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    Cultural value orientation: Measurement invariance in a multi-country sample
    (Pittsburg State University, 2013) Niranjan, S.; Gupta, V.; Goktan, B.A.; Cheung, Y.-H.; Gunay, G.; Pareek, A.
    The use of Western-based theory and measures is widespread in international research in business and organizational studies. Contemporary research in international settings often uses four distinct values - power distance, uncertainty avoidance, individualism, and masculinity - to describe cultural orientation of individuals. This study empirically examines cross-national invariance of the four values using data collected from young adults in the United States, Hong Kong, India, and Turkey. Issues related to configural invariance and metric invariance are examined using paired comparisons of the United States with each of the other three countries. Structural equation modeling is used to analyze data. Findings reveal substantial problems with invariance across countries. Implications for research using culture theory at the individual level are discussed.
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    EMPLOYEE VOICE BEHAVIORS: MANAGER INTENTION-OUTCOME AND POLITICAL WORKPLACE
    (Academy of Management, 2021) Caliskan, S.; Gunay, G.
    Employees often encounter the decision of whether speaking up or remaining silent in case of work-related issues. There are recent studies about how attributions made about supervisors' behaviors and organizational environment may be cue for various forms of voice behaviors. The objective of the study is to examine multi-layers affecting employee voice behavior: (1) “political workplace” where political influence is used at safe-risky at organizational level, and (2) attribution toward “supervisors' prosocial-selfish intention and fair-unfair outcomes” at dyadic level. The originality of the study is holistic and quasi-experimental view on the determinants of voice behaviors, including situational cues. © AoM 2021.All right reserved.