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Collectivism And Its Consequences For Organizational Culture

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  • Maaja Vadi
  • Juri Allik
  • Anu Realo

Abstract

Collectivism is a peoples’ tendency to think of themselves as parts of different collectives and subordinate their behavior to norms, duties, and obligations imposed by these collectives. The collectivistic attitudes influence, besides other social institutions, also the organizational behavior. The main goal of this study was to explore how three different types of collectivist attitudes (familism, companionship, and patriotism) shape organizational culture in the context of various sociodemographic characteristics, including ethnicity. One thousand three hundred and twenty eight employees from 16 different organizations in Estonia were studied in respect to their attitudes towards organizational culture and collectivism. It was demonstrated that independently of sociodemographic variables, the collectivistic attitudes were related to the way the organization members accept organizational goals and evaluate in terpersonal relationships within the organization. The constructed model of the relationship between collectivistic and organizational attitudes revealed potential sources of organizational tension, namely, between work and family, between workers and adminis trators, and between different ethnic groups with diverse cultural background.

Suggested Citation

  • Maaja Vadi & Juri Allik & Anu Realo, 2002. "Collectivism And Its Consequences For Organizational Culture," University of Tartu - Faculty of Economics and Business Administration Working Paper Series 12, Faculty of Economics and Business Administration, University of Tartu (Estonia).
  • Handle: RePEc:mtk:febawb:12
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    Cited by:

    1. Ruth Alas & Maaja Vadi, 2003. "The impact of organisational culture on attitudes towards change," University of Tartu - Faculty of Economics and Business Administration,in: Organisational Culture in Estonia : Manifestations and Consequences, volume 16, chapter 3, pages 65-81 Faculty of Economics and Business Administration, University of Tartu (Estonia).
    2. Rebekka Vedina, 2003. "A comparison of the collectivist attitudes and perceptions of organisational culture among Russian-speaking organisational members in Lithuania and Estonia," University of Tartu - Faculty of Economics and Business Administration,in: Organisational Culture in Estonia : Manifestations and Consequences, volume 16, chapter 5, pages 101-117 Faculty of Economics and Business Administration, University of Tartu (Estonia).
    3. Anne Aidla & Maaja Vadi, 2007. "Relationships between Organizational Culture and Performance in Estonian Schools with Regard to Their Size and Location," Baltic Journal of Economics, Baltic International Centre for Economic Policy Studies, vol. 7(1), pages 3-17, July.
    4. Maaja Vadi, 2003. "Introduction," University of Tartu - Faculty of Economics and Business Administration,in: Organisational Culture in Estonia : Manifestations and Consequences, volume 16, chapter 0, pages 13-26 Faculty of Economics and Business Administration, University of Tartu (Estonia).
    5. Gerli Hämmal & Maaja Vadi, 2006. "Organizational culture through the connections between metaphors and orientations," University of Tartu - Faculty of Economics and Business Administration,in: National and international aspects of organizational culture, volume 24, chapter 3, pages 86-102 Faculty of Economics and Business Administration, University of Tartu (Estonia).
    6. Maaja Vadi & Ruth Alas, 2006. "nterrelationship of organizational culture with organizational characteristics: the grounds for typology," University of Tartu - Faculty of Economics and Business Administration,in: National and international aspects of organizational culture, volume 24, chapter 4, pages 103-120 Faculty of Economics and Business Administration, University of Tartu (Estonia).
    7. Janita Andrijevskaja & Maaja Vadi, 2006. "Measuring organizational culture in Germany," University of Tartu - Faculty of Economics and Business Administration,in: National and international aspects of organizational culture, volume 24, chapter 10, pages 224-247 Faculty of Economics and Business Administration, University of Tartu (Estonia).
    8. Anne Reino, 2003. "Organisatonal values: a concept and research methods," University of Tartu - Faculty of Economics and Business Administration,in: Organisational Culture in Estonia : Manifestations and Consequences, volume 16, chapter 12, pages 224-236 Faculty of Economics and Business Administration, University of Tartu (Estonia).
    9. Gerli HAMMAL & Maaja VADI, 2009. "Organizational Culture through Orientations and Metaphors: Some Hints to the Tacit Knowledge," REVISTA DE MANAGEMENT COMPARAT INTERNATIONAL/REVIEW OF INTERNATIONAL COMPARATIVE MANAGEMENT, Faculty of Management, Academy of Economic Studies, Bucharest, Romania, vol. 10(3), pages 436-448, July.
    10. Elina Tolmats, 2003. "Relationship between organisational culture and individual values of the Russian-speaking members of an organisation in Lithuania," University of Tartu - Faculty of Economics and Business Administration,in: Organisational Culture in Estonia : Manifestations and Consequences, volume 16, chapter 6, pages 118-134 Faculty of Economics and Business Administration, University of Tartu (Estonia).
    11. Anne Aidla, 2003. "Interrelationships between personality traits and organisational culture," University of Tartu - Faculty of Economics and Business Administration,in: Organisational Culture in Estonia : Manifestations and Consequences, volume 16, chapter 4, pages 82-100 Faculty of Economics and Business Administration, University of Tartu (Estonia).
    12. repec:eco:journ3:2018-01-9 is not listed on IDEAS

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