Pub Date : 2021-02-12DOI: 10.1108/CCSM-07-2020-0137
A. Jayaweera, M. Bal, K. Chudzikowski, S. D. de Jong
PurposeThis paper contains a meta-analysis of the psychological contract literature published in the last two decades. The aim of this paper was to investigate the moderating role of national culture in the individual-level relationships between psychological contract breach (PCB) and two important work outcomes, namely job performance (in-role and organizational citizenship behaviors) and turnover (actual and intended).Design/methodology/approachAfter an extensive literature search, 134 studies were found which matched the authors’ aim. The authors then incorporated national cultural scores based on the GLOBE study to include country-level scores to identify how the PCB relationships with these four outcomes vary across cultures.FindingsThe findings indicate that national cultural practices moderated the associations between PCB and the four outcomes, yet, no significant moderations for uncertainty avoidance practices.Originality/valueWhile existing research has examined the impact of the breach on work outcomes such as job performance and turnover, there are few empirical studies that examine how national cultural practices influence the relationships between psychological contract breach and job performance and turnover. The authors address this need by investigating and creating a deeper insight into how cultural practices such as institutional collectivism, performance-orientation, power-distance, future orientation and gender egalitarianism moderate the relationships between PCB and job performance and turnover.
{"title":"Moderating effects of national culture on the psychological contract breach and outcome relationship: a meta-analysis","authors":"A. Jayaweera, M. Bal, K. Chudzikowski, S. D. de Jong","doi":"10.1108/CCSM-07-2020-0137","DOIUrl":"https://doi.org/10.1108/CCSM-07-2020-0137","url":null,"abstract":"PurposeThis paper contains a meta-analysis of the psychological contract literature published in the last two decades. The aim of this paper was to investigate the moderating role of national culture in the individual-level relationships between psychological contract breach (PCB) and two important work outcomes, namely job performance (in-role and organizational citizenship behaviors) and turnover (actual and intended).Design/methodology/approachAfter an extensive literature search, 134 studies were found which matched the authors’ aim. The authors then incorporated national cultural scores based on the GLOBE study to include country-level scores to identify how the PCB relationships with these four outcomes vary across cultures.FindingsThe findings indicate that national cultural practices moderated the associations between PCB and the four outcomes, yet, no significant moderations for uncertainty avoidance practices.Originality/valueWhile existing research has examined the impact of the breach on work outcomes such as job performance and turnover, there are few empirical studies that examine how national cultural practices influence the relationships between psychological contract breach and job performance and turnover. The authors address this need by investigating and creating a deeper insight into how cultural practices such as institutional collectivism, performance-orientation, power-distance, future orientation and gender egalitarianism moderate the relationships between PCB and job performance and turnover.","PeriodicalId":51820,"journal":{"name":"Cross Cultural & Strategic Management","volume":" ","pages":""},"PeriodicalIF":2.5,"publicationDate":"2021-02-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44487256","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-01-22DOI: 10.1108/CCSM-02-2021-234
Chris Baumann, Michael Cherry, W. Chu, Lorne S. Cummings, Doris Viengkham, H. Winzar
[...]CP is centred around (1) relativity (performance measurement and management in relation to markets' and competitors' performance and each entity's past performance);(2) benchmarking as in “Einstein Marketing proposes Service Philosophy as the driver of a service provider's market offering (i.e. product features and quality, services mix and quality, price), but importantly, our model includes a contextual moderator in that relationship: the market situation” (Baumann et al., 2016a, b, p. 60);(3) “trilogy architecture” (Baumann et al., 2019, p. 120) integrating macro, meso and micro levels as the newly developed M-M-M CP architecture (national competitive productivity (NCP), firm competitive productivity (FCP), individual competitive productivity (ICP) and (4) pragmatism (move away from long, slow and bureaucratic processes towards a pragmatic approach). Despite the rise in fierce competition over the years, official global competitiveness rankings do not always reflect this changed performance, likely because they were designed in a Western context, and do not capture the nuances attributed to cultural differences – amongst other factors – that shape their competitiveness. Though it is crucial to explore contributing factors such as education and role of institutions, culture, operating practices and policies as some determinants, our interest in furthering the CP narrative is to push the boundaries and entertain novel theories that are interdisciplinary, or not usually found in the literature, especially in the domain of cross-cultural and strategic management. Competitiveness and productivity research in business and management, and related disciplines, is not new, yet warrants ongoing investigation because the tides of global activity are constantly changing, and the newly introduced CP paradigm combining competitiveness and productivity warrants empirical verification and theoretical probing.
