Escalas de Cultura de Dorfman y Howell. Análisis de Invarianza Factorial Progresiva

Escalas de Cultura de Dorfman y Howell. Análisis de Invarianza Factorial Progresiva

Uno de los modelos teóricos más influyentes en la investigación transcultural es el desarrollado por Geert Hofstede, que originalmente consideraba cuatro dimensiones con las cuales se podía comparar diferentes culturas nacionales. Este modelo se basaba en las atribuciones y percepciones de los sujetos en relación a la cultura donde se desenvolvían, sin ser focalizado su modelo de medida en situaciones específicas como la pertenencia a una determinada organización o las creencias individuales. Dorfman y Howell (1988) elaboran una versión para las escalas de Hofstede para incluir el dominio organizacional en las respuestas, como forma de dar cuenta de la cultura laboral. Estas escalas han sido difundidas y utilizadas ampliamente dentro de la... Ver más

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Revista Iberoamericana de Psicología

2027-1786

2500-6517

Luna, Juan Francisco

Didier Pino, Nicolás Osvaldo

CORPORACIÓN UNIVERSITARIA IBEROAMERICANA

10.33881/2027-1786.rip.13309

13

2020-12-31

146

155

Colombia

Psicometria

Invarianza Factorial; Escala de Valores Laborales; Cultura Laboral; dimensiones culturales; psicometría; validación de instrumentos

