Editing Power distance (section)

===Haire, Ghiselli, and Porter===
Mason Haire, Edwin Ghiselli, and [[Lyman W. Porter|Lyman Porter]] explored the differences in preferences for power among different cultures with remarkable outcomes, without yet mentioning the concept of power distance.<ref name="Haire">{{cite book |last1=Haire |first1=Mason |title=Managerial Thinking: An international study |last2=Ghiselli |first2=Edwin E. |last3=Porter |first3=Lyman W. |publisher=Wiley |series=Research program of the Institute of Industrial Relations, University of California |location=New York |oclc=925871372 |date=1966}}</ref>  They conducted their study with a questionnaire, which was based on a modified version of [[Maslow's hierarchy of needs]]. The aim of the questionnaire was to evaluate how managers from 14 countries were satisfied regarding their needs when they were in their current positions. The dimensions that were linked to power distance across cultures in their questionnaire were autonomy and [[self-actualization]].

In accordance with the responses to the questions in their questionnaire, the 14 countries were clustered into five main groups, which Haire ''et al.'' labeled Nordic-European ([[Denmark]], [[Germany]], [[Norway]], and [[Sweden]]), Latin-European ([[Belgium]], France, [[Italy]], and [[Spain]]), Anglo-American (England and the United States), Developing ([[Argentina]], [[Chile]], and [[India]]), and [[Japan]]. The analysis used various mean standardized scores that the five groups presented with respect to autonomy and self-actualization; positive figures described greater satisfaction of need than for the average manager across all 14 countries, while negative figures described lesser satisfaction.
{| class="wikitable sortable"
|-
|{{harvnb|Haire|Ghiselli|Porter|1966}} || Autonomy || Self-Actualization
|-
| Nordic European || .36 || .25
|-
| Latin European || -.16 || .23
|-
| Anglo American || -.14 || -.09
|-
| Developing || -.25 || -.11
|-
| Japan || -.25 || -.11
|}