Abstract: Le projet GLOBE est decrit dans cet article, avec ses bases conceptuelle et methodologique. Une introduction est indispensable puisque les travaux presentes dans ce numero relevent de ce projet qui est une etude exceptionnelle de 61 pays sous divers aspects et a partir de plusieurs methodes; il porte sur la vaste question de la culture, du leadership et des pratiques organisationnelles. Plus de 150 specialistes du management et des sciences sociales des 61 pays y ont contribue. L’objectif global du projet est le developpement d’une theorie empirique destinee a decrire, comprendre et predire l’impact de variables culturelles specifiques sur le leadership, les processus organisationnels et leur efficience. L’article survole differents aspects de ce projet et peut etre utilise pour se reperer dans les autres contributions.

Abstract: Hofstede’s Values Survey Module has been the basis for much cross-cultural and cross-national research in the workplace, but little information about its psychometric properties has been available. This study provides internal consistency (coefficient alpha) statistics from samples representing 23 nations/provinces. Across both English and translated versions, internal consistencies tended to be poor, and in the majority of cases failed to achieve even a liberal criterion of 0.60. Even when data were aggregated by sample coefficient alphas were poor for all but long-term orientation. At the participant level, long-term orientation and individualism had marginal internal consistencies, whereas power distance, masculinity, and uncertainty avoidance subscales had inadequate internal consistencies. A replication of Hofstede’s ecological factor analysis failed to support the five subscales. It is suggested that the construct validity of these scales is suspect, and that they should be used with caution. Le Module d’Enquete sur les Valeurs d’Hofstede a` e´te´ a` la base de nombreuses recherches inter-culturelles et multi-nationales sur le lieu de travail alors que peu d’informations sur ses qualite´s psychome´triques e´taient disponibles. Cette e´tude fournit des statistiques cohe´rentes (coefficient alpha) a` partir d’e´chantillons repre´sentant 23 nations ou re´gions. Dans les versions anglaises et dans les traductions, la cohe´rence interne est plutot me´diocre n’arrivant pas a` atteindre le coefficient de 0.60, en cotant large. Meme quand les donne´es e´taient regroupe´es en agre´gats par e´chantillon, les coefficients alpha e´taient me´diocres sauf en ce qui concerne l’orientation vers le long terme. Au niveau du participant, les orientations vers le long terme et l’individualisme avaient une cohe´rence interne marginale tandis que des sous e´chelles sur la distance hie´rarchique, la masculinite´ et le controle de l’incertitude en pre´sentaient de plus fortes.

Abstract: Cette etude examine la culture organisationnelle, les comportements de direction, et les perceptions face aux attributs efficaces et tres efficaces des dirigeants dans la societeturque. Les donnees utilisees dans cette etude proviennent ala fois d'une recherche independante et de la base de donnees GLOBE. Dans le projet independant de recherche, les donnees ont ete´ recueillies aupres de 92 personnes employees par deux compagnies manu- facturieres et deux de services. Les donnees qualitatives de GLOBE proviennent de deux groupes de discussion et de six entrevues en profondeur. Les valeurs organisationnelles dominantes dans les entreprises turques ont ete´ identifiees comme etant, en ordre d'importance, le collectivisme, une orien- tation performance, l'evitement de l'incertitude, le sacrifice de soi, l'integrite´ , distance hierarchique, la qualite´ , la consideration, et l'orientation vers le futur. Les comportements de direction les plus frequemment observes ont eteles suivants: hierarchique—autocratique, suivi par paternaliste—considerant, transactionnel—orientevers l'equipe, et laisser-faire. Les resultats demontrent que tous les comportements de direction ont eteinfluences par les valeurs organisationnelles. Les attributs efficaces des dirigeants ont etepercus comme incluant les qualites suivantes: orientevers les personnes (integrateurs d'equipe et paternaliste), orientevers la tache, participatif, et charismatique—trans- formationnel. En general, cette etude demontre l'importance du collectivisme dans la culture organisationnelle tout comme dans les attributs tres efficaces des dirigeants dans un contexte turque.