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spelling Escalas de Cultura de Dorfman y Howell. Análisis de Invarianza Factorial Progresiva
Julnes, G. (1999). Principal Component Analysis, Factor Analysis, and Cluster Analysis. In G. J. Miller & M. L. Whicker (Eds.), Handbook of Research Methods in Public Administration (Second Edi, pp. 549–598). https://doi.org/10.4324/9780203908303
Peck, C., & Reitzug, U. C. (2012). How Existing Business Management Concepts Become School Leadership Fashions. Educational Administration Quarterly, 48(2), 347–381. https://doi.org/10.1177/0013161X11432924
Oyserman, D., Coon, H. M., & Kemmelmeier, M. (2002). Rethinking individualism and collectivism: Evaluation of theoretical assumptions and meta-analyses. Psychological Bulletin, 128(1), 3–72. https://doi.org/10.1037/0033-2909.128.1.3
Organización Internacional del Trabajo. (2020). El teletrabajo durante la pandemia de COVID-19 y después de ella. Recovered from https://www.ilo.org/wcmsp5/groups/public/---ed_protect/---protrav/---travail/documents/publication/wcms_758007.pdf
Minkov, M. (2007). What makes us different and similar : a new interpretation of the World Values Survey and other cross-cultural data. Klasika i Stil Publishing House.
McSweeney, B. (2002). Hofstede’s model of national cultural differences and their consequences: A triumph of faith - A failure of analysis. Human Relations, 55(1), 89–118. https://doi.org/10.1177/0018726702551004
Ma, Z., Erkus, A., & Tabak, A. (2010). Explore the impact of collectivism on conflict management styles: A Turkish study. International Journal of Conflict Management, 21(2), 169–185. https://doi.org/10.1108/10444061011037396
Little, T. D. (1997). Mean and Covariance Structures (MACS) Analyses of Cross-Cultural Data: Practical and Theoretical Issues. Multivariate Behavioral Research, 32(1), 53–76. https://doi.org/10.1207/s15327906mbr3201_3
Kirkman, B. L., Lowe, K. B., & Gibson, C. B. (2006). A Quarter Century of “Culture’s Consequences”: A Review of Empirical Research Incorporating Hofstede’s Cultural Values Framework. Journal of International Business Studies, 37(3), 285–320. https://doi.org/10.1057/palgrave.jibs.8400202
Kersh, J. (2020). ‘Gender, Neoliberalism, and the Venezuelan Migrant Crisis’: Female Migrants’ Informal Labour and Access to Services in Urban Colombia. Bulletin of Latin American Research. https://doi.org/10.1111/blar.13207
Jackson, D. L., Gillaspy, J. A., & Purc-Stephenson, R. (2009). Reporting Practices in Confirmatory Factor Analysis: An Overview and Some Recommendations. Psychological Methods, 14(1), 6–23. https://doi.org/10.1037/a0014694
Segalla, M., Jacobs-Belschak, G., & Müller, C. (2001). Cultural influences on employee termination decisions: Firing the good, average, or the old? European Management Journal, 19(1), 58–72. https://doi.org/10.1016/S0263-2373(00)00071-2
Hofstede, G., & Minkov, M. (2010). Long- versus short-term orientation: New perspectives. Asia Pacific Business Review, 16(4), 493–504. https://doi.org/10.1080/13602381003637609
Hofstede, G., Hofstede, G. J., & Minkov, M. (2010). Cultures and Organizations: Software of the Mind. Revised and Expanded. SAGE Publications.
Hofstede, G., & Bond, M. H. (1988). The Confucius Connection : From Cultural Roots. Organizational Dynamics, 16(4), 4–21. https://doi.org/10.1016/0090-2616(88)90009-5
Hofstede, G. (2002). Dimensions do not exist: A reply to Brendan McSweeney. Human Relations, 55(11), 1355–1361. https://doi.org/10.1177/0018726702055011921
Hofstede, G. (2001). Culture’s consequences: comparing values, behaviors, institutions, and organizations across nations (Second Ed). SAGE Publications, Ltd.
Hofstede, G. (1993). Cultural constraints in management theories. Academy of Management Perspectives, 7(1), 81–94. https://doi.org/10.5465/ame.1993.9409142061
Hofstede, G. (1991). Culture’s consequences: international differences in work-related values (Abridged E). SAGE Publications, Ltd.
Hofstede, G. (1983). The Cultural Relativity of Organizational Practices and Theories. Journal of International Business Studies, 14(2), 75–89. https://doi.org/10.1057/palgrave.jibs.8490867
Hofstede, G. (1980). Culture’s consequences international differences in work-related values. SAGE Publications.
Rapanta, C., Botturi, L., Goodyear, P., Guàrdia, L., & Koole, M. (2020). Online University Teaching During and After the Covid-19 Crisis: Refocusing Teacher Presence and Learning Activity. Postdigital Science and Education, 2(3), 923–945. https://doi.org/10.1007/s42438-020-00155-y
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Furrer, O., Liu, B. S. C., & Sudharshan, D. (2000). The Relationships between Culture and Service Quality Perceptions: Basis for Cross-Cultural Market Segmentation and Resource Allocation. Journal of Service Research, 2(4), 355–371. https://doi.org/10.1177/109467050024004
https://reviberopsicologia.ibero.edu.co/article/view/rip.13309
