![]() ![]() Although the GLOBE study identified ten clusters, we will discuss only the seven clusters most relevant for international managers: the Anglo cluster, the Confucian Asia cluster, the Germanic Europe cluster, the Nordic Europe cluster, the Latin America cluster, the Middle East cluster, and the sub-Saharan cluster. Because the clusters include societies with similar cultural profiles, similar cultural adaptations can be made. This categorization provides a convenient way to summarize cultural information for a larger number of countries and simplifies the task of the international manager attempting to manage effectively in countries within clusters. Similar to Hofstede, the GLOBE researchers categorized countries into clusters of countries with similar cultural characteristics. The only two cultural dimensions unique to the GLOBE project are performance orientation (degree to which societies emphasize performance and achievement) and humane orientation (extent to which societies places importance on fairness, altruism, and caring). However, basing their work on Hofstede’s cultural dimensions, it is not surprising to note that five of these dimensions are similar to those uncovered by Hofstede, namely 1) uncertainty avoidance, 2) power distance, 3) future orientation (degree to which society values the long term) 4) assertiveness orientation (masculinity), 5) gender egalitarianism (femininity), 6) institutional, and 7) societal collectivism (similar to individualism/collectivism). Similar to Hofstede, the GLOBE researchers uncovered nine cultural dimensions. 8 The GLOBE project involves 170 researchers from over 60 countries who collected data on 17,000 managers from 62 countries around the world. While the Hofstede framework was developed in the 1960s, the GLOBE project developed in the 1990s is a more recent attempt to understand cultural dimensions. How are regions of the world categorized using the GLOBE framework, and how does this categorization enhance understanding of cross-cultural leadership?Ī second important cultural framework, the Global Leadership and Organizational Behavior Effectiveness (GLOBE) project provides managers with an additional lens through which they can better understand how to perform well in an international environment.The role of a specific culture in shaping gender stereotypes in television advertising is thus smaller than commonly thought.\) These findings suggest that gender stereotyping in television advertising does not depend on the gender equality prevalent in a country. A multilevel model further showed that gender stereotypes were independent of a country's gender indices, including Hofstede's Masculinity Index, GLOBE's Gender Egalitarianism Index, the Gender-related Development Index, the Gender Inequality Index, and the Global Gender Gap Index. Analyzing the gender of the primary character and voiceover, as well as the age, associated product categories, home-or work setting, and the working role of the primary character, we concluded that gender stereotypes in TV advertising can be found around the world. Our sample consists of 1755 ads collected in May 2014. With content analytical data from a total of 13 Asian, American, and European countries, we study the stereotypical depiction of men and women in television advertisements. Our findings also suggest high levels of in-group collectivism, future orientation, gender equality, political empowerment, the proportion of seats held by women in parliament, and a low level of uncertainty avoidance will positively impact women on boards.Īlthough there are numerous studies on gender-role portrayals in television advertising, comparative designs are clearly lacking. After running regressions, the results of our study indicate that Gender equality positively impacts shares of women on boards, mediated though women's political empowerment and the proportion of seats held by women in parliament. We use cultural factors score of House et al. Our sample of 56 countries was collected Catalyst, the World Economy Forum, and the World Bank in 2015. We will statistically examine relationships between cultural factors, political empowerment, institutional factors, gender equality scores, paid maternity leave, paid paternity leave, universal suffrage, and women on boards. We will explore relationships proffered by various researchers while also using more robust data and a larger sample. This study explores the cultural factors that act as antecedents to women serving on boards of directors all over the world.We extend the theory proposed by several researchers before (e.g., Warner-Soderholm et al., 2016 St Onge & Magnan, 2013). ![]()
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