies in this area have utilized bivariate (correlational) analysis. While these studies have made important contributions to the field, they have not been able to disentangle the effects of other important national characteristics from the effect of culture on freedom and peace. Through our multivariate framework, we are able to shed light on the relative importance of these national characteristics in explaining the variation in freedom and peace across countries.

Power distance describes a central facet of national culture, because it influences the acceptance and endorsement of job characteristics related to status and power. This has major implications for international human resource management, because the importance of different situational job characteristics for employee job satisfaction should differ across cultures. The purpose of this paper is to analyse if and how national power distance levels moderate different situational job characteristics’ influence on job satisfaction.

The authors refer to three approaches to culture: the frameworks of Hofstede and GLOBE as well as to current scores provided in a meta-analysis. The empirical findings are derived using regression analyses on a sample covering 16 nations.

The results are convincing regarding the basic job satisfaction driver model not involving culture. However, the results on power distance’s impact as well as its moderating role are strongly dependent on the culture concepts utilised. The authors provide an analysis of differences along the measurements behind the different concepts.

The authors can conclude that national differences in job satisfaction, as found in various studies, are a result of differences in situational dispositions to work life rather than a result of different cultural surroundings in terms of power distance. The question is whether this is due to power distance’s lack of impact or due to other factors, such as the difficulties of measuring culture. The authors discuss the differences which are due to different measurements. For ultimately confirming power distance’s moderating role and for advancing theorizing in this field, further research, which can build on the framework offered in this paper, is needed that directly measures the individual power distance facets in addition to the job characteristics and satisfaction values.

This study aims to investigate the role and effect of national culture on social networking web sites (SNWs) use and access across countries while controlling for socio-economic factors, specifically networked readiness, level of education and mobile penetration.

Hofstede's multidimensional framework serves as the conceptual basis for the study. Hierarchical regressions are conducted to test the hypothesized effects of cultural dimensions beyond that of the control variables on the penetration of SNWs using a secondary dataset for 36 countries.

The results provide supporting empirical evidence linking three of Hofstede's cultural dimensions to nations' SNWs use and access.

Limitations include the use of secondary data for a limited number of countries. Only three social-economic variables were included as controls on the relationship between culture and SNWs access and usage. Future research will benefit from examining other cultural frameworks (such as Hall's classifications) and potential factors such as a nation's demographic composition and their roles in adoption and diffusion of the SNWs. Further research is needed to validate the results by including more nations and employing time-series data of social media penetration and diffusion.

Managerial implications are discussed with respect to formulating more effective online marketing strategies for brand engagement and promotional media choice by accommodating for cultural differences.

The paper's original contribution stems from the fact that little can be found in the literature about the influence of national culture on the use of social media. It attempts to establish the importance of understanding cultural impact on consumers' SNWs adoption behavior across countries.

The purpose of this paper is to investigate the relationship between culture and entrepreneurial activity at both the national and regional levels of analyses. While there has been significant progress in investigating the effects of culture on entrepreneurial activity, most work overlooks the effects that time-orientation may have on national or regional entrepreneurial activity. Specifically, this study argues for the connection between long-term orientation (LTO) and subsequent levels of entrepreneurship such that the more a nation or region is long-term oriented, the higher the subsequent entrepreneurial activity will be.

Data from the World Value Survey (WVS), which is a global project that measures individuals’ values across 62 countries (World Value Survey, 2011), were used for this project. The final sample consisted of 36,652 individual observations across 29 nations and 262 regions and was analyzed using ecological factor analyses and multilevel modeling.

The findings suggest that LTO as a cultural dimension does influence entrepreneurship activity levels. The findings also suggest that the effects of LTO at the regional and national levels vary widely. Specifically, the authors find LTO to be positively related to entrepreneurship at the regional, but not national, level of analysis.

The findings reveal important nuances about the implications that the understudied cultural factor of LTO has on entrepreneurial activity across multiple levels of analysis.

Economic turbulence brings a significant impact in the mental health of workforce on both developed and developing countries. The purpose of this paper is to explore the impact of equity sensitivity on employee mental health. Innovation is considered to be among the critical drivers for the success and future of organizational existence, therefore this paper also investigates how the equity sensitivity impacts innovation orientation and turnover intentions across two geographies India and Hungary.