[…]CP围绕（1）相关性（与市场和竞争对手的绩效以及每个实体过去的绩效相关的绩效衡量和管理）；（2） 基准测试，如“Einstein Marketing提出服务哲学是服务提供商市场提供的驱动因素（即产品特征和质量、服务组合和质量、价格），但重要的是，我们的模型在这种关系中包括一个上下文调节因素：市场状况”（Baumann et al.，2016a，b，p.60）；（3） “三部曲架构”（Baumann et al.，2019，p.120）将宏观、中观和微观层面整合为新开发的M-M-M CP架构（国家竞争生产力（NCP）、企业竞争生产力（FCP）、个人竞争生产力（ICP）和（4）实用主义（从漫长、缓慢和官僚的过程转向务实的方法）。尽管这些年来激烈的竞争加剧，但官方的全球竞争力排名并不总是反映出这种变化的表现，可能是因为它们是在西方背景下设计的，并且没有捕捉到文化差异等因素所带来的细微差别，这些因素塑造了它们的竞争力。尽管探索教育和机构作用、文化、运营实践和政策等因素作为一些决定因素是至关重要的，但我们对推进CP叙事的兴趣是突破界限，接受跨学科的或通常在文献中找不到的新颖理论，特别是在跨文化和战略管理领域。商业和管理以及相关学科中的竞争力和生产力研究并不是什么新鲜事，但由于全球活动的潮流不断变化，需要不断进行调查，而新引入的将竞争力和生产力相结合的CP范式需要实证验证和理论探索。
{"title":"Editorial: Competitive productivity (CP): advancing the competitiveness paradigm","authors":"Chris Baumann, Michael Cherry, W. Chu, Lorne S. Cummings, Doris Viengkham, H. Winzar","doi":"10.1108/CCSM-02-2021-234","DOIUrl":"https://doi.org/10.1108/CCSM-02-2021-234","url":null,"abstract":"[...]CP is centred around (1) relativity (performance measurement and management in relation to markets' and competitors' performance and each entity's past performance);(2) benchmarking as in “Einstein Marketing proposes Service Philosophy as the driver of a service provider's market offering (i.e. product features and quality, services mix and quality, price), but importantly, our model includes a contextual moderator in that relationship: the market situation” (Baumann et al., 2016a, b, p. 60);(3) “trilogy architecture” (Baumann et al., 2019, p. 120) integrating macro, meso and micro levels as the newly developed M-M-M CP architecture (national competitive productivity (NCP), firm competitive productivity (FCP), individual competitive productivity (ICP) and (4) pragmatism (move away from long, slow and bureaucratic processes towards a pragmatic approach). Despite the rise in fierce competition over the years, official global competitiveness rankings do not always reflect this changed performance, likely because they were designed in a Western context, and do not capture the nuances attributed to cultural differences – amongst other factors – that shape their competitiveness. Though it is crucial to explore contributing factors such as education and role of institutions, culture, operating practices and policies as some determinants, our interest in furthering the CP narrative is to push the boundaries and entertain novel theories that are interdisciplinary, or not usually found in the literature, especially in the domain of cross-cultural and strategic management. Competitiveness and productivity research in business and management, and related disciplines, is not new, yet warrants ongoing investigation because the tides of global activity are constantly changing, and the newly introduced CP paradigm combining competitiveness and productivity warrants empirical verification and theoretical probing.","PeriodicalId":51820,"journal":{"name":"Cross Cultural & Strategic Management","volume":" ","pages":""},"PeriodicalIF":2.5,"publicationDate":"2021-01-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45397181","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-11-09DOI: 10.1108/ccsm-06-2019-0119
K. Kokubun, Misako Yasui
PurposeThe purpose of this paper is to investigate gender differences in organizational commitment (OC) and the relationship between OC and rewards among employees who work for Japanese manufacturing companies within China.Design/methodology/approachThis study utilized hierarchical regression analysis to examine survey data obtained from 27,854 employees who worked for 64 Japanese manufacturing companies within China.FindingsThe results reveal that autonomy and role clarity had a stronger influence, and co-worker support had a weaker influence, on OC for male employees than for female employees. These differences may be because more male employees than female employees prefer working with higher autonomy and well-defined roles than with co-worker support. After all, male employees, who place a great emphasis on independence, competition, decision-making and challenges, rely on intrinsic rewards more than social rewards.Research limitations/implicationsThis study used data collected from Japanese manufacturing companies to understand the differences between OC and rewards in local male and female Chinese employees. We recommend that future research uses other national affiliates to clarify the characteristics of male and female Chinese workers more objectively and to test the validity of this research.Practical implicationsThe results of this study support revising human resource management practices within multinational enterprises to enable female and male host-country workers to contribute to their companies on a long-term basis by taking into account the differences between the cultures of the home and host countries.Originality/valueAlthough previous research has elucidated the OC–rewards relationship in particular countries, it has not met the requirements of foreign managers from different corporate cultures who face differences in the OC–rewards relationship between their male and female employees. In this sense, this research is the first attempt to tackle this theme and contribute to the literature.
