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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.

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