Peter B. Smith

Culture and Conformity: A Meta-Analysis of Studies Using Asch's (1952b, 1956) Line Judgment Task

A meta-analysis of conformity studies using an Asch-type line judgment task (1952b, 1956) was conducted to investigate whether the level of conformity has changed over time and whether it is related crogs-culturally to individualism-collectivism. The fiterature search produced 133 studies drawn from 17 countries. An analysis of U.S. studies found that conformity has declined since the 1950s. Results from 3 surveys were used to assess a countrys individualism-collectivism, and for each survey the measures were found to be significantly related to conformity. Collectivist countries tended to show higher levels of conformity than individualist countries. Conformity research must attend more to cultural variables and to their role in the processes involved in social influence. The view has long been held that conformity is to some extent a product of cultural conditions, and it is a stable feature of popular stereotypes that some national groups are conforming and submissive, whereas others are independent and self-assertive (e.g., Peabody, 1985 ). Likewise, the extent to which dissidence is tolerated in a society will vary at different points in its history, and several commentators have suggested that the relatively high levels of conformity found in experiments conducted in the early 1950s (notably Asch, 1952b, 1956) was in part a product of the McCarthy era (e.g., Larsen, 1974; Mann, 1980; Perrin & Spencer, 1981 ). Although Aschs ( 1952b, 1956) seminal research is often interpreted as demonstrating that conformity is fundamental to group processes (Friend, Rafferty, & Bramel, 1990), Asch was as much concerned with those factors that enabled individuals to resist group pressure, factors which he saw as rooted in a societys values and socialization practices. That we have found the tendency to conformity in our society so strong that reasonably intelligent and well-meaning young people are willing to call White Black is a matter of concern. It raises questions about our ways of education and about the values that guide our conduct. (Asch, 1955, p. 34)

National Culture and the Values of Organizational Employees A Dimensional Analysis Across 43 Nations

The values of 8,841 managers and organization employees from 43 countries were surveyed. The range of nations included paralleled many of those surveyed by Hofstede (1980) but added also substantial samples from ex-communist nations. Questionnaire items focused primarily on measures of universalism-particularism, achievement-ascription, and individualism-collectivism. Multidimensional scaling of country means revealed three interpretable dimensions. The relation of these dimensions to the results of earlier large-scale surveys and to a variety of demographic indexes is explored. It is found that there are continuing substantial differences in modal cultural values of organization employees and that these are largely consistent with differences reported by others. The present results suggest that the dimensions defined by Hofstede as individualism-collectivism and power distance may be better defined as representing varying orientations toward continuity of group membership (loyal involvement/ utilitarian involvement) and varying orientations toward the obligations of social relationship (conservatism/egalitarian commitment).

Differences between tight and loose cultures: A 33-nation study

The differences across cultures in the enforcement of conformity may reflect their specific histories. With data from 33 nations, we illustrate the differences between cultures that are tight (have many strong norms and a low tolerance of deviant behavior) versus loose (have weak social norms and a high tolerance of deviant behavior). Tightness-looseness is part of a complex, loosely integrated multilevel system that comprises distal ecological and historical threats (e.g., high population density, resource scarcity, a history of territorial conflict, and disease and environmental threats), broad versus narrow socialization in societal institutions (e.g., autocracy, media regulations), the strength of everyday recurring situations, and micro-level psychological affordances (e.g., prevention self-guides, high regulatory strength, need for structure). This research advances knowledge that can foster cross-cultural understanding in a world of increasing global interdependence and has implications for modeling cultural change.

Cultural Values, Sources of Guidance, and their Relevance to Managerial Behavior A 47-Nation Study

Data are presented showing how middle managers in 47 countries report handling eight specific work events. The data are used to test the ability of cultural value dimensions derived from the work of Hofstede, Trompenaars, and Schwartz to predict the specific sources of guidance on which managers rely. Focusing on sources of guidance is expected to provide a more precise basis than do generalized measures of values for understanding the behaviors that prevail within different cultures. Values are strongly predictive of reliance on those sources of guidance that are relevant to vertical relationships within organizations. However, values are less successful in predicting reliance on peers and on more tacit sources of guidance. Explaining national differences in these neglected aspects of organizational processes will require greater sensitivity to the culture-specific contexts within which they occur.