{"title":"Gender differences in organizational commitment and rewards within Japanese manufacturing companies in China","authors":"K. Kokubun, Misako Yasui","doi":"10.1108/ccsm-06-2019-0119","DOIUrl":"https://doi.org/10.1108/ccsm-06-2019-0119","url":null,"abstract":"PurposeThe purpose of this paper is to investigate gender differences in organizational commitment (OC) and the relationship between OC and rewards among employees who work for Japanese manufacturing companies within China.Design/methodology/approachThis study utilized hierarchical regression analysis to examine survey data obtained from 27,854 employees who worked for 64 Japanese manufacturing companies within China.FindingsThe results reveal that autonomy and role clarity had a stronger influence, and co-worker support had a weaker influence, on OC for male employees than for female employees. These differences may be because more male employees than female employees prefer working with higher autonomy and well-defined roles than with co-worker support. After all, male employees, who place a great emphasis on independence, competition, decision-making and challenges, rely on intrinsic rewards more than social rewards.Research limitations/implicationsThis study used data collected from Japanese manufacturing companies to understand the differences between OC and rewards in local male and female Chinese employees. We recommend that future research uses other national affiliates to clarify the characteristics of male and female Chinese workers more objectively and to test the validity of this research.Practical implicationsThe results of this study support revising human resource management practices within multinational enterprises to enable female and male host-country workers to contribute to their companies on a long-term basis by taking into account the differences between the cultures of the home and host countries.Originality/valueAlthough previous research has elucidated the OC–rewards relationship in particular countries, it has not met the requirements of foreign managers from different corporate cultures who face differences in the OC–rewards relationship between their male and female employees. In this sense, this research is the first attempt to tackle this theme and contribute to the literature.","PeriodicalId":51820,"journal":{"name":"Cross Cultural & Strategic Management","volume":" ","pages":""},"PeriodicalIF":2.5,"publicationDate":"2020-11-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/ccsm-06-2019-0119","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47580184","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-11-02DOI: 10.1108/ccsm-01-2020-0010
J. Lee, Joong-In Kim, Alfredo Jiménez, Alessandro Biraglia
PurposeThis study examines the impact of situational and stable animosities on quality evaluation and purchase intention while also testing the moderating effects of within- and cross-country cultural distance. It focuses on the case of the US THAAD missile defense system deployment in South Korea (hereafter, Korea) and investigates how the resulting Chinese consumers' animosity affects their quality evaluation of, and purchase intention toward, Korean cosmetics.Design/methodology/approachThis study utilizes a quantitative approach based on a survey and structural equation modeling. The sample comprises 376 Chinese consumers from 19 Chinese regions.FindingsThe results indicate that both stable and situational animosities are negatively associated with purchase intention toward Korean cosmetics. However, their effects on quality evaluation are different. While stable animosity is negatively related to product quality evaluation, situational animosity has no such negative association. Finally, the cultural distance between Chinese regions and Korea strengthens the negative relationship between stable and situational animosities and purchase intention.Research limitations/implicationsThe study contributes by better unraveling the effects of stable and situational animosities on perceived product quality. The empirical context is unique because it allows the authors to investigate the relationship between Chinese antagonism toward the THAAD deployment in Korea and Chinese consumers' stable and situational animosities in terms of their quality evaluation of, and purchase intention toward, imported Korean cosmetics. Hence, this study contributes to the literature on consumer animosity by empirically testing the moderating effect of within- and cross-country cultural distance on the relationship between stable and situational animosities and purchase intention.Practical implicationsThe study has relevant practical implications, notably for Korean exporters' marketing management and within- and cross-cultural management. The results suggest that countermeasures are needed because Chinese consumers' stable and situational animosities are negatively related to their purchase intention toward Korean cosmetics. Moreover, the findings provide the insight that when foreign firms export culture-sensitive products to a large, multicultural country, their managers should pay attention to within- and cross-cultural differences simultaneously.Originality/valuePrevious studies have shown that the effects of animosity on product evaluation and purchase intention differ depending on the animosity dimension, product type, country and the situation causing animosity, among others. However, the existing literature on animosity has neglected the reality that within-cultural differences in a single large emerging market are relevant to explaining the concept of animosity and its effect on the purchase intention toward culture-sensitive products. Furthermore, none of the an