Revista iberoamericana de psicología
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Núm. 3 , Año 2020 : Revista Iberoamericana de Psicología
Abrahamson, E., & Fairchild, G. (1999). Management fashion: Lifecycles, triggers, and collective learning processes. Administrative Science Quarterly, 44(4), 708–740. https://doi.org/10.2307/2667053
3
13
Psicometria
Invarianza Factorial; Escala de Valores Laborales; Cultura Laboral; dimensiones culturales; psicometría; validación de instrumentos
Luna, Juan Francisco
Didier Pino, Nicolás Osvaldo
Uno de los modelos teóricos más influyentes en la investigación transcultural es el desarrollado por Geert Hofstede, que originalmente consideraba cuatro dimensiones con las cuales se podía comparar diferentes culturas nacionales. Este modelo se basaba en las atribuciones y percepciones de los sujetos en relación a la cultura donde se desenvolvían, sin ser focalizado su modelo de medida en situaciones específicas como la pertenencia a una determinada organización o las creencias individuales. Dorfman y Howell (1988) elaboran una versión para las escalas de Hofstede para incluir el dominio organizacional en las respuestas, como forma de dar cuenta de la cultura laboral. Estas escalas han sido difundidas y utilizadas ampliamente dentro de la comunidad de investigación transcultural, sin presentarse un análisis en profundidad de la calidad de medida de tales escalas. Este artículo se aboca en presentar los resultados del análisis de la invarianza factorial de las escalas, considerando las cuatro dimensiones originales de Hofstede, a través del análisis factorial progresivo considerando los tres pasos de restricciones respecto de los resultados.
Corporación Universitaria Iberoamericana - 2021
Español
Berg, R. C., Rechkemmer, A., Espinel, Z., & Shultz, J. M. (2020). COVID-19 as a tipping point for Latin America’s sustainable development goals: the case of Venezuelan migrants in Colombia. Migration and Development, 00(00), 1–10. https://doi.org/10.1080/21632324.2020.1830564
Fang, T. (2003). A critique of Hofstede’s fifth national culture dimension. International Journal of Cross Cultural Management, 3(3), 347–368. https://doi.org/10.1177/1470595803003003006
Didier, NicoláS, & Luna, J. F. (2017). ¿dónde Estamos? La Cultura Laboral Chilena desde Hofstede. Revista Colombiana de Psicologia, 26(2), 295–311. https://doi.org/10.15446/rcp.v26n2.60557
Dorfman, W. ., & Howell, P. . (1988). Dimensions of national culture and effective leadership patterns: Hofstede revised. Advances in International Comparative Management, 3(October), 127–150. https://doi.org/papers3://publication/uuid/ED882AF0-E0C3-47BF-B412-A521D211BF79
Fanelli, D. (2018). Is science really facing a reproducibility crisis, and do we need it to? Proceedings of the National Academy of Sciences of the United States of America, 115(11), 2628–2631. https://doi.org/10.1073/pnas.1708272114
Didier, Nicolás. (2020). Are we ready? Labor market transit to the digital economy. Journal of Adult & Continuing Education. https://doi.org/10.1177%2F1477971420983347
Didier, Nicolás. (2019). Discriminación laboral desde Recursos Humanos: Un debate técnico pendiente. NOVUM, 1(9), 9–31. Recuperado a partir de https://revistas.unal.edu.co/index.php/novum/article/view/72995
Didier, Nicolás. (2017). Los hijos de la democracia: rasgos, valores individuales, laborales y sociales en Chile. Revista de Psicología, 26(2), 1–16. https://doi.org/10.5354/0719-0581.2017.47949
Fang, T., Novicevic, M. M., & Zikic, J. (2009). Career success of immigrant professionals: Stock and flow of their career capital. International Journal of Manpower, 30(5), 472–488. https://doi.org/10.1108/01437720910977661
Didier, Nicolás. (2021). Does credentialism affect the gender wage gap? Evidence from Chile. Latin American Policy.
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Bird, A., & Metcalf, L. (2004). Integrating Twelve Dimensions of Negotiating Behavior and Hofstede ’ s Work-Related Values : A Six-Country Comparison Basic Concept of Negotiation : Distributive vs . Integrative. In H. Vinken, J. Soeters, & P. Ester (Eds.), Comparing Cultures: Dimensions of Culture in a Comparative Perspective (pp. 251–269). Leiden. Recovered from https://core.ac.uk/download/pdf/19160528.pdf
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Forde, C., & Mackenzie, R. (2009). Employers’ use of low-skilled migrant workers: Assessing the implications for human resource management. International Journal of Manpower, 30(5), 437–452. https://doi.org/10.1108/01437720910977643
Didier, Nicolás, & Luna, J. F. (2017). ¿dónde Estamos? La Cultura Laboral Chilena desde Hofstede. Revista Colombiana de Psicologia, 26(2), 295–311. https://doi.org/10.15446/rcp.v26n2.60557
