Culture and Job Attitudes

Abstract

Abstract We reviewed the cross-cultural job attitudes research spanning the last decade (2010–2020), most of which focused on the moderating role of national culture regarding the antecedents of job attitudes. The findings largely support the role of individualism versus collectivism as it relates to the impact of job demands, supervisor and organizational support, the effectiveness of different leadership styles, and the binding nature of extra-organizational ties (e.g., family embeddedness). Although the implications of fairness and work–life balance appear to have many generalizable aspects, findings speak to the moderating effect of gender egalitarianism and power distance on the predictive value of organizational practices that influence perceived fairness and inclusiveness. The scarce evidence on the outcomes of job attitudes suggests that the turnover intentions–turnover link is stronger in countries higher in individualism and power distance and lower in masculinity. Finally, several studies show the importance of incorporating economic, political, and regulatory differences, in addition to cultural values.