
Catherine KwantesUniversity of Windsor · Department of Psychology
Catherine Kwantes
PhD
About
76
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Introduction
Catherine T. Kwantes is Professor, Industrial Organizational Psychology, at the Department of Psychology, University of Windsor. Catherine does research in the intersection between societal culture and employee attitudes and behaviour, especially organizational cultures and trust in the workplace.
Publications
Publications (76)
Interpersonal distrust is conceptualised as an expectation of harm or negative outcomes from another person’s conduct including words, decisions, and behaviours. Although distrust tends to be perceived with negative connotations, previous literature suggests that it could be productive or healthy when it serves as protection from harmful situations...
We investigate whether the social cure properties of groups vary across cultures, testing hypotheses that the associations between multiple group memberships (MGM) and depressive symptoms will (a) be mediated by social support and uncomfortable normative pressures, and (b) vary systematically with sample-level relational mobility. Analyses of data...
The extent to which culture moderates the effects of need for approval from others on a person's handling of interpersonal conflict was investigated. Students from 24 nations rated how they handled a recent interpersonal conflict, using measures derived from face‐negotiation theory. Samples varied in the extent to which they were perceived as chara...
Messages related to recommended health behaviours during the SARS-CoV-2 (COVID) pandemic were impacted by societal contexts, trusted sources, and the social representations that developed related to those behaviours. In this project, choices individuals made in adhering to public health guidelines for preventing the spread of the virus during a pan...
In the context of the workplace, and especially in today’s often fast-paced, cross-cultural and virtual work environment, a basic type of trust—“swift trust”—forms quickly based on cognitive processes and beliefs, or stereotypes, of another. Interpersonal trust is in large part based on these contextualized assessments of the extent to which anothe...
In this chapter, we focus on trustworthiness as determined on the basis of role relationships – how these roles, nested in both societal and organizational cultures, help to operationalize trustworthiness. Although societal and organizational cultures both prescribe what is expected of an individual in a given social role, the two contexts are rela...
The recent increase in global business has resulted in new challenges for organizations. One of these challenges is to create a strong global culture while simultaneously adapting to local cultural expectations. This research explored how both globalization and local adaptations of organizational cultures may coexist by using cluster analysis. Orga...
This book investigates trust in seven different cultural contexts, exploring how societal culture can influence our expectations regarding what may be considered trustworthy within a cultural context. Although the definition of trustworthiness is clear, how it is operationalized and applied in various cultural contexts can vary greatly. While certa...
This study compares the individual-level and sample-level predictive utility of a measure of the cultural logics of dignity, honor, and face. University students in 29 samples from 24 nations used a simple measure to rate their perceptions of the interpersonal cultural logic characterizing their local culture. The nomological net of these measures...
Research Question: This paper investigates how the social franchising approach may enhance the sustainability and capability of Foster Home NGOs in the Global South. Motivation: While many programmes exist to address issues such as poverty and lack of education for children in nations of the Global South, many operate in isolation, and are grassroo...
Sex differences in aspects of independent versus interdependent self-construal and depressive symptoms were surveyed among 5,320 students from 24 nations. Men were found to perceive themselves as more self-contained whereas women perceived themselves as more connected to others. No significant sex differences were found on two further dimensions of...
Purpose
Burnout has been studied by organizational researchers for nearly 50 years (Maslach and Schaufeli, 2017; Schaufeli et al. , 2009); however, little attention is given to burnout experienced by employed students who may be prone to the symptoms of burnout as they juggle multiple demanding roles. Burnout in employed students has previously bee...
First Nations Canadians are in a unique cultural context, with values resulting from both traditional, heritage influences and Eurocentric Canadian influences. Different patterns of endorsing heritage versus mainstream values have resulted. This research examined leadership preferences in First Nations individuals. Linking acculturation patterns to...
LEADERSHIP AND FOLLOWERSHIP While the focus of understanding leadership has typically been understanding who a leader is, what characteristics are possessed by the leader, what a leader does, and the match between leadership behaviour and the situation, a more recent trend in the leadership literature is to understand that leadership does not funct...
