Understanding the Cultural Differences in Tourist Motivation Between Anglo-American and Japanese Tourists

Summary

There is considerable evidence to suggest that differences in cultural characteristics exist across the world. Among them, individualistic societies emphasize “I” consciousness, autonomy, emotional independence, pleasure seeking and universalism. On the other hand, col-lectivistic societies stress “we” consciousness, collective identity, group solidarity, sharing, and particularism. A comparative research on the motivation of tourists from different cultures may challenge current tourism research, which mainly focuses on individualism and rationalism. These values of individualism and rationalism result in underestimation of the influence of groups, norms, culture, and emotion or impulse on tourist behavior. There have been few studies which attempt to directly measure cultural characteristics and identity across culture, and to explain how these cultural characteristics play a role in creating distinctive differences in tourist motivation. Thus, this study explores (1) cultural differences underlying individualism-collectivism between Anglo-American and Japanese tourists; (2) examines the relationship of two cultural dimensions to tourist motivation, and (3) suggests management implications facing tourism industry.     

Screening and training inter-cultural competencies: evaluating the impact of national culture on inter-cultural competencies

Inter-cultural competencies have become increasingly important for international personnel selection and training. The purpose of this article is to evaluate psychometric data regarding the controversy as to whether inter-cultural competencies are culture-free or culture-bound. In two empirical research projects in the USA and Germany national differences in inter-cultural competencies are evaluated. National culture is indicated as a significant independent variable for inter-cultural competencies in both studies. However, the impact of national culture on inter-cultural competencies seems to be minor in relation to the impact of gender culture as well as of organizational culture. Therefore, inter-cultural competencies are judged to be culture-general in the two nations. Conceptual conclusions as well as practical conclusions for IHRM are discussed, based on the results. Finally, the limitations of the studies are pointed out.     

The Effect of Culture on Management Style

Abstract

U.S. and Indonesian managers were surveyed to evaluate cross-cultural differences in managerial style. Four variables were compared and analyzed: autocratic and participative management, and individualism and collectivism. Indonesian managers endorsed a more autocratic style than U.S. managers and valued collectivism more than U.S. managers, while U.S. managers valued individualism more than the Indonesian managers. Additionally, a positive relationship was found between participative management style and individualism. There were no significant differences in the value both groups placed on participative management; both endorsed this concept positively. Results suggest that while there are differences between the preferred management styles of Indonesian and U.S. managers, both groups endorse similar management ideas. This paper concludes that culture affects the ideologies that managers are willing to endorse, and further study is needed to see if it similarly affects the management styles they actually exercise.     

企业技术能力对产品创新的影响研究——基于创业者政治技能和创业经验的调节效应

基于资源编排理论视角探索技术能力对产品创新的影响，以及创业者政治技能和创业经验等创业能力的调节效应。以281家长三角、珠三角以及京津地区的技术型新创企业为调研对象的实证结果发现：技术能力与产品创新之间呈倒U型关系，技术能力对新创企业产品创新的影响存在一个阈值，超过这一水平，技术能力的创新收益开始下降；创业者政治技能和创业经验等创业能力对技术能力与产品创新之间的关系存在调节效应，有助于强化技术能力的创新收益。结果还表明技术能力和创业者创业能力水平是影响新创企业资源管理效率的关键要素。     

金融创新体系的基本框架与要素构成研究

本文通过对金融创新相关要素的分析,提出金融创新的基本框架体系设想,该体系包括6个要素,即创新环境、创新主体、创新人才、创新资源、创新成果和创新辐射。其中,创新环境是支撑,构成了金融创新的金融生态;创新主体是基础,决定了金融创新的基本内涵;创新人才是核心,构成了金融创新的力量源泉;创新资源是金融创新的物质保障;创新成果是表现,反映了金融创新的总体效果;创新辐射是衍生,扩展了金融创新的影响范围。上述各个要素之间互为依存、相互支撑,构成了严密的逻辑体系,可以用来衡量和评价金融企业的总体发展水平。     

Intercultural Competency Development in Conjunction With a Short Term Study Away Experience： Changes in Undergraduate Students

The purpose of this research was to examine whether undergraduate business students who participated in a short term study abroad course and intercultural competence building coursework demonstrated a significant increase in intercultural competence over those who only enrolled in the study abroad course. The 20 participants attended a small liberal arts College in Midwestern United States. The Intercultural Development Inventory （IDI） was administered to the participating students before and after their study away experience. The IDI （v.3） is based on the theoretical framework of the Developmental Model of Intercultural Sensitivity （DMIS） introduced by Milton Bennett. The DMIS is based on the assumption that intercultural competence can be strengthen through the development of intercultural knowledge and experience with people from other cultures. The IDI has been used in numerous scholarly studies and has demonstrated valid and reliable results. It is a self-administered 50-item series of statements in which participants are asked to rate the level of their agreement with statements that address their relationship to and evaluation of cultural difference. In the model, people progress in a linear developmental fashion through six stages： defense, denial, polarization, minimization, acceptance, and adaptation. This study was designed to determine if students who studied away and completed intercultural coursework （prior intercultural knowledge and an intercultural experience） would increase their level of intercultural competency more than those students who just studied away （intercultural experience only） as measured by the change in their IDI scores. The results of this small sample show that intercultural coursework in conjunction with a short term study away experience can have a positive impact on individual intercultural development.     

销售人员胜任力测评研究

销售人员胜任力测评指标体系包括知识、技能、态度3个一级指标和15个二级指标。通过采用层次分析法确定各指标权重,结合1～9标度法和销售主管对销售人员胜任力指标评分计算出销售人员的胜任力排名情况。     

企业内部的核心竞争力——价值型员工

本文主要从企业内部核心竞争力的构建入手,分析了当前知识经济社会中,对于一个要长期发展并取得效益的企业来说,与其对价值型员工的管理和价值型员工对企业的贡献息息相关,而价值型员工的流失对于企业来说则是一个重大的损失,因此本文进一步分析了价值型员工流失的因素以及通过何种方法留住这样的核心人才。     

The relationships among professional competence,job satisfaction and career development confidence for chefs in Taiwan

This study explores the relationship among professional competence, job satisfaction and the career development confidence for chefs, and examines the mediators of job satisfaction for professional competence and career development confidence in Taiwan. The analytical results demonstrate that work attitude was the most influential construct for professional competence, and culinary creativity had the lowest reported ratings. Job selection satisfaction showed higher ranking than current job satisfaction. The structural equation modeling results showed that professional competence significantly affects job satisfaction, and that job satisfaction predicts actual career development confidence. Additionally, job satisfaction mediated the influences of professional competence and career development confidence. The implications of these findings are discussed.     

论相遇与冲突下的动态文化

文化是动态的,文化的发展主要有三种形式:文化创新、文化传播和文化涵化。不同文化相遇后会发生冲突与矛盾,并给自身的发展带来新的挑战和机遇。在21世纪全球化背景下,跨文化交际日益频繁,如何理解与处理这些矛盾与挑战,促进文化交流,同时又保持各自文化的独特性,更变得愈发重要。