Pub Date : 2024-09-18DOI: 10.1177/14705958241286690
Yung-Kai Yang
The objective of this research paper is to present a conceptual model of authentic leadership in a cross-cultural context, aimed at exploring how cultural elements influence the development and perception of leaders’ authenticity. This model draws upon authentic leadership development model and incorporates a followership perspective to study authentic leadership. It posits that culture assumes three critical roles within this framework: expanding, enabling, and encoding. In the expanding role, the concept of authentic leadership is broadened in scope due to varying self-concepts across cultures as individuals from different cultural backgrounds express diverse expectations of what an authentic leader should be. In the enabling role, exposure to different cultures through international experiences enable leaders to enhance their cross-cultural psychological capital and cultural intelligence, allowing them to navigate variations in authenticity effectively. Finally, for the encoding role, the perception of leader’s authenticity, which is related to behavioral integrity, value congruence, and emotional authenticity, becomes intricate as the three factors are encoded due to the differences between leader’s and follower’s cultural norms and values.
{"title":"A conceptual model of authentic leadership in cross-cultural context","authors":"Yung-Kai Yang","doi":"10.1177/14705958241286690","DOIUrl":"https://doi.org/10.1177/14705958241286690","url":null,"abstract":"The objective of this research paper is to present a conceptual model of authentic leadership in a cross-cultural context, aimed at exploring how cultural elements influence the development and perception of leaders’ authenticity. This model draws upon authentic leadership development model and incorporates a followership perspective to study authentic leadership. It posits that culture assumes three critical roles within this framework: expanding, enabling, and encoding. In the expanding role, the concept of authentic leadership is broadened in scope due to varying self-concepts across cultures as individuals from different cultural backgrounds express diverse expectations of what an authentic leader should be. In the enabling role, exposure to different cultures through international experiences enable leaders to enhance their cross-cultural psychological capital and cultural intelligence, allowing them to navigate variations in authenticity effectively. Finally, for the encoding role, the perception of leader’s authenticity, which is related to behavioral integrity, value congruence, and emotional authenticity, becomes intricate as the three factors are encoded due to the differences between leader’s and follower’s cultural norms and values.","PeriodicalId":46626,"journal":{"name":"International Journal of Cross Cultural Management","volume":"16 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2024-09-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142253948","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-09-14DOI: 10.1177/14705958241284484
Amadeusz Citlak, Claude-Hélène Mayer
This article presents the role of negative sentiment as a tool for re-constructing power relationships in socio-cultural relations as intentionally used by political and religious leaders across cultures. Negative sentiment facilitated the symbolic disempowerment of enemies and was an important part of the anti-language for the creation of a new or alternative reality across cultures and times. Irony, contempt and disgust have played a special role, which despite cultural changes and qualitatively new rules of public life, have returned to the public space in the 21st century due to populist leaders, with the most notable example being the previous president of the USA and global business man, Donald Trump and his leadership. Cross-cultural management as a discipline has been criticised strongly as being blind to power relations. This paper is aiming at advancing the discourse of power relations by connecting it with theoretical reflections of emotions, anti-language discourses and new populist leadership. It provides examples of different eras and cultural contexts. Further, a major aim of this article is to demonstrate that although the toxic anti-language of populists – who have historically and psychologically rooted notions of disgust or contempt – enables them to achieve a powerful position as politicians, business men and leaders, this comes at the cost of a profound destruction of public life and is in fact a form of return to tribal forms of governance that are currently inadequate. The impact of populists can, however, be tempered by the same method, that is by anti-language but with respect and acceptance of difference at its centre.