Abstract: Ce travail s'attache a determiner lesquelles de quatre dimensions organisationnelles objectives sont a l'origine de l'attirance exercee par les organisations sur de futurs candidats. Il cherche aussi a preciser dans quelle mesure les facteurs de personnalite du Big Five interferent avec certaines de ces caracteristiques organisationnelles. Pour ce faire, 359 etudiants en fin d'etudes d'ingenieur et de management (masculins a 71 % et d'un âge moyen de 22,4 ans) ont lu de courtes descriptions d'organisations. Ces descriptions renvoyaient a quatre dimensions organisationnelles, a savoir la taille de l'entreprise, le degre d'internationalisation, les systemes de remuneration et le niveau de centralisation. Les etudiants devaient mentionner si l'organisation les attirait. En outre, ils s'auto-evaluaient a travers un inventaire de personnalite. Les resultats montrent que les futurs candidats sont plus attires par les organisations multinationales, decentralisees, de taille moyenne ou grande. Il est egalement apparu que certaines caracteristiques personnelles modifient les effets des dimensions organisationnelles sur l'attirance. Par example, le facteur sens des responsabilites (conscientiousness) agit sur l'impact de la taille de l'organisation, les sujets presentant un sens des responsabilites eleve se montrant plus attires par les grandes organisations. Le facteur ouverture d'esprit modifie les effets de l'internationalisation, les individus haut situes sur l'ouverture d'esprit etant davantage seduits par les multinationales.

Abstract: On analyse dans cet article les caracteristiques du leadership efficace en Iran, puis on envisage les liens possibles entre ce profil de leadership et les dimensions culturelles du pays. A partir des donnees fournies par 300 managers provenant de plus de 60 organisations relevant de trois secteurs industriels, on commence par utiliser les dimensions du projet GLOBE pour evaluer la culture iranienne dont les scores sont compares a ceux d’autres pays. S’appuyant a la fois sur l’emic et l’etic du leadership, les auteurs developpent sept dimensions du leadership: encourageant, dictatorial, visionnaire, familial, modeste, loyal et receptif. Ils soutiennent que certaines de ces dimensions traduisent les aspects universels (ou etic) du leadership (encourageant, dictatorial), alors que d’autres procedent de l’emic, c’est-a-dire de la specificite culturelle du leadership (modeste, familial, loyal). Les resultats sont discutes en terme de positionnement de la culture iranienne entre des entrelacements fondamentaux et des traditions culturelles complexes. On aborde enfin la question des retombees sur les recherches a venir.

Abstract: Social power involves the potential to influence others and is important in explaining organisational outcomes. Based on the assumptions posited in Raven’s (1992, 1993) power interaction model, we examined a set of potential antecedents and correlates of power sources. Participating in the study were 232 nurses and 32 supervisors from two municipal hospitals. Nurses and supervisors were asked to complete a battery of questionnaires including demographic items, the Interpersonal Power Inventory, job satisfaction, and organisational commitment. Convergent and discriminate validity of the power inventory yielded satisfactory results. Principal component analyses of the power inventory revealed a two-factor solution (harsh/soft sources) which was then used for comparison with predictors and outcome data. Among the major findings were the fact that compliance to power sources appears to be contingent on objective and subjective indices of professional distance between supervisors and subordinates, supervisor seniority in the department, and the type of promotion (from without or within department). Job satisfaction was found to be positively related to compliance with soft sources and negatively with harsh sources whereas commitment was positively associated with both.

Abstract: This Special Issue on ‘‘Leadership and Culture in the Middle East’’ focuses on values and practices as well as effective leadership attributes that are widely shared in Middle Eastern societies. National boundaries are utilised to approximate societal culture and leadership preconceptions. Data collected from four Middle Eastern nations (Iran, Kuwait, Turkey, and Qatar) form the basis of the articles in this Special Issue. Furthermore, at least part of the data collected in these four societies is composed as part of the GLOBE (Global Leadership and Organisational Behaviour Effectiveness) project. A review of the literature shows that there is scarce knowledge on societal and organisational culture and leadership practices in Iran, Kuwait, Turkey, and Qatar. In this respect, this forum would be an important document for providing information on societal and organisational norms and practices, and leadership attributes that are perceived to be effective in this region of the world. The first paper in this collection, entitled ‘‘Project GLOBE: An Introduction’’, is written by Robert House, Mansour Javidan, and Peter Dorfman. It provides an overview of the GLOBE project, a unique and large scale study of leadership and culture in 61 nations. GLOBE examines the interrelationships among societal culture, organisational culture, and organisational leadership using multiple methodologies. The constructs, objectives and the model utilised in the GLOBE project are described in this manuscript. Ikhlas A. Abdalla and Moudi A. Al-Hamoud wrote the second paper entitled ‘‘Exploring the Implicit Leadership Theory in the Arabian Gulf States’’. This article on the Arab culture focuses on quantitative and

