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National business ideology and employees’ prosocial values


  • Miriam Muethel

    (WHU – Otto Beisheim School of Management, Vallendar, Germany)

  • Martin Hoegl

    (WHU – Otto Beisheim School of Management, Vallendar, Germany)

  • K Praveen Parboteeah

    (Management Department, University of Wisconsin, Whitewater, USA)


Employees’ prosocial values have been shown to foster helping, cooperating, and volunteering behaviors, which in turn increase firm performance. However, despite the importance of prosocial values, there is a general neglect of this area in the international arena. As more trade occurs globally, interest in cross-cultural prosocial values is growing. We therefore build on socialization theory and introduce national business ideology as a country-level determinant of employees’ prosocial values. We thus argue that transformational leadership and professional altruism are key elements of a national business ideology's stimulation of employees’ prosocial values, while corporate corruption is considered to be an impediment. Based on 19,026 individuals from 17 countries, our cross-level analyses point to the national business ideology explaining national-level variances above and beyond cultural aspects. Results support our hypothesis that national business ideology, including transformational leadership and professional altruism, is positively related to employees’ prosocial values. The hypothesis on corporate corruption, however, was not supported. Instead, results indicate that employees apply rationalization strategies to justify corruption. With prosocial values being important for organizational performance as well as social welfare in general, we thus draw attention to socialization processes in national corporate work contexts.

Suggested Citation

  • Miriam Muethel & Martin Hoegl & K Praveen Parboteeah, 2011. "National business ideology and employees’ prosocial values," Journal of International Business Studies, Palgrave Macmillan;Academy of International Business, vol. 42(2), pages 183-201, February.
  • Handle: RePEc:pal:jintbs:v:42:y:2011:i:2:p:183-201

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    Cited by:

    1. van Hoorn, Andr, 2016. "How are migrant employees manages? An integrated analysis," Research Report 16001-GEM, University of Groningen, Research Institute SOM (Systems, Organisations and Management).
    2. Aggarwal, Raj & Goodell, John W., 2013. "Political-economy of pension plans: Impact of institutions, gender, and culture," Journal of Banking & Finance, Elsevier, vol. 37(6), pages 1860-1879.
    3. Irina I. Krasnopolskaya, 2014. "Corporate Volunteering And Its Influence On Employee Civil Engagement In Russia," HSE Working papers WP BRP 39/SOC/2014, National Research University Higher School of Economics.
    4. repec:eee:worbus:v:52:y:2017:i:5:p:591-614 is not listed on IDEAS
    5. Roman N. Abramov, 2014. "The History Of Sociological Research On Occupations And Professions In The Ussr 1960-80s: Ideological Frameworks And Analytical Resources," HSE Working papers WP BRP 40/SOC/2014, National Research University Higher School of Economics.
    6. repec:pal:jintbs:v:48:y:2017:i:8:d:10.1057_s41267-017-0096-6 is not listed on IDEAS

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