{"title":"Negative sentiment – a rhetorical device to reconstruct relationships of power (between tribal-ancient and new populist leadership)","authors":"Amadeusz Citlak, Claude-Hélène Mayer","doi":"10.1177/14705958241284484","DOIUrl":"https://doi.org/10.1177/14705958241284484","url":null,"abstract":"This article presents the role of negative sentiment as a tool for re-constructing power relationships in socio-cultural relations as intentionally used by political and religious leaders across cultures. Negative sentiment facilitated the symbolic disempowerment of enemies and was an important part of the anti-language for the creation of a new or alternative reality across cultures and times. Irony, contempt and disgust have played a special role, which despite cultural changes and qualitatively new rules of public life, have returned to the public space in the 21st century due to populist leaders, with the most notable example being the previous president of the USA and global business man, Donald Trump and his leadership. Cross-cultural management as a discipline has been criticised strongly as being blind to power relations. This paper is aiming at advancing the discourse of power relations by connecting it with theoretical reflections of emotions, anti-language discourses and new populist leadership. It provides examples of different eras and cultural contexts. Further, a major aim of this article is to demonstrate that although the toxic anti-language of populists – who have historically and psychologically rooted notions of disgust or contempt – enables them to achieve a powerful position as politicians, business men and leaders, this comes at the cost of a profound destruction of public life and is in fact a form of return to tribal forms of governance that are currently inadequate. The impact of populists can, however, be tempered by the same method, that is by anti-language but with respect and acceptance of difference at its centre.","PeriodicalId":46626,"journal":{"name":"International Journal of Cross Cultural Management","volume":"60 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2024-09-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142269046","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-09-07DOI: 10.1177/14705958241283287
Yasuhiro Hattori, Mai Huong Hoang, Hue Nguyen Thi Bich
This study focuses on a third party (coworkers) perspective of idiosyncratic deals (i-deals). In more detail, the purpose of this study is to examine the impact of witnessing others’ i-deals on coworker’s emotional response (malicious envy), and the moderating effect of individualistic values on that response at both individual and national level. In addition, this study examines the impact of two types of witnessing others’ i-deals which include not only the other’s i-deals that the coworker directly observes, but also the generalized others’ i-deals which is an aggregated perception as a result of frequent observation of idiosyncratic deals enjoyed by multiple others. Data were collected from 450 employees from 5 Asian countries at two points. We adopted a hierarchical linear model (HLM) because we assume two levels for both i-deals and individualism. The results show that witnessing other’s i-deals is positively related to malicious envy. In addion, individual-level individualism was found to moderate the relationship between witnessing coworkers’ i-deals and malicious envy. Interestingly, it is not individualism at the country level, but that at the individual level that moderates the relationship between witnessing i-deals and malicious envy. This study indicates that i-deals studies on coworkers’ reactions to others’ i-deals should focus more on the moderating effect of individual cultural values.
{"title":"Are individualistic employees tolerant of the benefit of others? A multilevel analysis of the relationship between witnessing coworkers i-deals and malicious envy","authors":"Yasuhiro Hattori, Mai Huong Hoang, Hue Nguyen Thi Bich","doi":"10.1177/14705958241283287","DOIUrl":"https://doi.org/10.1177/14705958241283287","url":null,"abstract":"This study focuses on a third party (coworkers) perspective of idiosyncratic deals (i-deals). In more detail, the purpose of this study is to examine the impact of witnessing others’ i-deals on coworker’s emotional response (malicious envy), and the moderating effect of individualistic values on that response at both individual and national level. In addition, this study examines the impact of two types of witnessing others’ i-deals which include not only the other’s i-deals that the coworker directly observes, but also the generalized others’ i-deals which is an aggregated perception as a result of frequent observation of idiosyncratic deals enjoyed by multiple others. Data were collected from 450 employees from 5 Asian countries at two points. We adopted a hierarchical linear model (HLM) because we assume two levels for both i-deals and individualism. The results show that witnessing other’s i-deals is positively related to malicious envy. In addion, individual-level individualism was found to moderate the relationship between witnessing coworkers’ i-deals and malicious envy. Interestingly, it is not individualism at the country level, but that at the individual level that moderates the relationship between witnessing i-deals and malicious envy. This study indicates that i-deals studies on coworkers’ reactions to others’ i-deals should focus more on the moderating effect of individual cultural values.","PeriodicalId":46626,"journal":{"name":"International Journal of Cross Cultural Management","volume":"30 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2024-09-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142197905","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-08-13DOI: 10.1177/14705958241267139
Epaminondas Epaminonda
This paper analyses changes in work related values in individuals that studied in a country that is relatively more economically developed, more individualistic, less uncertainty avoiding and with a lower power distance score compared to their home country. This is done by comparing the responses of Cypriot workers who studied in the UK with other Cypriots that did not study abroad on a work values questionnaire and by interviewing workers who studied in the UK. Results suggest that workers who studied abroad consider intrinsic job characteristics such as challenging work, freedom to adopt own approach to the job and training opportunities as more important than locally trained employees whereas locally trained employees consider extrinsic characteristics such as pay, security and fringe benefits as more significant. The process of change in the workers who studied abroad seems to involve primarily dissonance and internal accountability. The main theoretical contribution of this research is the proposition that educational experiences abroad in a country with different socioeconomic characteristics compared to the home country can influence work related values and that this change takes place through a process of observing values differences and adjusting one’s values. Practical implications include that organizations are likely to become more diverse in terms of employees’ values because of education of employees in different cultural contexts and that this may have significant effects on management.
