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dc.contributor.advisorDeckop, John Raymond
dc.creatorChang, Jiu
dc.date.accessioned2020-10-21T14:27:00Z
dc.date.available2020-10-21T14:27:00Z
dc.date.issued2009
dc.identifier.other864884661
dc.identifier.urihttp://hdl.handle.net/20.500.12613/940
dc.description.abstractThe study used U.S. and Chinese samples of Host Country Nationals (HCNS) to examine the pay referent selection process of HCNs in multinational enterprises (MNES). Given that previous research on HCNS pay comparison was based on Western-born social comparison theories, the study first addressed the question of the generalizability of these theories in non-Western settings. By replicating Yuck (2003)'S study, the study confirmed the conceptualization of East Asian vs. Western collectivism: individuals from different cultures engage in different social identity processes in an intergroup context. Specifically, the Chinese sample exhibited more ingroup sociometric knowledge about their ingroups than the U.S. sample, and sociometric knowledge was significantly correlated to ingroup loyalty and identity. It indicated a relationship-based ingroup identification with an intragroup focus--East Asian collectivism. Meanwhile, the U.S. sample exhibited more perceived ingroup homogeneity about their ingroups than the Chinese sample, and ingroup homogeneity was significantly correlated to ingroup loyalty and identity. It indicated a category-based ingroup identification with an intergroup focus--Western collectivism. Recognizing the role of national culture in social identity processes, and based on the distinction between East Asian and Western collectivism, the paper predicted that people from different cultures differ in the type of comparison they engage in when the outgroup is salient, and thus the national culture of HCNS moderates the effect of the salience of expatriate outgroup on pay referent selection in MNEs. Specifically, collectivist culture's strong intragroup orientation (East Asian collectivism) will lead HCNs from these cultures to make intragroup pay comparisons with HCNs working for other foreign companies. Individualist culture's strong intergroup orientation (Western collectivism) will lead HCNs from these cultures to make intergroup pay comparisons with the salient expatriate outgroup. Results of regression analysis support the predictions of different pay referent selection for the U.S. and Chinese samples. Theoretical and managerial implications of the study were discussed.
dc.format.extent104 pages
dc.language.isoeng
dc.publisherTemple University. Libraries
dc.relation.ispartofTheses and Dissertations
dc.rightsIN COPYRIGHT- This Rights Statement can be used for an Item that is in copyright. Using this statement implies that the organization making this Item available has determined that the Item is in copyright and either is the rights-holder, has obtained permission from the rights-holder(s) to make their Work(s) available, or makes the Item available under an exception or limitation to copyright (including Fair Use) that entitles it to make the Item available.
dc.rights.urihttp://rightsstatements.org/vocab/InC/1.0/
dc.titlePay Referent Selection in an International Context: The Role of East Asian versus Western Collectivism
dc.typeText
dc.type.genreThesis/Dissertation
dc.contributor.committeememberBlau, Gary J.
dc.contributor.committeememberZeitz, Gerald Joseph, 1942-
dc.description.departmentBusiness Administration
dc.relation.doihttp://dx.doi.org/10.34944/dspace/922
dc.ada.noteFor Americans with Disabilities Act (ADA) accommodation, including help with reading this content, please contact scholarshare@temple.edu
dc.description.degreePh.D.
refterms.dateFOA2020-10-21T14:27:00Z


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