{"title":"The role of subnational cultural value on animosity: the China-South Korea THAAD crisis","authors":"J. Lee, Joong-In Kim, Alfredo Jiménez, Alessandro Biraglia","doi":"10.1108/ccsm-01-2020-0010","DOIUrl":"https://doi.org/10.1108/ccsm-01-2020-0010","url":null,"abstract":"PurposeThis study examines the impact of situational and stable animosities on quality evaluation and purchase intention while also testing the moderating effects of within- and cross-country cultural distance. It focuses on the case of the US THAAD missile defense system deployment in South Korea (hereafter, Korea) and investigates how the resulting Chinese consumers' animosity affects their quality evaluation of, and purchase intention toward, Korean cosmetics.Design/methodology/approachThis study utilizes a quantitative approach based on a survey and structural equation modeling. The sample comprises 376 Chinese consumers from 19 Chinese regions.FindingsThe results indicate that both stable and situational animosities are negatively associated with purchase intention toward Korean cosmetics. However, their effects on quality evaluation are different. While stable animosity is negatively related to product quality evaluation, situational animosity has no such negative association. Finally, the cultural distance between Chinese regions and Korea strengthens the negative relationship between stable and situational animosities and purchase intention.Research limitations/implicationsThe study contributes by better unraveling the effects of stable and situational animosities on perceived product quality. The empirical context is unique because it allows the authors to investigate the relationship between Chinese antagonism toward the THAAD deployment in Korea and Chinese consumers' stable and situational animosities in terms of their quality evaluation of, and purchase intention toward, imported Korean cosmetics. Hence, this study contributes to the literature on consumer animosity by empirically testing the moderating effect of within- and cross-country cultural distance on the relationship between stable and situational animosities and purchase intention.Practical implicationsThe study has relevant practical implications, notably for Korean exporters' marketing management and within- and cross-cultural management. The results suggest that countermeasures are needed because Chinese consumers' stable and situational animosities are negatively related to their purchase intention toward Korean cosmetics. Moreover, the findings provide the insight that when foreign firms export culture-sensitive products to a large, multicultural country, their managers should pay attention to within- and cross-cultural differences simultaneously.Originality/valuePrevious studies have shown that the effects of animosity on product evaluation and purchase intention differ depending on the animosity dimension, product type, country and the situation causing animosity, among others. However, the existing literature on animosity has neglected the reality that within-cultural differences in a single large emerging market are relevant to explaining the concept of animosity and its effect on the purchase intention toward culture-sensitive products. Furthermore, none of the an","PeriodicalId":51820,"journal":{"name":"Cross Cultural & Strategic Management","volume":"1 1","pages":""},"PeriodicalIF":2.5,"publicationDate":"2020-11-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/ccsm-01-2020-0010","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42799348","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-08-03DOI: 10.1108/ccsm-09-2018-0134
L. Haapanen, P. Hurmelinna-Laukkanen, K. Puumalainen
PurposeIn this study, the authors explore how sensing and seizing of market opportunities, asset reconfiguration and top management team (TMT) consensus on these elements jointly relate to a firm's international expansion. By doing this, the authors contribute to the existing literature by addressing dynamic managerial capabilities at the TMT level instead of considering them as individual executives' traits. The authors use the qualitative comparative analysis (QCA) method to analyze our data from 261 TMT executives in 63 firms. The findings indicate that sensing, seizing and reconfiguration capabilities are highly relevant for internationalization but in different configurations for specific stages and elements of international business. Presence of sensing as a part of configurations is observable, especially in connection to a firm having foreign customers and explicit internationalization strategies, while configurations where seizing and reconfiguration emerge are connected to firms showing continuity in the international markets. The authors’ results also indicate that a lack of TMT consensus in connection to dynamic managerial capabilities is a driving force that allows the firm not to stagnate with regards to internationalization. Yet, lack of TMT consensus combined with low reconfiguration capabilities seems to generate negative results, which suggests that different views are not helpful if the firm is incapable of changing its approaches.Design/methodology/approachThis study uses data gathered with a questionnaire where the executives select either “yes” or “no” in response to statements describing the firm situation with regard different managerial aspects and progress of international growth. The authors analyze these data from 261 TMT executives from 63 firms using the QCA method.FindingsThe findings indicate that sensing, seizing and reconfiguration capabilities are highly relevant for internationalization but to different extents for specific elements of international business; generally, while sensing is needed, in particular, for having foreign customers and internationalization strategies in the first place, seizing and reconfiguration became relevant for continuity in the international markets. Consensus or rather lack of it on these elements also plays a role. It seems that some disagreement is a driving force that allows the firm not to stagnate with regards to internationalization. However, TMT disagreement combined with low reconfiguration capabilities seems to generate negative results, which suggests that different views are not helpful if the firm is incapable of changing its approaches.Research limitations/implicationsThe findings contribute to existing knowledge by exploring how managerial capabilities influence firm-level dynamic capabilities from the point of view of the TMT. The authors also add to existing research that has often focused on the relationships between TMT executives' demographic traits and TMT cons
