Laurie Milton

The University of Calgary · Haskayne School of Business

Since the days of Hofstede (1980), cross-cultural comparisons of countries based on societal-level work values have been a norm. This approach has been represented more recently in Ronen and Shenkar’s (2013) 11 clusters of country cultures. However, more contemporary research found within-country heterogeneity of values/behaviors is substantial and...

Is the societal-level of analysis sufficient today to understand the values of those in the global workforce? Or are individual-level analyses more appropriate for assessing the influence of values on ethical behaviors across country workforces? Using multi-level analyses for a 48-society sample, we test the utility of both the societal-level and i...

Organizational misconduct (or wrongdoing) is pervasive in modern organizations and adversely affects individuals, groups, organizations, fields, and societies. This symposium builds on a rich stream of research on organizational wrongdoing by providing insight into new conceptual and empirical advances. The three papers pursue areas for future rese...

To what extent does the Anglo Cluster remains a cultural cluster in today's managerial and professional workforce? Across six Anglo countries (Australia, Canada, New Zealand, South Africa, U.K., and U.S.), we found significant differences in values orientations (openness to change, conservation, self-enhancement, and self-transcendence values) that...

Building on and extending beyond current definitions, we define resilience at work as a positive developmental trajectory characterized by demonstrated competence in the face of, and professional growth after experiences of adversity in the workplace. In this chapter, we: (a) review, consider and comment on the research history, nature, and consequ...

This article provides current Schwartz Values Survey (SVS) data from samples of business managers and professionals across 50 societies that are culturally and socioeconomically diverse. We report the society scores for SVS values dimensions for both individual- and societal-level analyses. At the individual-level, we report on the ten circumplex v...

Copyright © Working papers are in draft form. This working paper is distributed for purposes of comment and discussion only. It may not be reproduced without permission of the copyright holder. Copies of working papers are available from the author. 1

With a 41-society sample of 9990 managers and professionals, we used hierarchical linear modeling to investigate the impact of both macro-level and micro-level predictors on subordinate influence ethics. While we found that both macro-level and micro-level predictors contributed to the model definition, we also found global agreement for a subordin...

This paper adopts a broad perspective on identity and identity relations and argues that family businesses can develop identity confirmation as a unique, hard to imitate competitive resource that unleashes and leverages the relational capabilities that differentiate them from nonfamily businesses. A person's identities are “confirmed” in a business...

Malgré la diffusion du concept de développement durable dans les instances internationales, la sensibilité écologique ou sociale varie beaucoup d’un pays à un autre : alors qu’elle culmine dans certains pays elle est quasi absente dans d’autres. Si différentes raisons sont évoquées pour expliquer ces différences internationales, la littérature se f...

“With few exceptions, top managers feel responsible to create organizations well prepared to thrive in the future. This has become an especially relevant goal, as the future more rapidly becomes the present. As a consequence ... more so than ever before managers are actively seeking ideas and insights for creating firms that will succeed in the bus...

Integrating social psychological and network theory, this field study demonstrates a positive association between identity confirmation-based networks and cooperation and performance in work groups. Mutual identity confirmation (of positive and negative identities) increased cooperation in work group dyads. With position in conventional social netw...

This study investigated cross-national gender differences in attitudes toward strategies of upward influence across 16 diverse countries. We used hierarchical linear modeling to test for significant economic and socio-cultural moderators on these relationships, while controlling for demographic and organizational characteristics. Overall, compared...

The freedom to express differences in a group without sanction from others is essential for group learning. Such differences typically manifest during group interactions as expressed conflict, which stimulates debate and idea generation that enhance group performance on complex tasks. However, high levels of expressed conflict can hinder group effe...

Integrating social psychological and network theory, this field study demonstrates a positive association between identity confirmation-based networks and cooperation and performance in work groups. Mutual identity confirmation (of positive and negative identities) increased cooperation in work group dyads. With position in conventional social netw...

This study investigated perspectives on corporate environmental and social responsibilities of 5539 managers and professionals in 22 countries. In particular, we studied the influence of personal values (individualism, collectivism, universalism), personal characteristics (age, gender, education and organizational position level), organizational ch...

This study investigated perceptions of corporate environmental and social responsibilities of 5,539 managers and professionals in 22 countries. . In particular, we studied the influence of personal values (individualism, collectivism, universalism), personal characteristics (age, gender, education and organizational position level), organizational...

This study investigated perceptions of corporate enviromnental and social responsibilities of 5,539 managers and professionals in 22 countries. In particular, we studied the influence of personal values (individualism, collectivism, universalism), personal characteristics (age, gender, education and organizational position level), organizational ch...

A longitudinal study examined the interplay of identity negotiation processes and diversity in small groups of master's of business administration (MBA) students. When perceivers formed relatively positive impressions of other group members, higher diversity predicted more individuation of targets. When perceivers formed relatively neutral impressi...

Changes in the gender-stereotypic perceptions of men and women were examined in a prospective study of MBA study groups (N = 253). At the outset of the semester, group members perceived women, as compared to men, as more "communal" (other-focused) but equally "agentic" (self-focused). Over the subsequent 9 weeks, gender-stereotypic perceptions of w...

Organizations are replete with groups working on complex, interdependent tasks. To successfully perform such tasks, group members must possess diverse skills and perspectives and be able to integrate their differences. This dual requirement poses a challenge because members’ identities are typically intertwined with their diverse skills and perspec...

Chapter 1 Defining the Problem Chapter 2 Three Approaches to Demographic Analysis in Organizations Chapter 3 Research on Demographic Diversity Chapter 4 The Multiple Meaning of Demography Chapter 5 Understanding Vertical and Horizontal Pairs from a Demographic Point of View Chapter 6 Understanding Demographic Diversity in Groups Chapter 7 Understan...

We examine interpersonal congruence, the degree to which group members see others in the group as others see themselves, as a moderator of the relationship between diversity and group effectiveness. A longitudinal study of 83 work groups revealed that diversity tended to improve creative task performance in groups with high interpersonal congruence...

We examine interpersonal congruence, the degree to which group members see others in the group as others see themselves, as a moderator of the relationship between diversity and group effectiveness. A longitudinal study of 83 work groups revealed that diversity tended to improve creative task performance in groups with high interpersonal congruence...

This study examines how the influence of directors who are demographic minorities on corporate boards is contingent on the prior experience of board members and the larger social structural context in which demographic differences are embedded. We assess the effects of minority status according to functional background, industry background, educati...

A prospective study of 423 MBA students examined the interplay of identity negotiation and group functioning. The findings revealed that self-verification effects (through which group members brought others to see them as they saw themselves) heightened participants' feelings of connection to their groups (i.e., more identification and social integ...

A prospective study of 423 MBA students examined the interplay of identity negotiation and group functioning. The findings revealed that self-verification effects (through which group members brought others to see them as they saw themselves) heightened participants' feelings of connection to their groups (i.e., more identification and social integ...

This study examines how the influence of directors who are demographic minorities on corporate boards is contingent on the prior experience of board members and the larger social structural context in which demographic differences are embedded. We assess the effects of minority status according to functional background, industry background, educati...

Thesis (M.B.A.)-- University of Calgary, 1992. Includes bibliographical references (leaves 136-144).