Polytasking and Human Values Across Cultures
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Date
2020-12
Department
University of Baltimore. Yale Gordon College of Arts and Sciences
Program
University of Baltimore. Master of Science in Applied Psychology
Citation of Original Publication
Rights
Attribution 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.
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.
Abstract
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.