Escalas de Cultura de Dorfman y Howell. Análisis de Invarianza Factorial Progresiva
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Escalas de Cultura de Dorfman y Howell. Análisis de Invarianza Factorial Progresiva
.

Sumario:

Uno de los modelos teóricos más influyentes en la investigación transcultural es el desarrollado por Geert Hofstede, que originalmente consideraba cuatro dimensiones con las cuales se podía comparar diferentes culturas nacionales. Este modelo se basaba en las atribuciones y percepciones de los sujetos en relación a la cultura donde se desenvolvían, sin ser focalizado su modelo de medida en situaciones específicas como la pertenencia a una determinada organización o las creencias individuales. Dorfman y Howell (1988) elaboran una versión para las escalas de Hofstede para incluir el dominio organizacional en las respuestas, como forma de dar cuenta de la cultura laboral. Estas escalas han sido difundidas y utilizadas ampliamente dentro de la... Ver más

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Revista Iberoamericana de Psicología

2027-1786

2500-6517

Didier Pino, Nicolás Osvaldo

Luna, Juan Francisco

CORPORACIÓN UNIVERSITARIA IBEROAMERICANA

10.33881/2027-1786.rip.13309

13

2020-12-31

146

155

Colombia

Invarianza Factorial; Escala de Valores Laborales; Cultura Laboral; dimensiones culturales; psicometría; validación de instrumentos