Abstract: This study examines the cognitive and social psychological factors underlying UK National Lottery play. A total of 384 respondents were asked about their own lottery playing behaviours, their knowledge of lottery odds and their beliefs about the role of skill, chance, luck and optimism in lottery play. Using hypothetical scenarios, respondents were also asked to rate the likelihood of winning the lottery jackpot (matching all six numbers) with number combinations reflecting different levels of apparent randomness, previous matches, near misses and prize size manipulations. Frequency of lottery play was found to be positively correlated with age, income, Instants scratchcard play, gambling on horse/greyhound racing, the football pools, and bingo as well as with beliefs about skill, luck and optimism. Frequency of lottery play was negatively correlated with general education and estimate of relative win likelihoods based on the perceived randomness of number combinations. Planned contrasts revealed that compared to individual (non-syndicate) players, syndicate lottery players played more regularly and gambled more on the football pools. Results are discussed in the light of current cognitive theories surrounding the misperception of probability and their relation to lottery play and in the need for future models to recognise the social factors inherent in syndicate-based lottery participation. Cette e´tude examine les facteurs cognitifs et psycho-sociaux qui sont a` la base du jeu de Loterie Nationale en Grande-Bretagne. On a interroge´ au total 384 personnes sur leurs propres comportements au jeu de loterie, sur ce qu’ils savent des chances a` la loterie et ce qu’ils croient quant au role de l’habilite´, du hasard et de l’optimisme dans ce jeu. En se servant de sce´narios hypothe´tiques, il a e´te´ demande´ aux personnes interroge´es d’e´valuer la probabilite´ de gagner le gros lot (en donnant tous les 6 chiffres) avec des combinaisons de chiffres refle´tant diffe´rents niveaux de hasard apparent, les parties pre´ce´dentes, les fois ou` il s’en est fallu de peu et les manoeuvres en fonction de l’importance des lots. Il a e´te´ trouve´ que la fre´quence du jeu de loterie e´tait corre´le´e positivement avec l’âge, le revenu ou avec les jeux de carte a` gratter de fac¸on instantane´e, les jeux d’argent sur les courses de chevaux ou le´vriers, les lotos sportifs (football), et le bingo. . . ainsi que des croyances en matie`re d’habilite´, de chance et d’optimisme. La fre´quence du jeu de loterie e´tait corre´le´e ne´gativement avec l’instruction ge´ne´rale et l’e´valuation des probabilite´s de gagner en fonction de la perception des combinaisons de chiffres faites au hasard. Par croisements il a e´te´ mis en e´vidence que les joueurs individuels (non groupe´s) compare´s aux joueurs groupe´s misaient plus re´gulie`rement des sommes plus importantes au loto sportif. Les re´sultats sont de´battus a` la lumie`re des the´ories cognitives actuelles qui donnent un cadre aux erreurs de perception des probabilite´s du jeu de loterie, et de la ne´cessite´ pour les mode`les futurs de reconnaAƒÂƒA‚‘tre les facteurs sociaux inhe´rents a` la participation groupe´e a` la loterie.

Abstract: This study examines the relationship between favourable employment change and well-being. Using the National Longitudinal Survey of Youth, respondents who were inadequately employed (i.e. unemployed or underemployed, N= 1,160) in 1992 were followed up in 1994. Results suggest that among the unemployed in 1992 (time-1), higher depression at time-1 was significantly associated with decreased odds of both adequate employment and underemployment relative to unemployment at time-2 (1994). Among the underemployed at time-1, gender moderated the relationship between time-1 depression and employment at time-2. The odds of employment (both adequate and underemployment) were higher for males than females at lower levels of depression, but this gender advantage fell as depression increased. Additional analyses revealed that any employment at time-2 relative to unemployment was significantly associated with lower depression in 1994 when controlling for time-1 depression and other important background variables. Neither time-1 status (unemployment versus underemployment) nor type of time-2 employment (adequate versus underemployment) were significantly associated with later depression. Cette e´tude porte sur la relation entre un changement d’emploi positif et la sante´. A partir de l’enquete longitudinale nationale sur la jeunesse, des personnes qui avaient des proble`mes d’emploi en 1992 (au chomage ou sous-employe´es, N= 1,160) ont e´te´ recontacte´es en 1994. Les re´sultats montrent que chez les chomeurs de 1992 (T1), une forte de´pression a` cette e´poque e´tait significativement relie´e a` un plus grand risque de se retrouver chomeur en 1994 (T2), plutot qu’employe´ correctement ou sous-employe´. Chez les sous-employe´s de T1, le sexe influenc¸ait la relation entre la de´pression a` T1 et l’emploi a` T2. La probabilite´ d’avoir un emploi (correct ou insuffisant) e´tait supe´rieure chez les hommes pour les de´pressions le´ge`res, mais cet avantage lie´ au sexe chutait quand la de´pression s’aggravait. Des analyses comple´mentaires ont re´ve´le´ que tout emploi a` T2 e´tait significativement corre´le´ a` moins de de´pression a` ce moment quand on controlait pour T1 la de´pression et d’autres variables sociales importantes. Ni le statut a` T1 (chomage–sous-emploi), ni le type d’emploi a` T2 (emploi correct–sous-emploi) n’e´taient significativement relie´s a` la de´pression a` T2.