{"title":"The impact of studying abroad in a socioeconomically different country on work related values: Evidence from cypriot workers who were educated in the UK","authors":"Epaminondas Epaminonda","doi":"10.1177/14705958241267139","DOIUrl":"https://doi.org/10.1177/14705958241267139","url":null,"abstract":"This paper analyses changes in work related values in individuals that studied in a country that is relatively more economically developed, more individualistic, less uncertainty avoiding and with a lower power distance score compared to their home country. This is done by comparing the responses of Cypriot workers who studied in the UK with other Cypriots that did not study abroad on a work values questionnaire and by interviewing workers who studied in the UK. Results suggest that workers who studied abroad consider intrinsic job characteristics such as challenging work, freedom to adopt own approach to the job and training opportunities as more important than locally trained employees whereas locally trained employees consider extrinsic characteristics such as pay, security and fringe benefits as more significant. The process of change in the workers who studied abroad seems to involve primarily dissonance and internal accountability. The main theoretical contribution of this research is the proposition that educational experiences abroad in a country with different socioeconomic characteristics compared to the home country can influence work related values and that this change takes place through a process of observing values differences and adjusting one’s values. Practical implications include that organizations are likely to become more diverse in terms of employees’ values because of education of employees in different cultural contexts and that this may have significant effects on management.","PeriodicalId":46626,"journal":{"name":"International Journal of Cross Cultural Management","volume":"3 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2024-08-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142225223","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-08-12DOI: 10.1177/14705958241270766
Yang Yang, Qin Yang, Crystal Jiang
Employee creativity is widely recognized as a pivotal factor for organizational innovation. Despite the known benefits of cultural intelligence (CQ) in enhancing task performance in intercultural environments, little research has examined the relationship between individual CQ and creativity. Drawing from the interactionist perspective, where creativity arises from the dynamic interaction between individuals and their environments, this research explores how individual CQ dimensions (metacognitive and motivational) enhance creativity through social interactions and cultural environments in multinational corporations (MNCs). Using a sample of 116 employees from three multinational companies, this study examines the relationship among individual CQ, intercultural citizenship behavior (intercultural OCB), perceived intercultural disharmony, and creativity. A moderated mediation model was tested with the PROCESS SPSS macro analysis. Results show that the positive relationships between the two types of CQ, metacognitive and motivational CQ, and creativity are mediated by intercultural OCB. Furthermore, the mediated association between CQ and creativity is moderated by perceived disharmony within the organization. This research extends the study of organizational innovation by focusing on specific CQ through an interaction approach, which has not been fully explored. It enriches our understanding of how MNCs can leverage employee cultural differences to facilitate innovation.