Psicometria

Corporación Universitaria Iberoamericana - 2021

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spelling Escalas de Cultura de Dorfman y Howell. Análisis de Invarianza Factorial Progresiva
Analysis of Progressive Measurement Invariance of Dorfman and Howell’s Cultural Scales
Uno de los modelos teóricos más influyentes en la investigación transcultural es el desarrollado por Geert Hofstede, que originalmente consideraba cuatro dimensiones con las cuales se podía comparar diferentes culturas nacionales. Este modelo se basaba en las atribuciones y percepciones de los sujetos en relación a la cultura donde se desenvolvían, sin ser focalizado su modelo de medida en situaciones específicas como la pertenencia a una determinada organización o las creencias individuales. Dorfman y Howell (1988) elaboran una versión para las escalas de Hofstede para incluir el dominio organizacional en las respuestas, como forma de dar cuenta de la cultura laboral. Estas escalas han sido difundidas y utilizadas ampliamente dentro de la comunidad de investigación transcultural, sin presentarse un análisis en profundidad de la calidad de medida de tales escalas. Este artículo se aboca en presentar los resultados del análisis de la invarianza factorial de las escalas, considerando las cuatro dimensiones originales de Hofstede, a través del análisis factorial progresivo considerando los tres pasos de restricciones respecto de los resultados.
One of the most influential theoretical models in cross-cultural research was developed by Geert Hofstede, which initially considered four dimensions with which different national cultures could be compared. That model was based on attributions and perceptions of individuals related to the culture where they live without focusing on its measurement model in specific situations such as belonging to a particular organization or individual beliefs. Dorfman and Howell (1988) developed a version for Hofstede scales to include organizational domain responses to approach for the work culture. These scales have been disseminated and widely used within the research community transcultural without presenting a detailed analysis of such scales' quality of measurement. This article attempts to present the analysis results of the measurement invariance of scales, considering the four original dimensions of Hofstede, through the progressive factor analysis considering three steps of restrictions on the results.
Didier Pino, Nicolás Osvaldo
Luna, Juan Francisco
Invarianza Factorial; Escala de Valores Laborales; Cultura Laboral; dimensiones culturales; psicometría; validación de instrumentos
Psicometria
13
3
Núm. 3 , Año 2020 : Revista Iberoamericana de Psicología
Artículo de revista
Journal article
2020-12-31T00:00:00Z
2020-12-31T00:00:00Z
2020-12-31
application/pdf
Bogotá: Corporación Universitaria Iberoamericana
Revista Iberoamericana de Psicología
2027-1786
2500-6517
https://reviberopsicologia.ibero.edu.co/article/view/rip.13309
10.33881/2027-1786.rip.13309
https://doi.org/10.33881/2027-1786.rip.13309
spa
https://creativecommons.org/licenses/by-nc-sa/4.0/
Corporación Universitaria Iberoamericana - 2021
146
155
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collection Revista Iberoamericana de Psicología
title Escalas de Cultura de Dorfman y Howell. Análisis de Invarianza Factorial Progresiva
spellingShingle Escalas de Cultura de Dorfman y Howell. Análisis de Invarianza Factorial Progresiva
Didier Pino, Nicolás Osvaldo
Luna, Juan Francisco
Invarianza Factorial; Escala de Valores Laborales; Cultura Laboral; dimensiones culturales; psicometría; validación de instrumentos
Psicometria
title_short Escalas de Cultura de Dorfman y Howell. Análisis de Invarianza Factorial Progresiva
title_full Escalas de Cultura de Dorfman y Howell. Análisis de Invarianza Factorial Progresiva
title_fullStr Escalas de Cultura de Dorfman y Howell. Análisis de Invarianza Factorial Progresiva
title_full_unstemmed Escalas de Cultura de Dorfman y Howell. Análisis de Invarianza Factorial Progresiva
title_sort escalas de cultura de dorfman y howell. análisis de invarianza factorial progresiva
title_eng Analysis of Progressive Measurement Invariance of Dorfman and Howell’s Cultural Scales
description Uno de los modelos teóricos más influyentes en la investigación transcultural es el desarrollado por Geert Hofstede, que originalmente consideraba cuatro dimensiones con las cuales se podía comparar diferentes culturas nacionales. Este modelo se basaba en las atribuciones y percepciones de los sujetos en relación a la cultura donde se desenvolvían, sin ser focalizado su modelo de medida en situaciones específicas como la pertenencia a una determinada organización o las creencias individuales. Dorfman y Howell (1988) elaboran una versión para las escalas de Hofstede para incluir el dominio organizacional en las respuestas, como forma de dar cuenta de la cultura laboral. Estas escalas han sido difundidas y utilizadas ampliamente dentro de la comunidad de investigación transcultural, sin presentarse un análisis en profundidad de la calidad de medida de tales escalas. Este artículo se aboca en presentar los resultados del análisis de la invarianza factorial de las escalas, considerando las cuatro dimensiones originales de Hofstede, a través del análisis factorial progresivo considerando los tres pasos de restricciones respecto de los resultados.