One of the most influential theoretical models in cross-cultural research was developed by Geert Hofstede, which initially considered four dimensions with which different national cultures could be compared. That model was based on attributions and perceptions of individuals related to the culture where they live without focusing on its measurement model in specific situations such as belonging to a particular organization or individual beliefs. Dorfman and Howell (1988) developed a version for Hofstede scales to include organizational domain responses to approach for the work culture. These scales have been disseminated and widely used within the research community transcultural without presenting a detailed analysis of such scales' quality of measurement. This article attempts to present the analysis results of the measurement invariance of scales, considering the four original dimensions of Hofstede, through the progressive factor analysis considering three steps of restrictions on the results.
Analysis of Progressive Measurement Invariance of Dorfman and Howell’s Cultural Scales
Journal article
https://reviberopsicologia.ibero.edu.co/article/download/rip.13309/1667
2020-12-31T00:00:00Z
155
2020-12-31
2027-1786
2500-6517
10.33881/2027-1786.rip.13309
https://doi.org/10.33881/2027-1786.rip.13309
146
2020-12-31T00:00:00Z
institution CORPORACIÓN UNIVERSITARIA IBEROAMERICANA
thumbnail https://nuevo.metarevistas.org/CORPORACIONUNIVERSITARIAIBEROAMERICANA/logo.png
country_str Colombia
collection Revista Iberoamericana de Psicología
title Escalas de Cultura de Dorfman y Howell. Análisis de Invarianza Factorial Progresiva
spellingShingle Escalas de Cultura de Dorfman y Howell. Análisis de Invarianza Factorial Progresiva
Luna, Juan Francisco
Didier Pino, Nicolás Osvaldo
Psicometria
Invarianza Factorial; Escala de Valores Laborales; Cultura Laboral; dimensiones culturales; psicometría; validación de instrumentos
title_short Escalas de Cultura de Dorfman y Howell. Análisis de Invarianza Factorial Progresiva
title_full Escalas de Cultura de Dorfman y Howell. Análisis de Invarianza Factorial Progresiva
title_fullStr Escalas de Cultura de Dorfman y Howell. Análisis de Invarianza Factorial Progresiva
title_full_unstemmed Escalas de Cultura de Dorfman y Howell. Análisis de Invarianza Factorial Progresiva
title_sort escalas de cultura de dorfman y howell. análisis de invarianza factorial progresiva
title_eng Analysis of Progressive Measurement Invariance of Dorfman and Howell’s Cultural Scales
description Uno de los modelos teóricos más influyentes en la investigación transcultural es el desarrollado por Geert Hofstede, que originalmente consideraba cuatro dimensiones con las cuales se podía comparar diferentes culturas nacionales. Este modelo se basaba en las atribuciones y percepciones de los sujetos en relación a la cultura donde se desenvolvían, sin ser focalizado su modelo de medida en situaciones específicas como la pertenencia a una determinada organización o las creencias individuales. Dorfman y Howell (1988) elaboran una versión para las escalas de Hofstede para incluir el dominio organizacional en las respuestas, como forma de dar cuenta de la cultura laboral. Estas escalas han sido difundidas y utilizadas ampliamente dentro de la comunidad de investigación transcultural, sin presentarse un análisis en profundidad de la calidad de medida de tales escalas. Este artículo se aboca en presentar los resultados del análisis de la invarianza factorial de las escalas, considerando las cuatro dimensiones originales de Hofstede, a través del análisis factorial progresivo considerando los tres pasos de restricciones respecto de los resultados.
description_eng One of the most influential theoretical models in cross-cultural research was developed by Geert Hofstede, which initially considered four dimensions with which different national cultures could be compared. That model was based on attributions and perceptions of individuals related to the culture where they live without focusing on its measurement model in specific situations such as belonging to a particular organization or individual beliefs. Dorfman and Howell (1988) developed a version for Hofstede scales to include organizational domain responses to approach for the work culture. These scales have been disseminated and widely used within the research community transcultural without presenting a detailed analysis of such scales' quality of measurement. This article attempts to present the analysis results of the measurement invariance of scales, considering the four original dimensions of Hofstede, through the progressive factor analysis considering three steps of restrictions on the results.
author Luna, Juan Francisco
Didier Pino, Nicolás Osvaldo
author_facet Luna, Juan Francisco
Didier Pino, Nicolás Osvaldo
topicspa_str_mv Psicometria
Invarianza Factorial; Escala de Valores Laborales; Cultura Laboral; dimensiones culturales; psicometría; validación de instrumentos
topic Psicometria