{"title":"How cultural intelligence facilitates employee creativity: The roles of intercultural citizenship behavior and perceived disharmony","authors":"Yang Yang, Qin Yang, Crystal Jiang","doi":"10.1177/14705958241270766","DOIUrl":"https://doi.org/10.1177/14705958241270766","url":null,"abstract":"Employee creativity is widely recognized as a pivotal factor for organizational innovation. Despite the known benefits of cultural intelligence (CQ) in enhancing task performance in intercultural environments, little research has examined the relationship between individual CQ and creativity. Drawing from the interactionist perspective, where creativity arises from the dynamic interaction between individuals and their environments, this research explores how individual CQ dimensions (metacognitive and motivational) enhance creativity through social interactions and cultural environments in multinational corporations (MNCs). Using a sample of 116 employees from three multinational companies, this study examines the relationship among individual CQ, intercultural citizenship behavior (intercultural OCB), perceived intercultural disharmony, and creativity. A moderated mediation model was tested with the PROCESS SPSS macro analysis. Results show that the positive relationships between the two types of CQ, metacognitive and motivational CQ, and creativity are mediated by intercultural OCB. Furthermore, the mediated association between CQ and creativity is moderated by perceived disharmony within the organization. This research extends the study of organizational innovation by focusing on specific CQ through an interaction approach, which has not been fully explored. It enriches our understanding of how MNCs can leverage employee cultural differences to facilitate innovation.","PeriodicalId":46626,"journal":{"name":"International Journal of Cross Cultural Management","volume":"1 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2024-08-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142197904","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-07-29DOI: 10.1177/14705958241268289
Alexey V Semenov, Arilova Randrianasolo
Cultural Intelligence (CQ) has gained prominence as a vital attribute for organizational managers, encompassing their ability to navigate diverse cultural contexts effectively. However, despite its acknowledged significance, the relationships among its dimensions need to be better understood. This paper contributes to the existing CQ literature in two ways. First, we propose a model of CQ that integrates elements from previous conceptualizations, separating the motivational component. Our proposed framework retains the metacognitive, cognitive, and behavioral CQ dimensions but does not assume predefined relationships among them. Instead, we demonstrate that metacognitive CQ positively influences cognitive and behavioral CQ. Second, this paper explores the culture-specificity of the applications of CQ dimensions. We challenge the prevailing notion that CQ applications are culture-neutral, offering initial evidence to the contrary. Our research contributes to refining CQ conceptualization and provides practical insights for recruiting and developing internationally oriented managers with a strong emphasis on their CQ enhancement. Ultimately, this study addresses the pressing need to unravel the intricate dynamics of CQ and its dimensions, enhancing our understanding of its role in international management effectiveness.
{"title":"An extended conceptualization of cultural intelligence","authors":"Alexey V Semenov, Arilova Randrianasolo","doi":"10.1177/14705958241268289","DOIUrl":"https://doi.org/10.1177/14705958241268289","url":null,"abstract":"Cultural Intelligence (CQ) has gained prominence as a vital attribute for organizational managers, encompassing their ability to navigate diverse cultural contexts effectively. However, despite its acknowledged significance, the relationships among its dimensions need to be better understood. This paper contributes to the existing CQ literature in two ways. First, we propose a model of CQ that integrates elements from previous conceptualizations, separating the motivational component. Our proposed framework retains the metacognitive, cognitive, and behavioral CQ dimensions but does not assume predefined relationships among them. Instead, we demonstrate that metacognitive CQ positively influences cognitive and behavioral CQ. Second, this paper explores the culture-specificity of the applications of CQ dimensions. We challenge the prevailing notion that CQ applications are culture-neutral, offering initial evidence to the contrary. Our research contributes to refining CQ conceptualization and provides practical insights for recruiting and developing internationally oriented managers with a strong emphasis on their CQ enhancement. Ultimately, this study addresses the pressing need to unravel the intricate dynamics of CQ and its dimensions, enhancing our understanding of its role in international management effectiveness.","PeriodicalId":46626,"journal":{"name":"International Journal of Cross Cultural Management","volume":"13 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2024-07-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141871268","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-07-25DOI: 10.1177/14705958241268154
Dominic Busch
Cross-cultural management seeks to develop new and alternative perspectives on management studies. The multi-paradigm approach has proven to be an important and necessary step in this direction. It is particularly important in overcoming a purely positivist perspective. In a broader perspective, however, paradigm-based thinking may also be a hindrance in the search for the new, especially when real-world issues are paramount and an open view of practice would be more important. Post qualitative inquiry argues that the coherence of an academic study is ensured by an internal coherence of epistemology, ontology and method, which is often lacking even within paradigms. Certainly, post qualitative inquiry can also be described as a paradigm, but it primarily aims to achieve radical openness while maintaining its internal coherence. Using Anna Tsing’s study ‘The Mushroom at the End of the World’ as an example, this paper shows how the field of cross-cultural management can generate even more radically different insights into its research object. As a result, this paper explores ways of thinking about cross-cultural management that go beyond paradigms.
