This article by Vas Taras, Bradley L. Kirkman, and Piers Steel examines the impact of cultural values on various organizational outcomes through a meta-analysis of 598 studies involving over 200,000 individuals. The study focuses on Geert Hofstede's four cultural value dimensions: individualism-collectivism, power distance, uncertainty avoidance, and masculinity-femininity. Key findings include: 1. **Predictive Power**: Cultural values predict outcomes with a moderate effect size (ρ = 0.18) at the individual level. 2. **Compared to Other Predictors**: The predictive power of cultural values is lower than that of personality traits and demographics for some outcomes (e.g., job performance, absenteeism, turnover) but higher for others (e.g., organizational commitment, identification, citizenship behavior, team-related attitudes, feedback seeking). 3. **Relational Strength**: Cultural values are most strongly related to emotions, followed by attitudes, behaviors, and job performance. 4. **Demographic Moderators**: Cultural values have stronger effects for older, male, and more educated respondents. 5. **Data Source Moderators**: Studies using primary data (e.g., survey-based self-reports) show stronger predictive power than those using secondary data (e.g., country scores). 6. **Cultural Tightness-Loose**: Cultural values have stronger effects in tighter societies compared to looser ones. The study also explores the moderating role of demographic characteristics, data source, and cultural tightness-looseness, providing insights into when and why cultural values are more influential in organizational settings.This article by Vas Taras, Bradley L. Kirkman, and Piers Steel examines the impact of cultural values on various organizational outcomes through a meta-analysis of 598 studies involving over 200,000 individuals. The study focuses on Geert Hofstede's four cultural value dimensions: individualism-collectivism, power distance, uncertainty avoidance, and masculinity-femininity. Key findings include: 1. **Predictive Power**: Cultural values predict outcomes with a moderate effect size (ρ = 0.18) at the individual level. 2. **Compared to Other Predictors**: The predictive power of cultural values is lower than that of personality traits and demographics for some outcomes (e.g., job performance, absenteeism, turnover) but higher for others (e.g., organizational commitment, identification, citizenship behavior, team-related attitudes, feedback seeking). 3. **Relational Strength**: Cultural values are most strongly related to emotions, followed by attitudes, behaviors, and job performance. 4. **Demographic Moderators**: Cultural values have stronger effects for older, male, and more educated respondents. 5. **Data Source Moderators**: Studies using primary data (e.g., survey-based self-reports) show stronger predictive power than those using secondary data (e.g., country scores). 6. **Cultural Tightness-Loose**: Cultural values have stronger effects in tighter societies compared to looser ones. The study also explores the moderating role of demographic characteristics, data source, and cultural tightness-looseness, providing insights into when and why cultural values are more influential in organizational settings.