An online survey was carried out among Hungarian and Indian students. Students were selected only on the basis of having two to three years of work experience and also from good business and economics colleges from India and Hungary.

The results were analyzed using partial least square–structural equation modelling method to test the hypotheses and it showed that equity sensitivity has a positive effect on employee mental health. The findings of the study highlight that even with significant cultural differences equity sensitivity perception does not differ between Hungary and India.

The relationship between equity sensitivity and employee mental health is an important area to understand in a volatile economy. Innovation orientation and turnover intention both are important to understand the productivity of any organization; this paper is an effort to understand the impact of both variables bringing in the positive or negative impact on the growth of an organization. Limitations of this study include the sample size, cross-sectional data. Future studies can be based on a larger sample size from wider cross-sections and cultures.

Managers need to give importance to understand the equity sensitivity of employee and how it impacts their mental health and well-being. Knowing the volatile nature of economy this becomes very relevant and important for managers and organizations.

This study is important to understand that how two countries that are significantly different in cultural values still have no difference in equity sensitivity perception. Therefore, equity sensitivity is an important determinant to bring innovation and productivity in organizations across cultures.

These findings contribute to literature of equity sensitivity by exploring the impact of equity sensitivity on employee mental health in the context of two countries. Mental health is a concern not only in India but also in Hungarian context as well.

Innovation is key. It improves a nations’ standing in international competition and in-creases the productivity of the workforce – a significant aspect in aging societies with a declining entrepreneurial activity. But how can innovation be fostered? This paper argues that entrepreneurial culture is an underestimated solution to this difficult challenge. It therefore differs from common models in which other measures such as financial capital or networks play a predominant role and thus mask the influence of entrepreneurial culture on innovation in entrepreneurial ecosystems.

Using a qualitative literature analysis, the paper links various interdisciplinary touch points to the entrepreneurial ecosystem – including the individual-focused cognitive aspects of entrepreneurs, the social and spatial communities and the ecosystem as a service model.

The framework is conceptualized as a multi-layer model, enabling a discussion of policy measures in socioeconomic spaces with a short- and long-term perspective. It dispenses artificial assumptions and considers the complexity of human behavior as a strong and reciprocal driver of entrepreneurial culture.

With this framework, the paper tends to qualify policy makers and researchers in a de-tailed manner, when it comes to the formulation and application of culture-focused innovation policies.

The paper enriches the existing research with a new perspective on the relation between entrepreneurial culture and entrepreneurial ecosystems, which especially emphasizes the entrepreneurs experienced reality and its multi-level embeddedness.

Culture is recognized as a pivotal variable in country of origin (COO) research. The purpose of this paper is to assess culture from an individual perspective and to examine the extent to which individual cultural orientations have similar associations with 33 manager- and consumer-related variables between two culturally opposite countries: the USA and South Korea.

An online survey is used. The sample size is 540 for the US sample and 572 for the Korean sample. The correlational similarity between the cultural orientations and other variables is analyzed in three ways and confirmed invariant in the majority cases of each analysis.

Individual cultural orientations are measured by Cultural Value Scale (Yoo et al., 2011), a 26-item five-dimensional scale measuring Hofstede’s typology of culture at the individual level. The three-faceted similarity test of each of the 165 pairs of correlations between the USA and Korea samples (i.e. 33 variables × 5 dimensions of individual cultural orientations) shows that the majority of the correlations are significantly similar between the two countries.

This is a first study in examining the invariance of the relationships of all five dimensions of Hofstede’s culture at the individual level to a variety of variables. As the invariance is found to be a norm, the role of culture in the COO phenomena can be studied at the individual level in a country and be expanded to other countries.

Information systems (IS) strategic alignment is a significant chief information officers (CIO) and top management issue because of its impact on a firm’s performance and profitability. Previous studies have primarily examined informal dimension’s influence on IS strategic alignment. Nevertheless, a few research works have emphasised cultural dimension’s effect. The purpose of this paper is to empirically investigate and bring out organisational culture’s influence on IS strategic alignment. Notably, it highlights the most significant culture types, according to the Competing Value Framework (Cameron et al., 2006).