Abstract: This paper examines the role of perceived organisational support as a mediator of the relationship between perceived situational factors and affective organisational commitment. Perceived situational factors examined were: procedural justice, distributive justice, communication satisfaction with supervisor, and labor–management relationship climate. Analysis of data from a sample of 185 pharmaceutical sales representatives from India indicated that perceived organisational support fully mediates the relationship between each of these perceived situational variables and affective commitment to the organisation. Cet article examine le role que joue la perception du support organisationnel en tant que mediateur de la relation entre les facteurs situationnels et l’engagement affectif; les facteurs situationnels consideres etaient: la justice procedurale, une distribution equitable des tâches, le degre de satisfaction concernant les rapports avec le superieur et le plus ou moins favorable climat des relations de travail. L’analyse des donnees, sur un echantillon de 185 representants de produits pharmaceutiques, en Inde, indique pleinement que la perception du support organisationnel est effecetivement un mediateur entre chacune de ces variables situationnelles et l’engagement affectif envers l’organisation.

Abstract: A strong case can be made for the reciprocal transfer of learning between the journals and practice, as well as for blurring the distinction between the science and practice of I/O psychology. This is because journals consistently provide answers for practice, and the implementation of the answers provides a basis for publication and subsequent research. The author’s research and practice in the areas of employee motivation, performance appraisal, training, and personnel selection are used in support of these arguments.

Abstract: In this introduction to a special issue on Person-Organisation Fit it is argued that future studies on P-O fit should pay more attention to criteria of variability and the value of fit for selecting the components of the fit measure. Moreover, more within-person designs should be used in order to examine processes of adaptation and to improve the power of P-O fit research.

Abstract: This study assesses the influence of training intervention session process measures (affective reactions and session impacts) on immediate learning outcomes among 57 male and female telecommunications company employees, receiving instruction on a computer-based account management system. Hierarchical multiple regression found affective reaction (e.g. session warmth and trainer empathy) and session impact (e.g. usefulness and role clarity) measures explained up to 16.5 per cent of the variance in immediate learning outcomes, having statistically controlled for demographic variables and trainer differences. Furthermore, the results suggested early training experiences were related to later training learning outcomes. The results underline the need for training effectiveness research to gain a greater understanding of the mechanisms which underpin learning outcomes in organisational training contexts. Cette e´tude e´value l’influence des mesures prises au cours d’une session de formation (re´actions affectives et effet de la session) sur les re´sultats d’un apprentissage imme´diat aupre`s de 57 employe´s d’une compagnie de te´le´communications, hommes et femmes, recevant un enseignement relatif a` un syste`me informatif de gestion de comptes. Une analyse par re´gression multiple hie´rarchique a permis de constater qu’une re´action affective (a` savoir la cordialite´ de la session et l’empathie des formateurs) et que des mesures ayant un effet sur la session (a` savoir l’utilite´ et la clarte´ des roles) ont explique´ jusqu’a` 16,5% de la variance dans les re´sultats de cette formation, apre`s controle statistique des variables de´mographiques et des diffe´rences touchant aux au formateur. En outre, les re´sultats sugge`rent que des expe´riences de formations ante´rieures e´taient lie´es aux effets de la formation. Ces re´sultats soulignent la ne´cessite´ d’une recherche sur l’efficacite´ de la formation afin d’accrotre la compre´hension des me´canismes qui la sous-tendent dans des contextes de formation organisationnelle.

