Variable	Measurement	Era	Code	N	Source
Value assertiveness	Opinion middle managers (7)	1995-97	ValueAssertiveness_1996	60	House 2004 table 15.7
Practice assertiveness	Opinion middle managers (8)	1995-97	PracticeAssertiveness_1996	60	House 2004 table 15.6
Difference Value-Practice in assertiveness	Value score minus Practice score	1999-97	ValuePracticeGapAs_1996	60
Value gender equality	Opinion middle managers (7)	1995-97	ValueGenderEquality_1996	60	House 2004 table 14.10b
Practice gender equality	Opinion middle managers (8)	1995-97	PracticeGenderEquality_1996	60	House 2004 table 14.10
Difference Value-Practice in gender equality	Value score minus Practice score	1999-97	ValuePracticeGapGE_1996	60
See also Power distance
Value humane orientation	Opinion middle managers (7)	1995-97	ValueHumaneOrientation_1996	60	House 2004 table 18.4c
Practice humane orientation	Opinion middle managers (8)	1995-97	PracticeHumaneOrientation_1996	60	House 2004 table 18.4b
Difference Value-Practice in humane orientation	Value score minus Practice score	1999-97	ValuePracticeGapHO_1996	60	House 2004 tables 18.4 b+c
Perceived importance of work	Opinion general public: Work more important than leisure	1995-98	ValueWorkOverLeisure_96	46	WVS3, item 72
Value individualism	Opinion of employees (1) about ideal job: Relative importance of: a) time for private life, b) freedom at work, c) challenging work, As opposed to: d) training opportunities, e) physical working conditions, f) use of skills	1965-69	ValueIndividualism1_1965.69	32	Hofstede 1991 table 3.3
		1965-2002	ValueIndividualism1_1965.2002 (2)	68	Hofstede 2005 table 3.1
	Opinion employees of business organizations: Response to 5 forced choices, e.g. rely on yourself or colleagues Desirability rated for oneself and what most other people would think	1989	ValueIndividualism2_1989	40	Smith 1996
Value institutional collectivism	Opinion middle managers (7)	1995-97	ValueInstitutionalCollectivism_1996	60	House 2004 table 16.7c
Practice institutional collectivism	Opinion middle managers (8)	1995-97	PracticeInstutionalCollectivism_1996	60	House 2004 table 16.7a
Value in-group collectivism	Opinion middle managers (7)	1995-97	ValueGroupCollectivism_1996	60	House 2004 table 16.7d
Difference Value-Practice in institutional collectivism	Value score minus Practice score	1999-97	ValuePracticeGapGI_1996	60
Practice of in-group collectivism	Opinion middle managers (8)	1995-97	PracticeGroupCollectivism_1996	60
Difference Value-Practice in in-group collectivism	Value score minus Practice score	1999-97	ValuePracticeGapGC_1996	60
Value long term orientation (Bond’s addition to Hofstede’s values)	Opinion employees (1) and university students	1979-2002	ValueLongTermOrientation_1979.2002 (6)	37	Hofstede 2005 table 6.1
	Opinion university students Value a) persistence, b) order, c) thrift, d) sense of shame, As opposed to: e) personal stability, f) saving face, g) respect for tradition, h) reciprocation of favors	1979	ValueLongTermOrientation_1979	17	Hofstede 1991 table 7.1
Value future orientation	Opinion middle managers (7)	1995-97	ValueFutureOrientation_1996	60	House 2004 table 13.6
Practice future orientation	Opinion middle managers (8)	1995-97	PracticeFutureOrientation_1996	60	House 2004 table 13.5
Difference Value-Practice in future orientation	Value score minus Practice score	1999-97	ValuePracticeGapFO_1996	60
Value performance	Opinion middle managers (7)	1995-97	ValuePerformance_1996	60	House 2004 table 12.10
Practice performance	Opinion middle managers (8)	1995-97	PracticePerformance_1996	60	House 2004 table 12.9
Difference Value-Practice in performance	Value score minus Practice score	1999-97	ValuePracticeGapPe_1996	60
Power distance	Opnion of non-managerial employees (1) about: a) how often employees are actually afraid to express disagreement with their manager, b) actual decision style of their boss ‘autocratic’ or ‘paternalistic’, c) preference for such style (mix of perceived practice and value)	1965-69	PowerDistance_1965.69	32	Hofstede 1991 table 2.1
		1965-2002	PowerDistance_1965 .2002 (3)	68	Hofstede 2005 table 2.1
Value achievement (vs ascription)	Opinion of employees. Agreement to statements about: a) act the way you are, b) respect draws on descent, c) life is luck, d) be more gentle with women, e) managers better older, f) older people deserve more respect	1989	ValueAchievement_1989	40	Smith 1996
Practice power distance	Opinion middle managers (8)	1995-97	PracticePowerDistance_1996	60	House 2004 table 17.4b
Value power distance	Opinion middle managers (7)	1995-97	ValuePowerDistance_1996	60	House 2004 table 17.4a
Difference Value-Practice in powerdistance	Value score minus Practice score	1999-97	ValuePracticeGapPD_1996	60
See also Gender equality
Value masculinity	Opinion of employees (1) about ideal job: Relative preference for: a) earning, b) recognition, c) advancement, d) challenge, As opposed to: e) good relation with boss, f) cooperation with colleagues, g) nice place to live, h) job security	1965-69	ValueMasculinity_1965.69	32	Hofstede 1991 table 4.1
		1965-2002	ValueMasculinity_1965.2002 (4)	68	Hofstede 2005 table 4.1
Uncertainity avoidance	Report by employees (1) of: a) job stress b) agreement with statement that company rules should never be broken even if that is in the companies interest c) preference for long-term employment	1965-69	UncertainityAvoidance_1965.69	32	Hofstede 1991 table 5.1
		1965-2002	UncertainityAvoidance_1965.2002 (5)	68	Hofstede 2005 table 5.1
Value uncertainity avoidance	Opinion middle managers (7)	1995-97	ValueUncertaintyAvoidance_1996	60	House 2004 table 19.8
Practice uncertainty avoidance	Opinion middle managers (8)	1995-97	PracticeUncertaintyAvoidance_1996	60	House 2004 table 19.7
Difference Value-Practice in uncertainity avoidance	Value score minus Practice score	1999-97	ValuePracticeGapUA_1996	60

Related topics: Valuations of professions, Perceived attributes of good leaders, Economic values
Related themes: Values, Work

The dataset States of Nations is about characteristics of countries in periods (macro variables). It is part of the World Database of Happiness. Developed for the identification of societal conditions for happiness, this dataset can also be used for other purposes.