Healthy organizations are ones that can, to an extent, overcome employee characteristics that result in negative outcomes by creating policies and procedures that minimize the results of these individual differences. The relationship between general social cynicism and three forms of cynicism about one's organization - cognitive, affective, and beh...
Purpose
The purpose of this paper is to fill the gap in the literature by exploring the perceived societal discrimination as an antecedent of perceived organizational discrimination, and investigating the impact of organizational culture (i.e. constructive, passive-defensive and aggressive-defensive culture norms) on perceptions of discrimination...
This study assessed descriptions of trustworthy employees (subordinates and supervisors) in young people preparing to enter the job market in two cultural contexts that differ in power distance. An exploratory, mixed methods approach using students in South Africa (N= 196) and Canada (N=238) was employed. Trustworthiness descriptions (qualitative d...
This study explored how transformational leaders can enhance volunteers’ proactive behavior in an all-volunteer nonprofit organization. Based on Parker, Bindl, and Strauss’s model of motivation, it was hypothesized that role breadth self-efficacy, work values (self-direction/stimulation and universalism/benevolence), and positive affect would media...
The present study examined the influence of independent and interdependent self-construals and social context on decision-making using a set of hypothetical scenarios. Following the methodology of Sinha et al. (J Psychol 37(5):309–319, 2002. https://doi.org/10.1080/00207590244000124), a sample of Canadian undergraduate students was presented with 1...
This study sought to characterise lifestyle factors of trust and caution among South African university students (n = 196;
females = 78 .06%; median age = 21 years) . The students completed an online survey on trustworthiness in cultural context .
The data were analysed using Structural Equation Modelling (SEM) to construct pathways among the trust...
The cultural context for Native Canadians is unique compared to Canadians of other descent as they are Indigenous peoples and the historical inhabitants of this country; however, much literature describing Aboriginal culture and values is non-empirical. Acculturation literature primarily examines cognitive and psychosocial phenomena relative to imm...
Personality is a determining factor in moral judgment, emotions, and behaviors. Regardless of what construct of personality affects what ethical variables, an important question is what similarities and differences are among these relationships across cultures. The current study investigates the relationships between moral foundations, work ethics,...
This monograph presents various approaches to understanding the multiple levels, layers, and definitions of culture, cross-cultural research, cross-cultural competence, the role of culture in organizations, organizational culture, and the role of multiple culture layers in individual workers’ workplace attitudes, performance, and general experience...
The authors relate how they reflected upon, understood, and shared conversations about Aboriginal experiences at work across time and with different audiences. They found nuances in their understanding and interpretation as their audience changed from sharing circle members, to Cando conference attendees, and finally the Academy. Whereas initial im...
Questioning, seeking information and understanding, and ultimately learning, always occurs within a context, and that context affects what questions are asked, how information and understanding are sought, and ultimately, what learning occurs. Knowing the place, the time, and the people involved in any quest for understanding is to know more about...
The factor structure of Yamauchi and Templer’s (1982) attitudes toward money scale was explored in Iran. While some items loaded on the same factors as found in western contexts, some unique factors were also found, reflecting particular cultural and economic impacts on money attitudes in Iran. Both etic and emic factors emerged. Saving was the onl...
ABSTRACT This study looked at the extent to which personality and cultural factors predicted participants' perceptions of the importance private interactions played in the workplace. The 134 participants read a vignette (where a new employee socially interacted at low or high levels with co-workers) and completed the Big Five Inventory, Social Axio...
Abstract Research suggests that the outcomes of interpersonal conflict are determined not only by the conflict itself, but also by the way in which it is handled. Confrontational and domineering tactics have been found to magnify the adverse impact of conflict. Thus, investigations of determinants of aggressive conflict management behaviors are of...
Organizational culture reflects aspects of organizational life that are not visible, yet have enormous impact on both employees and organizations they impact every aspect of organizational functioning. It reflects a shared understanding of how things are done in an organization as well as how things should bedone. It serves as a coordinating mechan...
The World Values Survey was developed to document and enabling an understanding of values across cultures and across time with waves of data collection from 1981 until the present. It has information from over 100 countries on all six continents. Two dimensions of cross-cultural differences are tapped by the WVS: Traditional/Secular-rational and Su...