{"title":"When strategic consensus matters: dynamic managerial capabilities and firm internationalization as seen by TMT","authors":"L. Haapanen, P. Hurmelinna-Laukkanen, K. Puumalainen","doi":"10.1108/ccsm-09-2018-0134","DOIUrl":"https://doi.org/10.1108/ccsm-09-2018-0134","url":null,"abstract":"PurposeIn this study, the authors explore how sensing and seizing of market opportunities, asset reconfiguration and top management team (TMT) consensus on these elements jointly relate to a firm's international expansion. By doing this, the authors contribute to the existing literature by addressing dynamic managerial capabilities at the TMT level instead of considering them as individual executives' traits. The authors use the qualitative comparative analysis (QCA) method to analyze our data from 261 TMT executives in 63 firms. The findings indicate that sensing, seizing and reconfiguration capabilities are highly relevant for internationalization but in different configurations for specific stages and elements of international business. Presence of sensing as a part of configurations is observable, especially in connection to a firm having foreign customers and explicit internationalization strategies, while configurations where seizing and reconfiguration emerge are connected to firms showing continuity in the international markets. The authors’ results also indicate that a lack of TMT consensus in connection to dynamic managerial capabilities is a driving force that allows the firm not to stagnate with regards to internationalization. Yet, lack of TMT consensus combined with low reconfiguration capabilities seems to generate negative results, which suggests that different views are not helpful if the firm is incapable of changing its approaches.Design/methodology/approachThis study uses data gathered with a questionnaire where the executives select either “yes” or “no” in response to statements describing the firm situation with regard different managerial aspects and progress of international growth. The authors analyze these data from 261 TMT executives from 63 firms using the QCA method.FindingsThe findings indicate that sensing, seizing and reconfiguration capabilities are highly relevant for internationalization but to different extents for specific elements of international business; generally, while sensing is needed, in particular, for having foreign customers and internationalization strategies in the first place, seizing and reconfiguration became relevant for continuity in the international markets. Consensus or rather lack of it on these elements also plays a role. It seems that some disagreement is a driving force that allows the firm not to stagnate with regards to internationalization. However, TMT disagreement combined with low reconfiguration capabilities seems to generate negative results, which suggests that different views are not helpful if the firm is incapable of changing its approaches.Research limitations/implicationsThe findings contribute to existing knowledge by exploring how managerial capabilities influence firm-level dynamic capabilities from the point of view of the TMT. The authors also add to existing research that has often focused on the relationships between TMT executives' demographic traits and TMT cons","PeriodicalId":51820,"journal":{"name":"Cross Cultural & Strategic Management","volume":" ","pages":""},"PeriodicalIF":2.5,"publicationDate":"2020-08-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/ccsm-09-2018-0134","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44828648","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-07-07DOI: 10.1108/ccsm-02-2020-0055
Y. Kotera, M. Van Laethem, Remi Ohshima
PurposeThe primary purpose of this descriptive study was to compare the levels of, and relationships among mental health problems, mental health shame, self-compassion, work engagement and work motivation between workers in Japan (collectivistic and success-driven culture) and the Netherlands (individualistic and quality-oriented culture).Design/methodology/approachA cross-sectional design, where convenience samples of 165 Japanese and 160 Dutch workers completed self-report measures about mental health problems, shame, self-compassion, engagement and motivation, was used. Welch t-tests, correlation and regression analyses were conducted to compare (1) the levels of these variables, (2) relationships among these variables and (3) predictors of mental health problems, between the two groups.FindingsDutch workers had higher levels of mental health problems, work engagement and intrinsic motivation, and lower levels of shame and amotivation than Japanese workers. Mental health problems were associated with shame in both samples. Mental health problems were negatively predicted by self-compassion in Japanese, and by work engagement in Dutch employees.Originality/valueThe novelty of this study relates to exploring differences in work mental health between those two culturally contrasting countries. Our findings highlight potential cultural differences such as survey responding (Japanese acquiescent responding vs Dutch self-enhancement) and cultural emphases (Japanese shame vs Dutch quality of life). Job crafting, mindfulness and enhancing ikigai (meaningfulness in life) may be helpful to protect mental health in these workers, relating to self-compassion and work engagement. Findings from this study would be particularly useful to employers, managers and staff in human resources who work with cross-cultural workforce.