Acquiescent Response Bias as an Aspect of Cultural Communication Style

Estimates of acquiescent response bias derived from previously published, large-scale cross-cultural surveys that used Likert-type response scales are compared. Substantial evidence for convergent validity is found, particularly in relation to the surveys that measured value preferences. High bias in responses to personally relevant items is found in nations that are high on family collectivism and on a preference for increased uncertainty avoidance. High bias in responses to descriptions of others is found in nations low in uncertainty avoidance. These findings suggest that national indicators of acquiescence have substantive cultural meaning and should not be eliminated from nation-level analyses but rather built into analyses of cultural dynamics.

Role Conflict, Ambiguity, and Overload: A 21-Nation Study

The extent of role conflict, role ambiguity, and role overload reported by middle managers from 21 nations was related to national scores on power distance, individualism, uncertainty avoidance, an...

The Rotter locus of control scale in 43 countries: a test of cultural relativity

A databank of 9140 responses to the Rotter (1966) locus of control scale was analyzed, using multidimensional scaling techniques. Respondents were employees in business organizations in 43 countries. Three interpretable dimensions were identified. The first was interpreted in terms of Schwartzs (1992) dimensions of mastery over the environment versus harmony with the environment. It also correlated significantly with country means for internality. The second distinguished responses from countries identified by Hofstede (1980) as individualist and collectivist. The third referred principally to the role of luck and chance. Parallels with the results of Levenson (1981) and the implications of convergence with the results of cross-cultural studies not based upon the concept of locus of control are discussed.

Culture’s Consequences: Something Old and Something New

Since its publication in 1980, Geert Hofstede’s Culture’s consequences has had a profound influence on the development of cross-cultural studies within psychology, in organization studies and in the social sciences more generally. Although the approach to cross-cultural studies that Hofstede pioneered has been by no means universally endorsed, many contributors to the field have nonetheless oriented their work in terms of acceptance or rejection of the key elements within his approach. The publication of a greatly revised and substantially expanded second edition (Hofstede, 2001) to this landmark work is an event requiring detailed scrutiny. The new edition, like its predecessor, is a work of meticulous scholarship. Indeed the preparation of both editions has spanned six or seven years, entailing very extensive literature search and data analysis. The new edition follows a parallel structure to the first edition, with two introductory chapters, followed by four chapters focusing upon the culture-level dimensions identified earlier. There now follow two further chapters reflecting work that Hofstede (1991) first presented in more popular form in Cultures and organisations: the added dimension of Long Term Orientation, and work on organizational cultures. Finally there are two new concluding chapters. The amount of rewriting that has gone even into those chapters whose basic format is unchanged is substantial. Each chapter includes a separate section giving greater technical detail, as well as extensive footnotes. The extended title tells us of the broader relevance that Hofstede now finds in his IBM data. The book is of course a new edition, not a new study. The IBM databank remains the primary basis for the analyses that are presented. In the

Perceptions of Aging across 26 Cultures and their Culture-Level Associates

College students (N=3,435) in 26 cultures reported their perceptions of age-related changes in physical, cognitive, and socioemotional areas of functioning and rated societal views of aging within their culture. There was widespread cross-cultural consensus regarding the expected direction of aging trajectories with (a) perceived declines in societal views of aging, physical attractiveness, the ability to perform everyday tasks, and new learning; (b) perceived increases in wisdom, knowledge, and received respect; and (c) perceived stability in family authority and life satisfaction. Cross-cultural variations in aging perceptions were associated with culture-level indicators of population aging, education levels, values, and national character stereotypes. These associations were stronger for societal views on aging and perceptions of socioemotional changes than for perceptions of physical and cognitive changes. A consideration of culture-level variables also suggested that previously reported differences in aging perceptions between Asian and Western countries may be related to differences in population structure.

Reward Allocation and Culture A Meta-Analysis

A meta-analysis is reported of those cross-cultural reward allocation studies in which the allocator was not a recipient of the allocation. Results from 25 studies in 14 different cultures were included. Previous narrative reviews of the literature have used individualism-collectivism as an explanatory framework. However, it was found that Schwartzs hierarchy and Hofstedes power distance dimensions account best for cross-cultural differences in reward allocation. Individualism-collectivism was not related to effect size. Study designs and participants sampled (students versus employees) were identified as moderator variables. The findings are discussed in terms of theoretical and practical implications for cross-cultural research.