To prosper, organizational psychology should... adopt a global perspective
主张组织心理学必须采纳全球视角，讨论了三个理想：纳入全球声音、精确界定文化层次、理解文化何时重要，并分析了现状与解决方案。
Abstract We argue that for the field of organizational psychology to prosper, it must adopt a global perspective. In this article, we discuss three specific ideals for a more global organizational psychology, our progress toward these ideals (or lack thereof), and potential solutions to move toward a truly global science. First, we argue that a truly global organizational psychology must incorporate global voices. Yet cross‐cultural research in organizational psychology still remains largely a U.S. export business wherein the very questions we ask are colored by Western assumptions and values which are then explored to other cultures. To be a global science, we must acknowledge that the questions we ask are value‐laden, and we must ensure that the questions we ask to have global relevance. Second, a truly global organizational psychology must articulate with precision the level at which culture operates. Yet the level at which culture is defined varies widely across studies and levels of analysis confusion abounds in the literature. We discuss a number of conceptualizations and measures of culture and suggest the conditions under which each may be warranted. Third, a truly global organizational psychology must advance an understanding of when culture matters. Despite abundant evidence that behavior in organizations is influenced by multiple contextual factors (e.g., the work team, organization, industry), we have little understanding of how national culture and non‐cultural factors jointly influence behavior in organizations. We discuss several promising models to guide such efforts. Copyright © 2008 John Wiley & Sons, Ltd.