跨文化管理旨在为管理研究开发新的、可供选择的视角。事实证明，多范式方法是朝着这一方向迈出的重要而必要的一步。它对于克服纯粹的实证主义观点尤为重要。不过，从更广泛的角度来看，基于范式的思维也可能阻碍求新求变，尤其是在现实世界的问题最为重要、开放的实践视角更为重要的情况下。后质性探究认为，学术研究的连贯性是由认识论、本体论和方法论的内在连贯性来保证的，而即使在范式内部也往往缺乏这种连贯性。当然，后定性研究也可以被称为一种范式，但它的主要目标是在保持内部一致性的同时实现彻底的开放性。本文以 Anna Tsing 的研究 "世界尽头的蘑菇 "为例，说明跨文化管理领域如何能够对其研究对象产生更加彻底不同的见解。因此，本文探讨了超越范式的跨文化管理思维方式。
{"title":"Beyond a ‘paradigm cold war’, or: How to explore the new in cross-cultural management research","authors":"Dominic Busch","doi":"10.1177/14705958241268154","DOIUrl":"https://doi.org/10.1177/14705958241268154","url":null,"abstract":"Cross-cultural management seeks to develop new and alternative perspectives on management studies. The multi-paradigm approach has proven to be an important and necessary step in this direction. It is particularly important in overcoming a purely positivist perspective. In a broader perspective, however, paradigm-based thinking may also be a hindrance in the search for the new, especially when real-world issues are paramount and an open view of practice would be more important. Post qualitative inquiry argues that the coherence of an academic study is ensured by an internal coherence of epistemology, ontology and method, which is often lacking even within paradigms. Certainly, post qualitative inquiry can also be described as a paradigm, but it primarily aims to achieve radical openness while maintaining its internal coherence. Using Anna Tsing’s study ‘The Mushroom at the End of the World’ as an example, this paper shows how the field of cross-cultural management can generate even more radically different insights into its research object. As a result, this paper explores ways of thinking about cross-cultural management that go beyond paradigms.","PeriodicalId":46626,"journal":{"name":"International Journal of Cross Cultural Management","volume":"45 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2024-07-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141782296","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-06-29DOI: 10.1177/14705958241262163
Vipin Gupta
{"title":"Book review: Research handbook of global families: Implications for theory and practice","authors":"Vipin Gupta","doi":"10.1177/14705958241262163","DOIUrl":"https://doi.org/10.1177/14705958241262163","url":null,"abstract":"","PeriodicalId":46626,"journal":{"name":"International Journal of Cross Cultural Management","volume":"1 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2024-06-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141501102","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-05-29DOI: 10.1177/14705958241256729
Afnan Haj Ali, Ismael Abu-Saad
The study focuses on quality of work life (QWL), Islamic work ethics (IWE), and cultural values among employees in a complex organization, with a case study of Arab high-school teachers in the education system in Israel. The sample consisted of 1245 employees. To establish a reliable model of QWL, exploratory factor analysis, and confirmatory factor analysis were utilized, resulting in six dimensions. A reliable model of IWE was also established, consisting of two dimensions. Employees reported average QWL levels, high IWE levels, low power distance, high uncertainty avoidance, and a tendency toward collectivism and femininity. This study demonstrates a positive relationship between QWL dimensions and IWE, with certain cultural values—such as collectivism and uncertainty avoidance—moderating this relationship.