{"title":"Cross-cultural comparison of mental health between Japanese and Dutch workers: relationships with mental health shame, self-compassion, work engagement and motivation","authors":"Y. Kotera, M. Van Laethem, Remi Ohshima","doi":"10.1108/ccsm-02-2020-0055","DOIUrl":"https://doi.org/10.1108/ccsm-02-2020-0055","url":null,"abstract":"PurposeThe primary purpose of this descriptive study was to compare the levels of, and relationships among mental health problems, mental health shame, self-compassion, work engagement and work motivation between workers in Japan (collectivistic and success-driven culture) and the Netherlands (individualistic and quality-oriented culture).Design/methodology/approachA cross-sectional design, where convenience samples of 165 Japanese and 160 Dutch workers completed self-report measures about mental health problems, shame, self-compassion, engagement and motivation, was used. Welch t-tests, correlation and regression analyses were conducted to compare (1) the levels of these variables, (2) relationships among these variables and (3) predictors of mental health problems, between the two groups.FindingsDutch workers had higher levels of mental health problems, work engagement and intrinsic motivation, and lower levels of shame and amotivation than Japanese workers. Mental health problems were associated with shame in both samples. Mental health problems were negatively predicted by self-compassion in Japanese, and by work engagement in Dutch employees.Originality/valueThe novelty of this study relates to exploring differences in work mental health between those two culturally contrasting countries. Our findings highlight potential cultural differences such as survey responding (Japanese acquiescent responding vs Dutch self-enhancement) and cultural emphases (Japanese shame vs Dutch quality of life). Job crafting, mindfulness and enhancing ikigai (meaningfulness in life) may be helpful to protect mental health in these workers, relating to self-compassion and work engagement. Findings from this study would be particularly useful to employers, managers and staff in human resources who work with cross-cultural workforce.","PeriodicalId":51820,"journal":{"name":"Cross Cultural & Strategic Management","volume":" ","pages":""},"PeriodicalIF":2.5,"publicationDate":"2020-07-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/ccsm-02-2020-0055","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47358347","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-06-17DOI: 10.1108/ccsm-05-2019-0100
Mooweon Rhee, V. Alexandra, K. Powell
PurposePerformance feedback theory (PFT) has informed analyses in numerous national contexts and has been used to explain various business and management activities of firms. Stemming from behavioral theory and grounded in a cognitive perspective, which views organizational actions as being the results of decisions produced by groups of individual decision-makers, PFT research has mostly assumed the universal nature of cognition and decision-making processes. However, PFT also presumes that individual decision-makers bring with them different backgrounds and experiences. Hence, this paper offers propositions on how cultural differences in individualism-collectivism influence the major components of PFT, including the formation and revision of performance goals (aspiration levels), and search behaviors and risk preferences in response to gaps between goals and actual performance. Implications for future research and practice are discussed.Design/methodology/approachThis paper offers theoretical propositions for the above purpose.FindingsThis is not an empirical analysis.Originality/valueBy integrating the individualism-collectivism differences framework into the PFT model, the authors answer previous calls to integrate concepts and frameworks from other theories into PFT while considering the role of cultural differences in aspiration-consequence relationships. Additionally, much of PFT research has focused on outcomes, while actual internal processes have remained unobserved. By focusing on how cultural differences influence various PFT processes, this conceptual analysis sheds light on the unobserved bounds of decision-makers' cognitions.
{"title":"Individualism-collectivism cultural differences in performance feedback theory","authors":"Mooweon Rhee, V. Alexandra, K. Powell","doi":"10.1108/ccsm-05-2019-0100","DOIUrl":"https://doi.org/10.1108/ccsm-05-2019-0100","url":null,"abstract":"PurposePerformance feedback theory (PFT) has informed analyses in numerous national contexts and has been used to explain various business and management activities of firms. Stemming from behavioral theory and grounded in a cognitive perspective, which views organizational actions as being the results of decisions produced by groups of individual decision-makers, PFT research has mostly assumed the universal nature of cognition and decision-making processes. However, PFT also presumes that individual decision-makers bring with them different backgrounds and experiences. Hence, this paper offers propositions on how cultural differences in individualism-collectivism influence the major components of PFT, including the formation and revision of performance goals (aspiration levels), and search behaviors and risk preferences in response to gaps between goals and actual performance. Implications for future research and practice are discussed.Design/methodology/approachThis paper offers theoretical propositions for the above purpose.FindingsThis is not an empirical analysis.Originality/valueBy integrating the individualism-collectivism differences framework into the PFT model, the authors answer previous calls to integrate concepts and frameworks from other theories into PFT while considering the role of cultural differences in aspiration-consequence relationships. Additionally, much of PFT research has focused on outcomes, while actual internal processes have remained unobserved. By focusing on how cultural differences influence various PFT processes, this conceptual analysis sheds light on the unobserved bounds of decision-makers' cognitions.","PeriodicalId":51820,"journal":{"name":"Cross Cultural & Strategic Management","volume":" ","pages":""},"PeriodicalIF":2.5,"publicationDate":"2020-06-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/ccsm-05-2019-0100","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44941311","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-05-23DOI: 10.1108/ccsm-08-2019-0145
Anthony Fee, S. Gray
PurposeIn an era when expatriates are increasingly used as strategic conduits for developing capabilities in local business units, we identify what and how host-country nationals in a developing economy learn from self-initiated expatriates whose assignments focus on organizational capacity development objectives.Design/methodology/approachSemi-structured interviews with 23 Vietnamese host-country nationals rendered a sample of 138 learning episodes for qualitative content analysis. Respondents were employed in Vietnamese government and non-government organizations and worked closely with multiple self-initiated expatriates in a variety of professional contexts.FindingsHost-country nationals develop a broad array of primarily “soft” capabilities. This learning is typically informal and vicarious in nature. While learning tends to arise incidentally through day-to-day activities, host-country nationals facilitate this by structuring their formal and informal interactions with expatriates to maximize their learning potential.Research limitations/implicationsWhile the study's exploratory design and specific context limit the transferability of our results, analysis of a sample of specific learning episodes allowed us to map “hotspots” of particular activities and contexts in which certain learning outcomes transpired.Practical implicationsOur results put into sharp focus the overlooked roles of expatriates as models (to be observed), mentors (to be consulted) and collaborators (to be partnered with) who can catalyse valued learning opportunities for local colleagues.Originality/valueWe provide a comprehensive account of the nature and extent of informal learning that host-country nationals accumulate during interactions with expatriates, and so contribute to a more nuanced understanding of the experiences of host-country nationals in international business.