description_eng One of the most influential theoretical models in cross-cultural research was developed by Geert Hofstede, which initially considered four dimensions with which different national cultures could be compared. That model was based on attributions and perceptions of individuals related to the culture where they live without focusing on its measurement model in specific situations such as belonging to a particular organization or individual beliefs. Dorfman and Howell (1988) developed a version for Hofstede scales to include organizational domain responses to approach for the work culture. These scales have been disseminated and widely used within the research community transcultural without presenting a detailed analysis of such scales' quality of measurement. This article attempts to present the analysis results of the measurement invariance of scales, considering the four original dimensions of Hofstede, through the progressive factor analysis considering three steps of restrictions on the results.
author Didier Pino, Nicolás Osvaldo
Luna, Juan Francisco
author_facet Didier Pino, Nicolás Osvaldo
Luna, Juan Francisco
topicspa_str_mv Invarianza Factorial; Escala de Valores Laborales; Cultura Laboral; dimensiones culturales; psicometría; validación de instrumentos
Psicometria
topic Invarianza Factorial; Escala de Valores Laborales; Cultura Laboral; dimensiones culturales; psicometría; validación de instrumentos
Psicometria
topic_facet Invarianza Factorial; Escala de Valores Laborales; Cultura Laboral; dimensiones culturales; psicometría; validación de instrumentos
Psicometria
citationvolume 13
citationissue 3
citationedition Núm. 3 , Año 2020 : Revista Iberoamericana de Psicología
publisher Bogotá: Corporación Universitaria Iberoamericana
ispartofjournal Revista Iberoamericana de Psicología
source https://reviberopsicologia.ibero.edu.co/article/view/rip.13309
language spa
format Article
rights https://creativecommons.org/licenses/by-nc-sa/4.0/
Corporación Universitaria Iberoamericana - 2021
info:eu-repo/semantics/openAccess
http://purl.org/coar/access_right/c_abf2
references Abrahamson, E., & Fairchild, G. (1999). Management fashion: Lifecycles, triggers, and collective learning processes. Administrative Science Quarterly, 44(4), 708–740. https://doi.org/10.2307/2667053
Berg, R. C., Rechkemmer, A., Espinel, Z., & Shultz, J. M. (2020). COVID-19 as a tipping point for Latin America’s sustainable development goals: the case of Venezuelan migrants in Colombia. Migration and Development, 00(00), 1–10. https://doi.org/10.1080/21632324.2020.1830564
Bird, A., & Mendenhall, M. E. (2016). From cross-cultural management to global leadership: Evolution and adaptation. Journal of World Business, 51(1), 115–126. https://doi.org/10.1016/j.jwb.2015.10.005
Bird, A., & Metcalf, L. (2004). Integrating Twelve Dimensions of Negotiating Behavior and Hofstede ’ s Work-Related Values : A Six-Country Comparison Basic Concept of Negotiation : Distributive vs . Integrative. In H. Vinken, J. Soeters, & P. Ester (Eds.), Comparing Cultures: Dimensions of Culture in a Comparative Perspective (pp. 251–269). Leiden. Recovered from https://core.ac.uk/download/pdf/19160528.pdf
Connell, J., & Burgess, J. (2009). Migrant workers, migrant work, public policy and human resource management. International Journal of Manpower, 30(5), 412–421. https://doi.org/10.1108/01437720910977625
Didier Pino, N. (2014). Selección de Personal en Chile. Revista Iberoamericana De Psicología, 7(1), 103-114. https://doi.org/10.33881/2027-1786.rip.7109
Didier, Nicolás. (2017). Los hijos de la democracia: rasgos, valores individuales, laborales y sociales en Chile. Revista de Psicología, 26(2), 1–16. https://doi.org/10.5354/0719-0581.2017.47949
Didier, Nicolás. (2019). Discriminación laboral desde Recursos Humanos: Un debate técnico pendiente. NOVUM, 1(9), 9–31. Recuperado a partir de https://revistas.unal.edu.co/index.php/novum/article/view/72995
Didier, Nicolás. (2020). Are we ready? Labor market transit to the digital economy. Journal of Adult & Continuing Education. https://doi.org/10.1177%2F1477971420983347
Didier, Nicolás. (2021). Does credentialism affect the gender wage gap? Evidence from Chile. Latin American Policy.
Didier, Nicolás, & Luna, J. F. (2017). ¿dónde Estamos? La Cultura Laboral Chilena desde Hofstede. Revista Colombiana de Psicologia, 26(2), 295–311. https://doi.org/10.15446/rcp.v26n2.60557
Didier, NicoláS, & Luna, J. F. (2017). ¿dónde Estamos? La Cultura Laboral Chilena desde Hofstede. Revista Colombiana de Psicologia, 26(2), 295–311. https://doi.org/10.15446/rcp.v26n2.60557
Dorfman, W. ., & Howell, P. . (1988). Dimensions of national culture and effective leadership patterns: Hofstede revised. Advances in International Comparative Management, 3(October), 127–150. https://doi.org/papers3://publication/uuid/ED882AF0-E0C3-47BF-B412-A521D211BF79
Fanelli, D. (2018). Is science really facing a reproducibility crisis, and do we need it to? Proceedings of the National Academy of Sciences of the United States of America, 115(11), 2628–2631. https://doi.org/10.1073/pnas.1708272114
Fang, T. (2003). A critique of Hofstede’s fifth national culture dimension. International Journal of Cross Cultural Management, 3(3), 347–368. https://doi.org/10.1177/1470595803003003006
Fang, T., Novicevic, M. M., & Zikic, J. (2009). Career success of immigrant professionals: Stock and flow of their career capital. International Journal of Manpower, 30(5), 472–488. https://doi.org/10.1108/01437720910977661
Fernandez, D. R., Carlson, D. S., Stepina, L. P., & Nicholson, J. D. (1997). Hofstede’s country classification 25 years later. In Journal of Social Psychology (Vol. 137, Issue 1, pp. 43–54). https://doi.org/10.1080/00224549709595412
Forde, C., & Mackenzie, R. (2009). Employers’ use of low-skilled migrant workers: Assessing the implications for human resource management. International Journal of Manpower, 30(5), 437–452. https://doi.org/10.1108/01437720910977643
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