Empirical setting comprises a quantitative approach using a survey based on a sample of 160 business managers (BMs) of 53 large companies located in Tunisia with international activities and being in the post-implementation operational use phase of their enterprise resource planning (ERP) systems. The partial least square (PLS) method has been used for data analysis.

The results provide an empirical evidence supporting a positive and significant organisational culture’s influence on the IS strategic alignment. The findings also show that “Clan Culture” (Internal/Flexibility-oriented culture) positively influences IS alignment along with the strategic priorities. These findings provide guidance and help understand how, through clan culture, the company can contribute significantly to the success of its ERP systems strategic alignment during the most critical phase, namely, post-implementation.

Despite abundant work related to IS alignment topic, little research, to the authors’ knowledge, has been undertaken in considering organisational culture’s influence. Thus, this research aims to fill this gap and to raise new questions about IS alignment. First, this study puts together organisational culture (through the Competing values Framework) and strategic alignment (through the IS use dimension) in a single research model to analyse four culture types’ direct effect on IS alignment. Second, this study is innovative in its use of the ERP post-implementation as an empirical framework. The post-implementation phase is often played down in research work in favour of the upstream pre-implementation phases. Furthermore, the findings bring together theoretical and practical insights on both IS-business strategic alignment and ERP post-implementation. Thus, future research could emphasise the role of clan culture in the efficiency of ERP systems strategic alignment during the usage phase. Building on these findings, BM, CIO and top management are advised to promote this culture type based on communication, information sharing and the spirit of internal partnership – so that their ERP systems are used appropriately and aligned with the company’s strategic priorities.

This study investigates the influence of corporate culture on financial reporting transparency within Iranian firms.

Leveraging a dataset of 1,480 firm-year observations from the Tehran Stock Exchange spanning from 2013 to 2022, the study employs text mining to quantify linguistic features of corporate culture and transparency, specifically readability and tone, within annual financial statements and Management Discussion and Analysis (MD&A) reports.

Our results confirm a positive and significant relationship between corporate culture and financial reporting transparency. The distinct dimensions of corporate culture — Creativity, Competition, Control, and Collaboration — each uniquely enhance financial transparency. Robustness tests including firm fixed-effects, entropy balancing, Generalized Method of Moments (GMM), and Propensity Score Matching (PSM) validate the profound influence of corporate culture on transparency. Additionally, our analysis shows that corporate culture significantly affects the disclosure of business, operational, and financial risks, with varying impacts across risk categories. Cross-sectional analysis further reveals how the impact of corporate culture on transparency varies significantly across different industries and firm sizes.

The study’s scope, while focused on Iran, opens avenues for comparative research in different cultural and regulatory environments. Its reliance on text mining could be complemented by qualitative methods to capture more nuanced linguistic subtleties.

Findings underscore the strategic importance of cultivating a transparent corporate culture for enhancing financial reporting practices and stakeholder trust, particularly in emerging economies with similar dynamics to Iran.

This research is pioneering in its quantitative analysis of the textual features of corporate culture and its impact on transparency within Iranian corporate reports, integrating foundational theoretical perspectives with empirical evidence.

The purpose of this paper to examine the impact of shop floor (SF) culture (organizational culture (OC) perceived by workers) and SF subcultures assessed by the competing values framework (CVF) on the perceived use of lean production (LP) practices.

The authors analyse questionnaires completed by workers at the single case company undergoing a commonplace lean transformation. The survey items cover both LP items and CVF statements. The propositions are analysed applying cluster analysis and regression.

At the case company, the multidimensionality of SF culture only partially exists, and the perceived use of LP practices shows little connection to OC. The considerable differences between SF culture and SF subcultures on the one hand and among SF subcultures on the other hand indicate the existence of a special multidimensional SF culture. Altogether, SF culture’s impact on LP is weak.

Managers should rethink the usual lean implementation pathways and understand how values pervade SF culture and how culture types impact the perceived use of LP practices at the SF. Managers could face a trade-off: smoother lean transition by engaging in SF subculture-specific transitions and reinforcing it or by developing a homogenous lean SF culture.

To the best of the authors’ knowledge, this is the first empirical attempt to understand the impact of SF culture on the perceived use of LP practices by adopting a validated OC measurement tool. Furthermore, the study provides insight into workers’ subcultures.