{"title":"Expatriates as catalysts: what and how Vietnamese locals learn from self-initiated expatriates","authors":"Anthony Fee, S. Gray","doi":"10.1108/ccsm-08-2019-0145","DOIUrl":"https://doi.org/10.1108/ccsm-08-2019-0145","url":null,"abstract":"PurposeIn an era when expatriates are increasingly used as strategic conduits for developing capabilities in local business units, we identify what and how host-country nationals in a developing economy learn from self-initiated expatriates whose assignments focus on organizational capacity development objectives.Design/methodology/approachSemi-structured interviews with 23 Vietnamese host-country nationals rendered a sample of 138 learning episodes for qualitative content analysis. Respondents were employed in Vietnamese government and non-government organizations and worked closely with multiple self-initiated expatriates in a variety of professional contexts.FindingsHost-country nationals develop a broad array of primarily “soft” capabilities. This learning is typically informal and vicarious in nature. While learning tends to arise incidentally through day-to-day activities, host-country nationals facilitate this by structuring their formal and informal interactions with expatriates to maximize their learning potential.Research limitations/implicationsWhile the study's exploratory design and specific context limit the transferability of our results, analysis of a sample of specific learning episodes allowed us to map “hotspots” of particular activities and contexts in which certain learning outcomes transpired.Practical implicationsOur results put into sharp focus the overlooked roles of expatriates as models (to be observed), mentors (to be consulted) and collaborators (to be partnered with) who can catalyse valued learning opportunities for local colleagues.Originality/valueWe provide a comprehensive account of the nature and extent of informal learning that host-country nationals accumulate during interactions with expatriates, and so contribute to a more nuanced understanding of the experiences of host-country nationals in international business.","PeriodicalId":51820,"journal":{"name":"Cross Cultural & Strategic Management","volume":" ","pages":""},"PeriodicalIF":2.5,"publicationDate":"2020-05-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/ccsm-08-2019-0145","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48924121","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-12-05DOI: 10.1108/ccsm-12-2018-0212
Hitoshi Iwashita
Purpose The purpose of this paper is to extend the understandingof how family logic is transferred through mundane practices across the subsidiaries of a Japanese multinational corporation (MNC) in different national contexts. Design/methodology/approach In order to fulfil this purpose, a comparative qualitative case study was adopted with emphasis on actors’ interpretations. Findings Through qualitative data analysis, three findings and their theoretical significances can be summarised. First, it was found that the constellations of family, market and religion logics were transferred differently. This is significant for Japanese management scholars since it illuminates the importance of actors who perceive the (non-) necessity of logics in a Japanese MNC facing institutional dualities. Second, it was found that the family logic is enacted at different levels and with different boundaries. This is significant for both institutionalists and international business scholars since it highlights the strong influence of language and religion in the transfer of logics from one country to another. Third, it was found that the enactment of the family logic greatly affects the acceptability of Japanese management practices. This is significant for business managers since it further proposes an intimate relationship between Japanese management practices and the meanings attached to the family logic. Originality/value The originality of this work stems from an updated comparative qualitative study of the management of a Japanese MNCs’ subsidiaries across different countries, providing in-depth insights for international business, Japanese subsidiary management and institutional logics perspectives.