Abstract: The purpose of this pioneering study was to investigate the overall impact of unemployment on female managers compared to their male counterparts, an area which to date has received no specific attention. A questionnaire was designed based on a review of the relevant literature and content analysis of in-depth interviews with 40 unemployed managers. This was distributed to the 80 government run Executive Job Clubs located throughout England, and was used to gain quantitative data exploring respondents’ experiences of unemployment in terms of sources of stress, stress moderators, and stress outcomes. Completed questionnaires were received from 115 female and 169 male unemployed managers registered at 46 Executive Job Clubs (return rate 47%). Multiple regression techniques were used to develop individual and comparative models of unemployment for unemployed female and male managers. The findings indicated that unemployed female managers encountered substantially greater sources of stress than their male counterparts in all aspects of unemployment. Increased stressors and less effective stress moderators resulted in female managers experiencing significantly poorer mental well-being and greater negative physical effects during unemployment than their male counterparts. Recommendations are made to key organisations. Cette recherche originale avait pour objectif l’analyse de l’impact global du chomage sur les femmes cadres compare´es a` leurs homologues masculins, un domains qui jusqu’a` pre´sent n’a pas e´te´ spe´cifiquement e´tudie´. On a construit un questionnaire a` partir d’informations fournies par la litte´rature et par l’analyse de contenu d’entretiens effectue´s aupre`s de quarante cadres au chomage. Ce questionnaire fut envoye´ aux 80 Executive Job Clubs anglais relevant de l’Etat et permit d’obtenir des donne´es quantitatives sur l’expe´rience que les re´pondants avaient du chomage (origines, gestion et conse´quences du stress). On a rec¸u 115 questionnaires remplis par des femmes et 169 par des hommes inscrits dans 46 Executive Job Clubs, soit un taux de retour de 47%. On a fait appel a` des techniques de re´gression multiple pour e´laborer des mode`les individuels et comparatifs du chomage chez les cadres masculins et fe´minins sans emploi. Les re´sultats ont montre´ que les femmes e´taient confronte´es a` des sources de stress nettement plus importantes que leurs colle`gues masculins dans toutes les dimensions du chomage. Des facieurs de stress plus nocifs et une gestion du stress moins efficace provoquaient chez les femmes cadres un moindre bien-etre physique et mental durant leur pe´riode de chomage. Des recommandations sont propose´es aux organismes concerne´s.

Abstract: This study utilises the Miner Sentence Completion Scale Form T, translated into Russian, to compare the entrepreneurial motivation of 120 Russian managers interested in entrepreneurial activity with an American sample found in Miner (1986). This contrast shows very substantial differences between the two groups. After four years a follow-up study was conducted on the Russian sample. Of the 120 managers who originally took the MSCS, 58 men and women were found actually engaged in running their own businesses. Comparing this follow-up sample with a similar one provided by Miner, Smith, & Bracker (1994) shows very little difference between American and Russian active entrepreneurs. Correlations of MSCS Form T with two criteria of entrepreneurial success show similar positive results for both samples. Implications for use of the test by Russian authorities are discussed. On utilise dans cette recherche l’Echelle de Comple`tement de Phrases de Miner (MSCS) forme T, traduite en russe, pour comparer l’esprit d’entreprise de 120 cadres russes tente´s par l’activite´ d’entrepreneur avec celui d’un e´chantillon ame´ricain e´tudie´ par Miner (1986). Cette confrontation met en e´vidence de tre`s nettes diffe´rences entre les deux groupes. L’e´chantillon russe a e´te´ revu quatre ans plus tard. Sur les 120 cadres du de´part, 58 hommes et femmes furent retrouve´s a` leur compte. La comparaison de cet e´chantillon avec un autre comparable pre´sente´ par Miner, Smith, & Bracker (1994) de´tecte tre`s peu de diffe´rences entre les entrepreneurs actifs russes et ame´ricains. Les corre´lations du MSCS forme T avec deux crite`res de succe`s pour l’entrepreneur de´bouchent sur des re´sultats positifs analogues dans les deux e´chantillons. Le proble`me de l’utilisation du test par les autorite´s russes est aborde´.

Abstract: Ce dernier article integre les resultats et implications des etudes presentees ici en terme de recherche future dans un contexte international. Il expose en premier lieu le debat sur la convergence/divergence et fait ressortir l’importance d’etre sensible non seulement aux tendances et pressions universelles, mais aussi a l’exploration et a l’identification des differences societales dans nos recherches. En second lieu, cet article met l’emphase sur la question methodologique de la recherche inter-nations. Sur ce point, ce papier conclut que (i) l’application d’une approche methodologique commune dans les etudes rapportees ici, et dans le projet GLOBE en general, et (ii) l’inclusion de techniques quantitatives et qualitatives, sont des avantages certains aux recherches dans ce volume. Ces etudes vont constituer un guide de ce qui peut etre atteint par des recherches inter-nations bien developpees et bien conduites.