Invarianza Factorial; Escala de Valores Laborales; Cultura Laboral; dimensiones culturales; psicometría; validación de instrumentos
topic_facet Psicometria
Invarianza Factorial; Escala de Valores Laborales; Cultura Laboral; dimensiones culturales; psicometría; validación de instrumentos
citationvolume 13
citationissue 3
citationedition Núm. 3 , Año 2020 : Revista Iberoamericana de Psicología
publisher Bogotá: Corporación Universitaria Iberoamericana
ispartofjournal Revista iberoamericana de psicología
source https://reviberopsicologia.ibero.edu.co/article/view/rip.13309
language Español
format Article
rights http://purl.org/coar/access_right/c_abf2
info:eu-repo/semantics/openAccess
https://creativecommons.org/licenses/by-nc-sa/4.0/
Corporación Universitaria Iberoamericana - 2021
references Julnes, G. (1999). Principal Component Analysis, Factor Analysis, and Cluster Analysis. In G. J. Miller & M. L. Whicker (Eds.), Handbook of Research Methods in Public Administration (Second Edi, pp. 549–598). https://doi.org/10.4324/9780203908303
Peck, C., & Reitzug, U. C. (2012). How Existing Business Management Concepts Become School Leadership Fashions. Educational Administration Quarterly, 48(2), 347–381. https://doi.org/10.1177/0013161X11432924
Oyserman, D., Coon, H. M., & Kemmelmeier, M. (2002). Rethinking individualism and collectivism: Evaluation of theoretical assumptions and meta-analyses. Psychological Bulletin, 128(1), 3–72. https://doi.org/10.1037/0033-2909.128.1.3
Organización Internacional del Trabajo. (2020). El teletrabajo durante la pandemia de COVID-19 y después de ella. Recovered from https://www.ilo.org/wcmsp5/groups/public/---ed_protect/---protrav/---travail/documents/publication/wcms_758007.pdf
Minkov, M. (2007). What makes us different and similar : a new interpretation of the World Values Survey and other cross-cultural data. Klasika i Stil Publishing House.
McSweeney, B. (2002). Hofstede’s model of national cultural differences and their consequences: A triumph of faith - A failure of analysis. Human Relations, 55(1), 89–118. https://doi.org/10.1177/0018726702551004
Ma, Z., Erkus, A., & Tabak, A. (2010). Explore the impact of collectivism on conflict management styles: A Turkish study. International Journal of Conflict Management, 21(2), 169–185. https://doi.org/10.1108/10444061011037396
Little, T. D. (1997). Mean and Covariance Structures (MACS) Analyses of Cross-Cultural Data: Practical and Theoretical Issues. Multivariate Behavioral Research, 32(1), 53–76. https://doi.org/10.1207/s15327906mbr3201_3
Kirkman, B. L., Lowe, K. B., & Gibson, C. B. (2006). A Quarter Century of “Culture’s Consequences”: A Review of Empirical Research Incorporating Hofstede’s Cultural Values Framework. Journal of International Business Studies, 37(3), 285–320. https://doi.org/10.1057/palgrave.jibs.8400202
Kersh, J. (2020). ‘Gender, Neoliberalism, and the Venezuelan Migrant Crisis’: Female Migrants’ Informal Labour and Access to Services in Urban Colombia. Bulletin of Latin American Research. https://doi.org/10.1111/blar.13207
Jackson, D. L., Gillaspy, J. A., & Purc-Stephenson, R. (2009). Reporting Practices in Confirmatory Factor Analysis: An Overview and Some Recommendations. Psychological Methods, 14(1), 6–23. https://doi.org/10.1037/a0014694
Segalla, M., Jacobs-Belschak, G., & Müller, C. (2001). Cultural influences on employee termination decisions: Firing the good, average, or the old? European Management Journal, 19(1), 58–72. https://doi.org/10.1016/S0263-2373(00)00071-2
Hofstede, G., & Minkov, M. (2010). Long- versus short-term orientation: New perspectives. Asia Pacific Business Review, 16(4), 493–504. https://doi.org/10.1080/13602381003637609
Hofstede, G., Hofstede, G. J., & Minkov, M. (2010). Cultures and Organizations: Software of the Mind. Revised and Expanded. SAGE Publications.
Hofstede, G., & Bond, M. H. (1988). The Confucius Connection : From Cultural Roots. Organizational Dynamics, 16(4), 4–21. https://doi.org/10.1016/0090-2616(88)90009-5
Hofstede, G. (2002). Dimensions do not exist: A reply to Brendan McSweeney. Human Relations, 55(11), 1355–1361. https://doi.org/10.1177/0018726702055011921
Hofstede, G. (2001). Culture’s consequences: comparing values, behaviors, institutions, and organizations across nations (Second Ed). SAGE Publications, Ltd.
Hofstede, G. (1993). Cultural constraints in management theories. Academy of Management Perspectives, 7(1), 81–94. https://doi.org/10.5465/ame.1993.9409142061
Hofstede, G. (1991). Culture’s consequences: international differences in work-related values (Abridged E). SAGE Publications, Ltd.
Hofstede, G. (1983). The Cultural Relativity of Organizational Practices and Theories. Journal of International Business Studies, 14(2), 75–89. https://doi.org/10.1057/palgrave.jibs.8490867
Hofstede, G. (1980). Culture’s consequences international differences in work-related values. SAGE Publications.
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