{"title":"Transferring family logic within a multinational corporation","authors":"Hitoshi Iwashita","doi":"10.1108/ccsm-12-2018-0212","DOIUrl":"https://doi.org/10.1108/ccsm-12-2018-0212","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to extend the understandingof how family logic is transferred through mundane practices across the subsidiaries of a Japanese multinational corporation (MNC) in different national contexts.\u0000\u0000\u0000Design/methodology/approach\u0000In order to fulfil this purpose, a comparative qualitative case study was adopted with emphasis on actors’ interpretations.\u0000\u0000\u0000Findings\u0000Through qualitative data analysis, three findings and their theoretical significances can be summarised. First, it was found that the constellations of family, market and religion logics were transferred differently. This is significant for Japanese management scholars since it illuminates the importance of actors who perceive the (non-) necessity of logics in a Japanese MNC facing institutional dualities. Second, it was found that the family logic is enacted at different levels and with different boundaries. This is significant for both institutionalists and international business scholars since it highlights the strong influence of language and religion in the transfer of logics from one country to another. Third, it was found that the enactment of the family logic greatly affects the acceptability of Japanese management practices. This is significant for business managers since it further proposes an intimate relationship between Japanese management practices and the meanings attached to the family logic.\u0000\u0000\u0000Originality/value\u0000The originality of this work stems from an updated comparative qualitative study of the management of a Japanese MNCs’ subsidiaries across different countries, providing in-depth insights for international business, Japanese subsidiary management and institutional logics perspectives.\u0000","PeriodicalId":51820,"journal":{"name":"Cross Cultural & Strategic Management","volume":" ","pages":""},"PeriodicalIF":2.5,"publicationDate":"2019-12-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/ccsm-12-2018-0212","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45631887","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-12-05DOI: 10.1108/ccsm-04-2018-0057
B. Batjargal, Justin W. Webb, A. Tsui, J. Arrégle, M. Hitt, Toyah L. Miller
Purpose The purpose of this paper is to disentangle individual-level gender differences and norm-based gender roles and stereotypes to provide a finer-grained understanding of why female and male entrepreneurs experience different growth returns from their social networks across different national cultures. Design/methodology/approach This research uses a survey of 637 (278 female and 359 male) entrepreneurs across four nations varying on relational culture (importance of social relationships) and gender egalitarianism (importance of gender equality or neutrality in social and economic roles). Findings The authors find evidence that male entrepreneurs in high relational cultures benefit the most in terms of growth in revenues from larger network size while women in low relational cultures benefit the least. In cultures with low gender egalitarianism, male entrepreneurs benefit more from their larger social networks than did the female entrepreneurs. Practical implications The study presents implications for female entrepreneurs’ behaviors to gain more benefits from their social networks, especially in cultural contexts where relationships are important or where there is equality in gender roles. In these contexts, they may need to develop other strategies and rely less on social networks to grow their ventures. Social implications This research suggests that female entrepreneurs still are disadvantaged in some societies. National policy may focus on developing more opportunities and providing more support to women entrepreneurs as a valuable contributor to economic growth of the nations. Originality/value The authors disentangle the effects of gender differences, norm-based gender stereotypes and networks on entrepreneurial outcomes.
{"title":"The moderating influence of national culture on female and male entrepreneurs’ social network size and new venture growth","authors":"B. Batjargal, Justin W. Webb, A. Tsui, J. Arrégle, M. Hitt, Toyah L. Miller","doi":"10.1108/ccsm-04-2018-0057","DOIUrl":"https://doi.org/10.1108/ccsm-04-2018-0057","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to disentangle individual-level gender differences and norm-based gender roles and stereotypes to provide a finer-grained understanding of why female and male entrepreneurs experience different growth returns from their social networks across different national cultures.\u0000\u0000\u0000Design/methodology/approach\u0000This research uses a survey of 637 (278 female and 359 male) entrepreneurs across four nations varying on relational culture (importance of social relationships) and gender egalitarianism (importance of gender equality or neutrality in social and economic roles).\u0000\u0000\u0000Findings\u0000The authors find evidence that male entrepreneurs in high relational cultures benefit the most in terms of growth in revenues from larger network size while women in low relational cultures benefit the least. In cultures with low gender egalitarianism, male entrepreneurs benefit more from their larger social networks than did the female entrepreneurs.\u0000\u0000\u0000Practical implications\u0000The study presents implications for female entrepreneurs’ behaviors to gain more benefits from their social networks, especially in cultural contexts where relationships are important or where there is equality in gender roles. In these contexts, they may need to develop other strategies and rely less on social networks to grow their ventures.\u0000\u0000\u0000Social implications\u0000This research suggests that female entrepreneurs still are disadvantaged in some societies. National policy may focus on developing more opportunities and providing more support to women entrepreneurs as a valuable contributor to economic growth of the nations.\u0000\u0000\u0000Originality/value\u0000The authors disentangle the effects of gender differences, norm-based gender stereotypes and networks on entrepreneurial outcomes.\u0000","PeriodicalId":51820,"journal":{"name":"Cross Cultural & Strategic Management","volume":" ","pages":""},"PeriodicalIF":2.5,"publicationDate":"2019-12-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/ccsm-04-2018-0057","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45928009","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：