Abstract: A Chinese form of the 1994 Strong Interest Inventory (SII) was developed through a three-step translation process. The translated version was judged to show linguistic or inferential equivalence to the SII in English. Field-testing data based on two Chinese samples (N1 = 124, N2 = 40) and one American sample (N3 = 52) provided additional support on metric equivalence between the SII and the SII-Chinese. Correlational analysis, paired t-test, and profile analysis consistently demonstrated that the SII and SII-Chinese yielded highly comparable results at all three levels of measurement—General Occupational Themes (GOT), Basic Interest Scales (BIS), and Occupational Scales (OS). Statistically significant difference between the SII and SII-Chinese was found only on one basic scale and two occupational scales in selected male and female subsamples. Factor analysis, using maximum likelihood extraction and oblique rotation, identified six broad occupational interest dimensions on the SII-Chinese: Enterprising (E), Investigative (I), Artistic (A), Public (P), Realistic (R), and Social (S). Implications for further adapting the SII-Chinese to better fit the Chinese culture and to be used as an assessment tool in China are discussed. Une version chinoise de l’Inventaire d’Inte´rets de Strong de 1994 (SII) a e´te´ e´labore´e en trois phases. On s’est assure´ que la traduction correspondait bien a` la forme anglaise sur le plan linguistique et renvoyait a` des connotations comparables. Des donne´es recueillies sur le terrain a` partir de deux e´chantillons chinois (N1 7equals; 124; N2= 40) et d’un e´chantillon ame´ricain (N3=52) confirme`rent l’e´quivalence me´trique des deux versions. Un calcul de corre´lations, le t de Student applique´ aux paires d’items et une analyse de profils montre`rent sans ambiguite´ que les SII ame´ricain et chinois fournissaient des re´sultats tre`s proches sur les trois types de mesures: les the`mes professionnels ge´neraux (GOT), les e´chelles d’inte´rets de base (BIS) et les e´chelles professionnelles (OS). Des diffe´rences statistiquement significatives entre les deux versions ne sont apparues que sur une e´chelle de base et sur deux e´chelles professionnelles dans des sous-e´chantillons se´lectionne´s des deux sexes. Une analyse factorielle exploitant l’extraction de probabilite´ maximale et la rotation oblique mit en e´vidence six grandes dimensions d’inte´rets professionnels sur le SII chinois: Entreprenant (E), Investigateur (I), Artiste (A), Civique (P), Re´aliste (R), et Social (S). On examine les proble`mes lie´s a` une meilleure adaptation du SII a` la culture chinoise et a` son utilisation comme outil d’e´valuation.

Abstract: Central to the discussion launched by Latham's article is the question of the primacy or, one could say, the balance between two aspects of psychology: its contribution to the scientific body of knowledge and its assistance in solving practical problems. Many debates and a long list of publications have been devoted to the relevance of scientific and applied psychology. The editorship of Applied Psychology has chosen an interesting variation of this question, namely the relative attractiveness and desirability (for their journal) of more theoretical and academic articles on the one hand, or of more practical papers that have immediate practical implications on the other. Latham attempts to answer this question by relying primarily on his own research and experience to support his preference, an approach that is both unusual and intriguing. We as commentators were asked to do the same. In the next few pages I will, therefore, draw upon my own work experience for an elucidation of my personal choice in this field of tension between theoretical interest and practical relevance. Since it is the science of behaviour, psychology will always make reference to practical implications. As in everyday practice, the psychologist wants to know why people behave as they do, and which internal or external conditions determine or stimulate this behaviour. The only criteria that distinguish psychology from gossip, journalism, and novelistic writing are rigorous methodological discipline and empirical testing, in addition to, of course, the search for generalisable laws and relationships as opposed to an interest in particular cases or individuals. Consequently, in a world full of erroneous generalisations and simplistic stereotypes, the scientific psychologist plays a critical, negating and often disenchanting role. I have always welcomed this stringent role of science. Particularly when dealing with people, their destinies, and their major decisions in life (education, work, partners, health), professional psychological support should

Abstract: It is 40 years since Holland first proposed his theory of vocational choice. In that period it is probably true to say that it has attracted more research than any other vocational guidance measure. This paper looks at the central concept in his theory (congruence) and other areas of vocational guidance, namely “fit”. It also looks at current research issues relating to Holland’s theory. Particular attention is paid to the research papers that examine the overlap between the six (RAISEC) personality types of Holland and the consensually accepted “Big Five” factor view of personality theorists. Finally a summary of the major theoretical, empirical, and methodological problems in the area is discussed.

Abstract: A partir de donnees GLOBE Grees de questionnaires administres a des cadres moyens du Qatar (N = 101) et du Koweit (N = 78) et d'entretiens approfondis aupres de onze cadres moyens du Qatar et dix du Koweit, cette etude analyse les traits du leadership efficace dans les Etats du Golfe. On s'interesse aussi a la theorie du leadership implicite dans une approche culturelle. Les resultats montrent que le Qatar et le Koweit sont tres proches pour ce qui est des profils globaux des leaders efficaces ou exceptionnels. Le leader efficace est competent sur le plan administratif, diplomate, visionnaire, integre, centre sur la performance et il suscite des idees. Une analyse factorielle de second ordre confirme la proximite des deux pays pour ce qui est des caracteristiques du leadership efficace. Les variables demographiques ont un impact tres faible sur la representation que les repondants se font du leadership efficace. Cette recherche decrit la double serie de valeurs que representent la tradition et le modernisme dans les deux societes.

