Culture, Values and Innovation:
First Steps of a Meta-Analysis
Peter Schmidt (University of Giessen and
HSE Moscow)
Florian Zercher (University of Gießen)
Table of Contents
1.
2.
Introduction
Steps of the Meta-Analysis
1.
2.
3.
4.
3.
Problem Formulation
Data Collection
Data Evaluation
Computation of Effect Sizes
Summary and unsolved Problems
Introduction
This is a critical summary review of the debate about the Global
Leadership and Organizational Behavior Effectiveness (GLOBE)
study in JIBS and other journals between November 2006 and
the present issue.
Several contributors did not realize that GLOBE used three
essential constructs taken from my publications in a sense
entirely different from mine: values, practices, and organizational
culture. Not recognizing the ensuing confusion, they had no
answer for the question in my 2006 review: what did GLOBE
really measure?
Introduction
If you do not know what you are talking about, you can continue
arguing for ever. Beyond the fuzziness of what is measured, the
debate leaves us with an even more fundamental question:
what is the use of the GLOBE dimensions?
Hofstede, Geert (2010): The GLOBE debate: Back to relevance.
In: Journal of International Business Studies, pp.1-8.
Steps in Meta-Analysis

The term “Meta-Analysis” was coined after a paper by Glass in the 1970s.

Glass defined Meta-Analysis as
“…the statistical analysis of a large collection of analysis results from
individual studies for the purpose of integrating the findings.”
Two Other definitions of Meta-Analysis describing it as
a collection of statistical techniques for combining studies or as a summary
and
statistical analysis of the results of several studies testing the same
relationship, see.

Smith, M. L., & Glass, G. V. (1977). Meta-analysis of psychotherapy
outcome studies. American Psychologist, 32, pp. 752 – 760.
Gelman, A.; Carlin, J.B.; Stern, H. S. & Rubin, D.B. (1995) Bayesian Data
Analysis, pp. 148, 149.

Topics for a full Meta-Analysis
a)
Abstract or executive Summary
b)
Background information
c)
Hypotheses tested / question to be addressed in the review
d)
Methods of Review
e)
Details of studies included in the review
f)
Details of studies excluded in the review
g)
Results of Meta-Analysis
h)
Report analysis of the robustness of the results
i)
Discussion
j)
Implications of the Review
k)
References
l)
Dissemination and further research
Problem Formulation

To specify the problem to be investigated or the question to
be answered it will be necessary to start with a statement,
which will guide the selection of the research studies.

The problem specification process is an iterating process. It
starts with the statement and will be cleared while
information will be found and analysed from relevant studies.

Also, it is necessary to identify the form of the research
findings to be Meta-Analysed. Of course, findings must be in
form of quantitative data. It is not necessary to look for the
same effect size, because there are transformation methods
to convert them into each other.

Halvorsen, K.T. (1994). The Reporting Format. In: Cooper, Harris, &
Hedges, Larry V. (1994). The Handbook of Research Synthesis, Russell
Sage Foundation, New York, pp. 427.
Problem Formulation

Culture as a Concept was too broad

Values are conceptualized and measured differently by
alternative Theorists:
– Schwartz (SVS and PVQ)
– Inglehart
– Hofstede
– House
– O’Reilly
– Denison and Mishra
Problem Formulation

Level of Propositions and Analysis:
–
–
–
–
Individual
Organizational
Country
Multi- Level
 Within Level
 Between Level
Hypotheses tested
Hofstede

A low power distance ranking indicates the society deemphasising the differences between citizen’s power and
wealth. In these societies, equality and opportunity for
everyone is stressed. PDI represents five beliefs that
discourage innovation. They are hierarchy, vertical
communication, centralization of power, tight control over
employees and resistance to changes in power distribution.
Therefore we can formulate the following proposition:

H1 Societies (Organizations) with higher power distance will
be less innovative than societies (Organizations) with shorter
power distance.
Hypotheses tested
Hofstede

H2: Individualistic societies (Organizations) will be more
innovative than collectivistic ones.

H3: The societies (Organizations) with higher Masculinity
score will be more innovative.

H4: Societies (Organizations) with higher Uncertainty
avoidance score will be less innovative.
Hypotheses tested
Schwartz

H1: The higher the openness to change, the higher the
innovation.

H2: The higher the conservation tendency the lower the
innovation.

