Polytasking and Human Values Across Cultures
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Type of Work79 leaves
DepartmentUniversity of Baltimore. Yale Gordon College of Arts and Sciences
ProgramUniversity of Baltimore. Master of Science in Applied Psychology
RightsAttribution 3.0 United States
This item may be protected under Title 17 of the U.S. Copyright Law. It is made available by the University of Baltimore for non-commercial research and educational purposes.
Schwartz's human values
This study examines the relationship between polytasking and human values, at the individual level of analysis, across three groups from two culturally distinct countries (India and USA). Both archival and non-archival survey data are used in a combined data collection effort consisting of 401 full-time employees working at high-tech companies. Drawing on findings from research on time management behaviors and values, it was hypothesized that correlations between personal preference for polytasking and Schwartz’s (1994a) higher order values (e.g., Self-Enhancement values, Openness to Change values, Self-Transcendence values, and Conservation values) would correlate in the same direction across cultures. It was also hypothesized that the magnitude of these correlations would be variant between cultural groups. The first and second hypotheses are partially supported, and the third hypothesis was not supported. Pair-wise comparisons show that the negative correlation between Self-Transcendence values and polytasking is stronger for nonIndians in the USA instead of for Indians in the USA. Although Schwartz’s (1994a) higher order values have never been evaluated in relation to behavioral-oriented preference for polytasking at the individual level (i.e., polytasking), this study shows that values might relate to polytasking preferences and culture might have a role, but its role is still inconclusive. The results also have implications for hiring criteria.
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