Abstract: The study investigates whether fit of human resources management (HRM) policies with employees’ preferences in developing countries of sub-Saharan Africa, with specific reference to Kenya, impacts on levels of job involvement. We argue that the contextual variables in developing countries are varied and complex to the extent that organisations operating in these milieux might find that ‘fit’ as presented in the literature from developed economies does not matter. Further, we examine the role of individual value orientations and organisation value fit to look for a link with job involvement. The study contends that the use of simple difference scores to measure fit is inadequate, and adopts Edwards’ (1994) regression technique to analyse fit. Overall, the results indicate that the person–environment (HRM preference with actual policy practice) fit model can partially predict job involvement in a developing country context, but in a way that is not consistent with theory. However, job involvement is not related strongly to either the convergence of an individual’s values with those of others in the organisation, or convergence of HRM policies with individual preferences. It is the values themselves—not their fit—that are most predictive of job involvement.

Abstract: An integrative psychological approach to employee empowerment was developed based on the premise that the psychological experience of power underlies feelings of empowerment. This research extends existing perspectives on empowerment by incorporating the empowering effect of valued goals, such as those provided by transformational leadership. Goal internalisation was identified as a major component of the psychological experience of empowerment, in addition to the two traditional facets of perceptions of control over the work environment and perceptions of self-efficacy or competence. Standard measure development procedures using a sample of employed individuals from Quebec, Canada and subsequent validation with an organisational sample from Ontario, Canada yielded a three-factor scale of psychological empowerment corresponding to these three dimensions. The implications of defining empowerment as a psychological state and the need for multiple measures of empowerment are also discussed.

Abstract: On affirme dans cet article que deux traditions ont domine les recherches sur l'adequation personne-environnement, la tradition des differences individuelles et celle de la psychologie organisationnelle. Je passe rapidement en revue ces traditions en exploitant cet ensemble d'articles comme illustratifs de ces traditions. L'avenement de recherches qui se penchent sur des realites nationales et culturelles (encourage par deux articles dans ce numero) peut etre a l'origine d'une nouvelle tradition. Je mentionne finalement que les travaux portant sur la personne et son environnement manquent de theorisations et d'investigations sur l'environnement. Cela est particulierement vrai en ce qui concerne le role des gens dans la construction des envrionnements et l'efficacite environnementale dans l'adequation personne-envrionnement. Je conclus en disant que les ajustements sur l'adequation sont salutaires parce que l'adequation est habituellement conceptualisee et operationalisee a partir de nombreuses perspectives aussi differentes qu'interessantes.

Abstract: We conducted two studies to determine whether the three-component model of organisational commitment (Meyer & Allen, 1991) is generalisable to a non-Western culture using data from South Korea. In Study 1, we found that when the 6-item versions of the scales (Meyer, Allen, & Smith, 1993) were translated into Korean, the psychometric properties of the Affective Commitment Scale were similar to those found in North America, but problems were identified in the Continuance and Normative Commitment Scales. In Study 2, we found that these problems could be overcome by adopting a revised set of items written in North America. The new scales demonstrated good psychometric properties in terms of factorial validity, internal consistency, and criterion-related validity with respect to turnover intention. We concluded that the three commitment constructs are likely to generalise to non-Western cultures, but that there might be a need to refine the measures for cross-cultural research.

Abstract: The present study extended person–organisation fit research by concentrating exclusively on one national culture dimension affecting organisational values: individualism–collectivism (I–C). Volunteers (N=581) from two matched organisations (hospitals and management consultancies) in Australia and in South-East Asia completed questionnaires measuring individuals’ orientations on I–C and other organisational variables. Two types of fit were analysed: interactions between (1) individual I–C and national culture, and (2) individual I–C and organisational culture. These interactions were tested in relation to three outcome variables: organisational commitment, job satisfaction, and tenure. Both national and organisational differences were found with respect to I–C. Asian organisations were more collectivistic than Australian organisations, and hospitals were more collectivistic than management consultancies. In support of person–nation fit hypotheses, collectivists were more committed to their organisations and had longer tenure than individualists in Asian, as compared to Australian organisations. Interaction terms were significant even in the presence of direct effects of collectivism on organisational commitment and tenure. The same results were not found for job satisfaction. Predicted effects of person–organisation fit were not found at the organisational level within cultures. Cette e´tude prolonge les recherches sur l’ade´quation entre la personne et l’organisation en se focalisant exclusivement sur une dimension culturelle nationale affectant les valeurs organisationnelles: l’individualisme-communautarisme (I–C). 581 volontaires provenant de deux types d’organisations apparie´es (des hopitaux et des cabinets-conseil en management) en Australie et dans le sud-est asiatique ont rempli des questionnaires mesurant les orientations de chacun sur l’I–C et d’autres variables organisationnelles. Deux cate´gories d’ade´quation ont e´te´ analyse´es: des interactions entre d’une part l’I–C individuel et la culture nationale, et d’autre part l’I–C individuel et la culture organisationnelle. Ces interactions ont e´te´ mises a` l’e´preuve avec trois variables de´pendantes: l’implication organisationnelle, la satisfaction professionnelle et l’anciennete´. Des diffe´rences a` la fois nationales et organisationnelles sont apparues en ce qui concerne l’I–C. Les organisations asiatiques sont plus communautaires que celles d’Australie, et les hopitaux le sont davantage que les cabinets-conseil en management. Conforme´ment aux hypothe`ses sur la correspondance personne-nation, les communautaristes se sont montre´s plus implique´s envers leur organisation et pre´sentaient une plus grande anciennete´ que les individualistes en Asie, par comparaison avec les organisations australiennes. L’interaction e´tait significative meme en pre´sence des effets directs du communautarisme sur l’implication organisationnelle et l’anciennete´. Les memes re´sultats n’ont pas e´te´ retrouve´s avec la satisfaction professionnelle. Les effets attendus de l’ade´quation personne-organisation ne sont pas apparus au niveau de l’organisation a` l’inte´rieur des cultures.

