Good citizens in a global economy. Individualism-collectivism and power distance as predictors of organizational citizenship behavior

This study examined organizational citizenship behavior in a cross-cultural context. Via an internet survey, data from 150 professionals from all over the world were collected to explore the relationship between individualism-collectivism, power distance, and self-reports of organizational citizenship behavior. Individualized measures of individualism-collectivism and power distance were used. Organizational citizenship behavior was not only assessed in terms of actual (self-reported) behavior, but also in terms of work values, that is, participants indicated how important they rated different sub-dimensions of organizational citizenship behavior. Results from multiple hierarchical regression analyses demonstrated that there was a strong relationship between the importance attached to organizational citizenship behavior and the performance of it. Collectivism was a predictor of overall organizational citizenship behavior, especially of helping and loyalty behaviors, whereas power distance was only a predictor of loyalty, but not of overall organizational citizenship behavior. Contrary to previous research results, individualism-collectivism and power distance were not correlated with each other at all. Practical as well as theoretical implications of these results are discussed, especially in terms of whether young professionals from various cultural backgrounds tend to increasingly share the same work related values, or whether cultures have remained distinctly different despite the trend towards globalization