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In hypotheses 4a –4h, I proposed that culture strength would moderate the linkage

between roles and behavior such that under a perception of strong culture, roles will be

more strongly related to respective behaviors. The theoretical reasoning was not

statistically supported using coworker ratings as none of the interaction terms reached

statistical significance. In addition, the interaction results for strength as agreement on

each of the culture dimensions were not supported either. The regression results are

displayed in table 18 & 19.

I tested hypotheses 4a –4h also using the supervisor ratings of behavior. There

was one significant interaction term between market strength and achievement role on

ratings of helping behavior (hypothesis 4d: = -.28, p< .01). I plotted the interaction in

line with existing guidelines by using +1SD and –1SD from the means of the independent

variables as anchor values to represent the high and low values (Aiken & West, 1991).

The shape of the interaction showed that with the increase of market strength

achievement role had a stronger negative impact on supervisor ratings of help. In

addition, there was an unexpected positive relationship between achievement role and

help when market strength was low. The theoretical reasoning was not statistically

supported for the other hypotheses. The interaction results for strength as agreement on

each of the culture dimensions were not supported either. The regression results are

displayed in table 20 & 21. The interaction is graphically presented in figure 6.

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