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Professional Practice Series and Recommendations Hardcover_12

Tham khảo tài liệu 'professional practice series and recommendations hardcover_12', khoa học xã hội, kinh tế chính trị phục vụ nhu cầu học tập, nghiên cứu và làm việc hiệu quả | Work and Family in a Global Context 383 Performance orientation is the extent to which society encourages and rewards group members for performance improvement and excellence House et al. 1999 . Societies high in performance orientation value training and development expect direct and explicit communication and value what one does more than who one is. Countries high in performance orientation include Switzerland Singapore and Hong Kong and countries that score low on this dimension include Venezuela Greece and Russia. The United States scores relatively high on this dimension. In the following section we report the results of analyses that examine work-life effectiveness across cultural dimensions and by use of flexplace and flextime. Our analyses were designed to answer two questions 1 do reports of work-life effectiveness vary across cultural contexts and 2 is the use of flextime and flexplace associated with greater work-life effectiveness within specific cultural contexts for example high versus low collectivism . Investigation of Flexibility Use at Procter Gamble Participants were 24 327 managers employed by Procter Gamble in 50 countries throughout the globe. The majority were male 57.7 and were low- to mid-level managers 63.2 . The average tenure with the organization was in the range of six to ten years. Data were collected via Procter Gamble s annual employee opinion survey. The majority of surveys were administered online. Participation was voluntary. Work-life effectiveness was measured with three items When I leave work I continue to have energy for the things I enjoy My workload keeps me from my personal family activities more than is reasonable reverse scored Mywork environment prevents me from living a fit and healthy lifestyle reverse scored . Response options were based on a five-point scale that ranged from strongly disagree to strongly agree. Higher scores represent greater worklife effectiveness. Coefficient alpha was .62. Cultural values were