本研究以以色列教育系统中的阿拉伯高中教师为例，重点探讨了复杂组织中员工的工作生活质量（QWL）、伊斯兰工作伦理（IWE）和文化价值观。样本包括 1245 名员工。为了建立一个可靠的 QWL 模型，利用了探索性因子分析和确认性因子分析，得出了六个维度。此外，还建立了由两个维度组成的可靠的 IWE 模型。员工报告的 QWL 水平一般，IWE 水平较高，权力距离较低，不确定性规避程度较高，倾向于集体主义和女性化。这项研究表明，QWL 维度与 IWE 之间存在正相关关系，而某些文化价值观（如集体主义和不确定性规避）会调节这种关系。
{"title":"Quality of work life, cultural values, and Islamic work ethics: The case of the Arab education system in Israel","authors":"Afnan Haj Ali, Ismael Abu-Saad","doi":"10.1177/14705958241256729","DOIUrl":"https://doi.org/10.1177/14705958241256729","url":null,"abstract":"The study focuses on quality of work life (QWL), Islamic work ethics (IWE), and cultural values among employees in a complex organization, with a case study of Arab high-school teachers in the education system in Israel. The sample consisted of 1245 employees. To establish a reliable model of QWL, exploratory factor analysis, and confirmatory factor analysis were utilized, resulting in six dimensions. A reliable model of IWE was also established, consisting of two dimensions. Employees reported average QWL levels, high IWE levels, low power distance, high uncertainty avoidance, and a tendency toward collectivism and femininity. This study demonstrates a positive relationship between QWL dimensions and IWE, with certain cultural values—such as collectivism and uncertainty avoidance—moderating this relationship.","PeriodicalId":46626,"journal":{"name":"International Journal of Cross Cultural Management","volume":"39 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2024-05-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141194014","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-05-08DOI: 10.1177/14705958241253064
AbdulWahab Baroun
The complicated relationship between political tribalism, meritocracy, and human capital in Kuwait emerges as an important focus in the changing landscape of modern organizations. This paper carefully examines this complex relationship, demonstrating its significant implications for human capital management. Political tribalism, which is closely associated with power systems, has a noticeable impact on core human capital processes like hiring, training, and career advancement. In addition, the fundamental idea of a meritocracy promotes unbiased hiring practices by putting competence above affiliation. An in-depth understanding of the mediating role performed by human capital practices is necessary in order to effectively address complex political elements while firmly maintaining meritocratic values. The findings presented here apply to similar organizational situations other than Kuwait. The study provides firms with invaluable insights by revealing these complex links and encourages proactive actions to develop an open, equitable human capital strategy. It attempts to create an environment that encourages the development of human capital, the maintenance of a strong meritocratic system, and the effective mitigation of the negative effects of political tribalism.
{"title":"Political tribalism, meritocracy, and human capital management in Kuwait’s diverse work setting","authors":"AbdulWahab Baroun","doi":"10.1177/14705958241253064","DOIUrl":"https://doi.org/10.1177/14705958241253064","url":null,"abstract":"The complicated relationship between political tribalism, meritocracy, and human capital in Kuwait emerges as an important focus in the changing landscape of modern organizations. This paper carefully examines this complex relationship, demonstrating its significant implications for human capital management. Political tribalism, which is closely associated with power systems, has a noticeable impact on core human capital processes like hiring, training, and career advancement. In addition, the fundamental idea of a meritocracy promotes unbiased hiring practices by putting competence above affiliation. An in-depth understanding of the mediating role performed by human capital practices is necessary in order to effectively address complex political elements while firmly maintaining meritocratic values. The findings presented here apply to similar organizational situations other than Kuwait. The study provides firms with invaluable insights by revealing these complex links and encourages proactive actions to develop an open, equitable human capital strategy. It attempts to create an environment that encourages the development of human capital, the maintenance of a strong meritocratic system, and the effective mitigation of the negative effects of political tribalism.","PeriodicalId":46626,"journal":{"name":"International Journal of Cross Cultural Management","volume":"1 1","pages":""},"PeriodicalIF":2.4,"publicationDate":"2024-05-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140942343","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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