The tight/loose cultural framework developed by Gelfand and colleagues has been used to predict a host of different important cultural outcomes, such as intensity of punishment for norm violation (Gelfand et al., 2006), likelihood of stopping communicable diseases such as COVID-19 (Gelfand & Jackson, 2021), and likelihood of participating in risky behavior (e.g. drinking, drug use, etc.) (Gelfand et al., 2011). While there is a precedent for the tight/loose cultural framework informing and predicting certain behaviors within organizations (Gelfand et al., 2018), research has yet to be conducted on the way professionals develop implicit self-theories. The idea of implicit self-theories, largely attributed to Dweck and her colleagues, has been studied by the U.S. psychology community for over two decades, and has been gaining attention from the private sector in Western management research in recent years (Han and Steiha, 2020; Owens et al., 2019). It is becoming more and more clear that an individual’s self-perception as a professional with evolving traits and growing abilities (i.e., a “growth mindset”) can boost organizational performance, and an individual’s self-perception as someone with fixed traits and static intelligence (i.e., a “fixed mindset”) can have a negative impact on individual productivity and organizational leadership and cohesion (Özduran and Tanova, 2017; Keating and Heslin, 2015). Furthermore, a robust body of research suggests that growth mindsets are tied to important mental health outcomes, buffering against anxiety and depression (Lai et al., 2022), reliably managing stress (Schroder et al., 2017) and even reducing vulnerability to stereotype threat among minority groups (Aronson et al., 2002). Although the important effect of a growth mindset on an individual’s mental health is well documented, comparatively little has been done to contextualize mental health outcomes to the workplace. Additionally, cross-cultural comparisons on the predictive strength of growth mindset are lacking (Han & Steiha, 2020). While a handful of growth mindset studies overseas have validated Dweck’s growth mindset scale for cross-cultural use (Claro et al., 2016; Hemnani et al., 2021; Mukia et al., 2022), little mindset research has been conducted outside Western samples, especially within organizational settings. At the intersection of cross-cultural social psychology, clinical psychology, and organizational psychology, the current study will use the cultural tight/loose framework to examine how the intensity with which individuals adhere to cultural norms influences their ability to develop a growth mindset, and associated outcomes tied to an individual’s mindset, namely anxiety, strained psychological well-being, sense of job insecurity and organizational identification. Understanding the role culture plays in the development of implicit self-theories will be key to helping individuals protect their health through adjusting to their workplace in an international context, helping organizations understand how workplace structure and environment impact employees’ well-being, and better understanding how to support minority groups in global organizational settings