Work attitudes are evaluations of an employee's job and work environment. Job satisfaction and organizational commitment are two of the most globally studied work attitudes. Antecedents and consequences of work attitudes vary across cultural contexts. For example, extrinsic job characteristics such as job security and pay are positively related to...
Employees who are committed to their organization confer a distinct advantage to that organization. The bases upon which employees in different occupations may become committed to their organization, and the focus of that commitment may differ, however. This research examined different occupations (physicians, staff, nurses) in a hospital in southe...
The nature of the hospitality industry requires leaders to effectively interact with both clients and their subordinates. Hospitality leaders may need to be emotionally intelligent or self-aware in order to be perceived as effective leaders. This study examines whether self-awareness, one important facet of emotional intelligence relates to percept...
Despite the prevalence and popularity of research on positive and negative affect within the field of psychology, there is currently little research on affect involving the examination of cultural variables and with participants of diverse cultural and ethnic backgrounds. To the authors' knowledge, currently no empirical studies have comprehensivel...
The moderating role of decision latitude on the relationship between work–family conflict and psychological strain was examined across five countries. It was hypothesised that decision latitude would moderate the relationship more strongly in the individualistic countries (the United States and Canada) than in the collectivistic countries (India, I...
The purpose of the present study is to build upon the existing fit literature by applying a new approach to the operationalization and measurement of the P-O fit construct. In particular the fit between employees' perceptions of actual and preferred workplace behavioral norm expectations was used to predict individual job satisfaction, workplace st...
The Occupy movement was not the first social movement that proclaimed to be leaderless. In this chapter we looked at why movements may eschew hierarchical leadership structure, and how they can coordinate group functions effectively without top-down leadership. Leadership substitutes, key functions of a leader, as well as historical examples are di...
Using Kurt Lewin's 3-stage framework of social change, we discuss how social norms change through the process of unfreezing, movement, and refreezing.
Psychological contracts are the beliefs an individual holds concerning terms of an agreement between the individual and their employer (Rousseau, 2007). The current study examined the role trust plays in the relationship between psychological contract type and contract fulfillment in a sample of employees from various organizations. Results indicat...
The construct of global mindset is one that has gained greater attention recently. This chapter focuses on contextual factors that impact the development of a global mindset. Specifically, the focus is on the cultural context of Canada and the factors in the Canadian context that bridge the gap between the theoretical and the practical, and provide...
This empirical research examines the effect of culture on the way people perceive and assign causes to events in organizations. It explores the idea that attributional biases and errors are moderated by a person's culture. Results supported proposed hypotheses; they showed that Indonesians, New Zealanders, and Canadians perceived their interdepende...
This research attempts a more contextualized approach to examining organizational citizenship behavior (OCB). Borrowing from theory in international and cross cultural management as well as organizational behavior, context is conceptualized as multi-level and as a shaper of meaning and variability in employee citizenship behaviors. By centralizing...
This between-subjects study investigated the effect of traditional versus nontraditional business attire on attitudes toward men in differing occupations, as well as expected workplace outcomes. Eighty-seven university students were shown one of two possible photos of a single male model and then asked questions regarding expected workplace experie...
We conceptualize new ways to qualify what themes should dominate the future international business and management (IB/IM) research agenda by examining three questions: Whom should we ask? What should we ask, and which selection criteria should we apply? What are the contextual forces? Our main findings are the following: (1) wider perspectives from...
Archival data from an attitude survey of employees in a single multinational organization were used to examine the degree to which national culture affects the nature of job satisfaction. Responses from nine countries were compiled to create a benchmark against which nations could be individually compared. Factor analysis revealed four factors: Org...
Co-authors (in alphabetic order) AYCAN, Z. Member of ION (International Organizations Network). ION was formed with a mission to increase the quality and impact of research on people and their effectiveness in international organizations. The network's vision is to be a catalyst for the creation and application of knowledge and understanding that p...