Abstract: and communal coping on anger during pregnancy among women with multiple roles. Psychology of Women Quarterly, 21, 645±662. Wells, J., Hobfoll, S.E., & Lavin, J. (1999). When it rains, it pours: The greater impact of resource loss compared to gain on psychological distress. Personality and Social Psychology Bulletin, 25, 1172±1182. Westman, M., & Eden, D. (1997). Effects of a respite from work on burnout: Vacation relief and fade-out. Journal of Applied Psychology, 82, 516±527. Westman, M., & Etzion, D. (1995). Crossover of stress, strain, and resources from one spouse to another. Journal of Organizational Behavior, 16, 169±181. Wright, T.A., & Cropanzano, R. (1998). Emotional exhaustion as a predictor of job performance and voluntary turnover. Journal of Applied Psychology, 83, 486±493.

Abstract: This study focuses on the robustness of the relationship between supplies–values (S–V) fit and work outcomes. Specifically, the functional form that best describes the relationships of three different dimensions of S–V fit (i.e. intrinsic work aspects, extrinsic work aspects, and social relations at work) with job satisfaction, intention to leave the organisation and psychological well-being was investigated using the moderated regression technique proposed by Edwards (1991, 1994). This study extends previous research by examining the stability of these relationships across two occasions, separated by a period of four years. Results showed that the functional form of the relationship of S–V fit with work outcomes differed by the S–V fit dimension and the work outcome under investigation. However, the functional form of each of these relationships on the first occasion was almost identical to the form of the relationships on the second occasion. Additionally, results showed that all three S–V fit dimensions affected job satisfaction and intention to leave, but had only a weak effect on psychological well-being. The organisational supplies component, as well as its quadratic term in particular, had a large influence on job satisfaction and intention to leave. Implications for future research in the P–O fit area are discussed. Cette e´tude est centre´e sur la force de la relation entre la correspondance contributions-valeurs (supplies-values ou S–V) et les re´sultats du travail. Plus particulie`rement, la forme fonctionnelle qui de´crit le mieux les rapports des trois dimensions de la correspondance S–V (c’est-a`-dire les relations sociales au travail et les aspects intrinse`ques et extrinse`ques du travail) avec la satisfaction professionnelle, le projet de quitter l’organisation et le bien-etre psychologique a e´te´ explore´e a` l’aide de la technique de la re´gression mode´re´e propose´e par Edwards (1991, 1994). Cette recherche e´largit les travaux ante´rieurs en s’inte´ressant a` la stabilite´ de ces relations a` deux pe´riodes se´pare´es par un laps de temps de quatre ans. Les analyses montrent que la forme fonctionnelle de la relation de la correspondance S–V avec les re´sultats du travail diffe´rent selon les dimensions de la correspondance S–V et selon les aspects des re´sultats du travail pris en conside´ration. Cependant, la forme fonctionnelle de chacune de ces relations sur la premie`re pe´riode e´tait presque identique a` la forme des relations sur la seconde. En outre, les analyses montrent que les trois dimensions de la correspondance S–V affectent la satisfaction professionnelle et le projet de de´mission, mais n’ont qu’un faible effet sur le bien-etre psychologique. La composante “contribution organisationnelle”, aussi bien que son terme quadratique en particulier, a une grande influence sur la satisfaction professionnelle et le projet de de´part. On discute aussi des retombe´es sur les futures recherches dans le domaine personne-organisation.