Because the lower order Factors of self- transcendence and
self- enhancement have opposite effects one can not make
predictions on the second order level.
Data collection
a)
Review Articles
b)
References in Studies
c)
Computerized Bibliographic Databases “Keyword Searches”:
Sociological Abstracts, GESIS SozioGuide (Gesellschaft
Sozialwissenschaftlicher Infrastruktureinrichtungen e.V.),
SOSIG (Social Science Information Gateway), (…)
d)
Bibliographic Reference Volumes
e)
Relevant Journals
f)
Conference Programs and Proceedings
g)
Authors and Experts
h)
Government Agencies
i)
Google Scholar
Data collection

Finding nearly all relevant references to a chosen topic is one
of the most important and most difficult tasks in providing a
good Meta-Analysis.

This is necessary, because a Meta-Analysis should give an
overview over all studies so far done.

It is important to collect all studies, also unpublished ones.
Selection Criteria

Topic / Research Field

Values as explanatory variables for innovation

Availability of a correlation matrix for performing a MetaAnalysis

English and German articles
Selection Process. Number of
articles

795 articles found

344 available

10 articles with correlation matrices dealing with cutlural
values and innovation
Second Selection Process.
Number of articles

102 articles found

60 available

No articles with correlation matrices dealing with cultural
values and innovation
Search Strategy

The key word used was "Culture and Innovation". It was used
as a whole unit and not the single concepts for Full Texts
search from 2000 till 2010.
Scholar
WISO
Econlit
Sociological
Abstracts
SSRN
Psycinfo
Hits
701
9
19
12
18
36
Availability
318
3
2
1
13
7
-
2
0
6
0
4
Same as
Google
Scholar
Second Search Strategy

The key word used was “Values and Innovation". It was used
as a whole unit and not the single concepts for Full Texts
search from 2000 till 2010.
Scholar
Hits
102
Availability
60
Experts
Number of
Used for Current
recommended Papers Analysis
Expert 1
3
0
Expert 2
13
0
Expert 3
1
0
Reasons for the selection:
 Older than 2000
 No relationship between Values and Innovation
 Without Correlation Matrices

But very useful for problem formulation and theoretical
specification!
Overview of Final Studies
Study
Year
N
Level
Dependent Variable
Value Theory
Ambos
Schlegelmilch
2008
139
Firm
Performance
Hofstede (4)
Jaskyte
2004
247
Firm
Organizational
Innovativeness
O’Reilly (7)
Jaskyte
2011
79
Firm
Administrative and
technological
innovations
O’Reilly (7)
Jaskyte Dressler
2004
19
Firm
Organizational
Innovativeness
O’Reilly (7)
Broadband Internet
Hofstede/Inglehart
technologies
(3)
(Innovation)
Joo
2010
62
Country
Sarros et. al.
2005
1918
Firm
Innovation
O’Reilly (7)
Taylor Wilson
2010
62
Country
Innovation
Hofstede/Schwarz/H
ouse (5)
Teigland et. al.
2009
1436
Firm
Innovation
Performance
Hofstede (4)
Wang et. al.
2010
142
Firm
Innovation
Performance
O’Reilly (7)
Yang Hsu
2010
175
Firm
Process innovation, Denison and Mishra
Product innovation
(1)
Concepts in Different Value
Theories
Schwartz
O’Reilly
House
Hofstede
Denison / Mishra
Inglehart
Power
Innovation
Charismatic/Value
Based
Power
Distance
Involvement
Traditional vs.
Secular-Rational
Values
Security
Stability
Team Oriented
Uncertainty
Avoidance
Consistency
Survival vs. SelfExpression Values
Conformity
Respect for
People
Self-Protective
CollectivismIndividualism
Adaptability
Tradition
Outcome
Orientation
Participative
MasculinityFemininity
Mission
Achievement
Attention to Detail
Humane
Hedonism
Team Orientation
Autonomous
Benevolence
Aggressiveness
Universalism
Stimulation
Self- Direction
O’Reilly
(See Sarros et. al. 2005)
Hofstede Culture Values
(See Hofstede et. al. 1984)
Inglehart
(see Inglehart et. al. 2000)
Schwartz Values
(See Borg et. al. 2010)
O’Reilly embedded in Schwartz
(see Borg et. al. 2010)
O’Reilly embedded in Schwartz
(see Borg et. al. 2010)
O’Reilly embedded in Schwartz
(see Borg et. al. 2010)
Data analysis and interpretation
Two steps have to be carried out in the data analysis
stage of a Meta-Analysis:

First, it is necessary to integrate the single findings.

