Hypotheses 5a and 5h posited that self-monitoring will moderate the relationships
between culture and roles in a way similar to culture strength. Similarly to hypotheses 3a-
3h, I tested 5a-5h by first entering the main effects (and relevant controls), and then the
interaction term. Only one of the interaction terms was significant, specifically the
interaction of entrepreneurial culture and self-monitoring on compliant role (hypothesis
5f: = .19, p< .05, R2 = .03). I plotted the interaction to see the nature of the result.
Surprisingly, instead of the expected enhancing effect of self-monitoring on the
negative relationship between entrepreneurial culture and compliant role perceptions the
effect seemed to follow an opposite shape. In particular, low self-monitors were more
likely to adjust their perceptions of organizational expectations more as a result of higher
levels of entrepreneurial culture. This may in fact suggest that the cognitive element of
self-monitoring is more concerned with people rather than the environment such that high
self-monitors perceive broader roles even when the broader context is not supportive of
that role. Therefore, the results do not provide support for the proposed relationships in
hypotheses 5a through 5h. Table 11 provides more details regarding the specific
regressions and figure 4 shows the shape of the significant interaction.