Purpose
The purpose of this paper is to compare and contrast the roles of culture and job satisfaction as antecedents to organizational commitment in both a Western context (the US) and in India.
Design/methodology/approach
Responses come from a questionnaire distributed to engineers in India. Construct equivalence of measures is established, whil...
We introduce a new construct called Context Differentiation (CD), and describe how it functions on both the individual and cultural levels. We derive several measures of it from a multi-context measure of cultural display rules for emotional expressions obtained from 33 countries, and examine country and cultural differences on it, and relate those...
This chapter examines the use of social axioms in predicting work attitudes and behaviors. As organizational research can
be conducted as several levels of analysis, this chapter reviews the research conducted in the areas of organizational citizenship
behavior (OCB), normative commitment, and conflict management and resolution, paying careful atte...
This study investigates emotional display rules for seven basic emotions. The main goal was to compare emotional display rules of Canadians, US Americans, and Japanese across as well as within cultures regarding the specific emotion, the type of interaction partner, and gender. A total of 835 university students participated in the study. The resul...
In this investigation we were concerned with the cultural covariates of temporal orientation in 14 different national contexts. Data were collected from United States of America (US), Australia, Germany, Poland, Chile, Venezuela, Turkey, United Arab Emirates (UAE), India, Indonesia, Malaysia Japan, South Korea and China. Analyses show that collecti...
The relationship between dimensions of individual level culture-related variables (social axioms) and the categorization of organizational citizenship behaviours (OCB) as in-role versus extra-role was explored within a Canadian sample. In order to appropriately address levels-of-analysis issues, this study focused on the relationship between two va...
Despite the importance of the concept of cultural display rules in explaining cultural differences in emotional expression, and despite the fact that it has been over 30 years since this concept was coined (Ekman & Friesen, 1969), there is yet to be a study that surveys display rules across a wide range of cultures. This article reports such a stud...
Perceptions of which facets of organizational culture are related to leadership and personal effectiveness were examined using archival data from Canada, Hong Kong, New Zealand, South Africa, the United Kingdom, and the United States. Organizational culture was strongly perceived as being related to both leadership effectiveness (explaining 40% of...
Globalization has led to an increased emphasis on cultural diversity and its influences on personal, social, and organizational practices. As the world becomes a smaller place, the potential for conflict in our daily interactions is increasing. Research investigating the influence of culture on conflict management and resolution behaviors has demon...
The present study examined the role of pancultural social beliefs, as measured by the Social Axioms Survey (SAS), in predicting attitudes toward seeking professional psychological help in an ethnically diverse sample of Canadian university students (N = 400). The result of a hierarchical regression showed that the collective contribution of the six...
The objective of our study was to examine whether there are differences in how employees in six occupations (Accounting, Management Information Systems, Marketing, Production, and Secretarial/Clerical) describe the organizational culture in which they felt they would be most effective. The differences found within the context of one national cultur...
The effect of three components of organizational commitment - affective, continuance, and normative commitment - on four different dimensions of organizational citizenship behaviors and withdrawal were examined in two samples of engineers employed in mid-sized manufacturing companies. One sample (n = 151) was from the midwestern United States, whil...
Does the Clinical Rating Scale retain its validity when it is used, not by researchers, but by psychotherapists in their clinical practice? Students in a marital and family therapy training center routinely used the Clinical Rating Scale as part of the intake process. Although they had modest training in its use, confirmatory factor analysis indica...
Confirmatory factor analysis and regression analyses of the Beavers Interactional Scales did not appear to support the model offered by its developers, namely, several specified family attributes contributing respectively to two global factors of Family Competence and Family Style. Moreover, regression analysis indicated that only three of 12 items...
The degree to which cultural factors, specifically individualism and collectivism, and job satisfaction differentially affect organizational commitment dimensions was examined in the present study. Additionally, the effect of these dimensions of commitment on positive and negative work behaviors was examined. Two samples of engineers were used, one...
This research examined the extent to which organizational subunits of a single organization adapted the organizational culture to different social cultural contexts, and the implications of such adaptations on individual level outcomes. Patterns of observed organizational culture significantly differed in Hong Kong compared to the US and the UK, al...