And second, the variance has to be examined.
Correlation Matrices: Teigland
et. al. 2009
Correlation Matrices: Jaskyte
2004
Correlation Matrices: Joo 2010
Correlation Matrices: Sarros et.
al. 2005
Correlation Matrices: Wang et.
al. 2010
Summary

In the phase of problem formulation in Meta- Analysis the
comparison of theories is missing in the present Textbooks.

Google Scholar has been very efficient to find Papers
compared with Data- Banks.

For the relationship of values and innovation we have to
continue our search to get enough correlations matrices.
Especially we will look for the unavailable literature.
References of the original
studies





AMBOS, B./SCHLEGELMILCH, B.B. (2008): Innovation in Multinational Firms:
Does Cultural Fit Enhance Performance. In: Management International Review,
Vol. 48 (2), pp. 189-206.
JASTYKE, K. (2004): Transformational Leadership, Organizational Culture, and
Innovativeness in Nonprofit Organizations. In: Nonprofit Management &
Leadership, Vol. 15 (2), pp. 153-168.
JASTYKE, K. (2011): Predictors of Administrative and Technological Innovations
in Nonprofit Organizations. In: Public Administration Review. pp.77-86.
JASTYKE, K./DRESSLER, W.W. (2004):Studying Culture as an Integral
Aggregate Variable: Organizational Culture and Innovation in a Group of
Nonprofit Organizations. In: Field Methods, Vol. 16 (3), pp. 265-284.
JOO, S.-H. (2010): Beyond Economy: Impact of National Cultural Value on
Nationwide broadband diffusion. Dissertation, University of Michigan.
References of the original
studies





SARROS, J.C./GRAY, J./DENSTEN, I.L./COOPER, B. (2005): The Organizational
Culture Profile Revisited and Revised: An Australian Perspective. In: Australian
Journal of Management, Vol. 30 (1), pp.159-182.
TAYLOR, M.Z./WILSON, S. (2010): Does culture still matter?: The effects of
individualism on national innovation rates. In: Journal of Business Venturing.
TEIGLAND, R./CHEN, Y.-Y./FEY, C.F. (2009): Contingency Effects of National
Culture and Institutions on how social Networks influence individual creative
Performance. Stockholm School of Economics.
YANG, Y.-Ch./HSU, J.-M. (2010): Organizational process alignment, culture and
innovation. In: African Journal of Business Management, Vol. 4 (11), pp. 22312240.
WANG, S./GUIDICE, R./TANSKY, J.W./WANG, Z.-M. (2010): The Critical Role of
Culture when you really want to Innovate. In: Human Resource Management,,
Vol. 49 (4), pp. 767– 792.
References




BORG, I./GROENEN, P.J.F./JEHN, K.A./BILSKY, W./SCHWARTZ S.H. (2009):
Embedding the organizational culture profile into Schwartz’s universal value
theory using multidimensional scaling with regional restrictions. ERIM Report
Series Research in Management, Erasmus University Rotterdam.
DENSION, D.R./MISHRA, A.K. (1995):Toward a Theory of Organizational Culture
and Effectiveness. In: Organization Science, Vol. 6 (2), pp. 204-223.
DOBEWALL, H./STRACK, M./REALO, A. (2011): A Comparison of Inglehart’s and
Schwartz’s Value Dimensions at the Individual and Country Levels. In: Survey
research methods (in press)
HOFSTEDE, G./BOND, M.H. (1984):Hofstede's Culture Dimensions : An
Independent Validation Using Rokeach's Value Survey. In: Journal of CrossCultural Psychology, Vol.15 (4), pp. 417-433.
References




INGLEHART, R./BAKER, W.E. (2000): Modernization, Cultural Change, and the
Persistence of Traditional Values. In: American Sociological Review, Vol. 65 (1),
pp. 19-51.
LEPAK, D.P./SNELL, S.A. (2002): Examining the Human Resource Architecture:
The Relationships Among Human Capital, Employment, and Human Resource
Configurations. In: Journal of Management, Vol. 28 (4), pp.517–543.
O'REILLY, C.A./CHATMAN, J./CALDWELL, D.F. (1991): People and
Organizational Culture: A Profile Comparison Approach to Assessing PersonOrganization Fit. In: The Academy of Management Journal, Vol. 34 (3), pp. 487516.
SUN, H. (2009): A meta-analysis on the influence of national culture on
innovation capability. In: Int. J. Entrepreneurship and Innovation Management,
Vol. 10 (3/4), pp. 353-360.
Thank you for your
attention!