A Cross-cultural examination of preferences for work attributes
ENPurpose: We examine the relationship between individual- and country-level values and preferences for job/organizational attributes. Design / methodology: Survey data were collected from 475 full-time employees (average of 9 years work experience, and 3 years in a managerial position) enrolled in part-time MBA programs in seven countries. Findings: Preference for a harmonious workplace is positively related to horizontal collectivism, whereas preference for remuneration/advancement is positively related to vertical individualism. We also find a positive relationship between preference for meaningful work and horizontal individualism, and between preference for employer prestige and social adjustment needs. Research limitations / implications: Although our sample comprised experienced, full-time professionals, using graduate business students may limit generalizability. Overall, our results provide initial support for the utility of incorporating the multidimensional I/C measure, as well as social adjustment needs, when assessing the relationships between values and employee preferences. Practical implications: For practitioners, the primary conclusion is that making assumptions about preferences based on nationality is risky. Findings may also prove useful for enhancing person-organization fit and the ability to attract and retain qualified workers. Originality/value: This study extends research on workers’ preferences by incorporating a new set of values and sampling experienced workers in a range of cultural contexts.
