Editorial: Opportunities for Cross-Cultural Comparative Research on Leisure

Cross-cultural comparative research on leisure is extremely rare in both the anthropological and leisure literatures. The opportunities for conducting such research are excellent, however. Ethnographic data archives, such as the Human Relations Area Files, are widely available and contain a trove of information on leisure in societies, both past and present, from around the world. Methods for cross-cultural comparative research have improved greatly in the past two decades. The purpose of this editorial is to urge leisure researchers to make use of both cross-cultural comparative methods and existing sources of data.     

Introduction: human resource management in Africa

This article introduces the special issue that seeks to spur the debate on the challenges of managing people in organizations in Africa. The debate on HRM in Africa has proceeded with tentative steps and now clearly needs to be located firmly within the international management context. It is not the purpose of this special issue to discover or develop an over-arching model of HRM. That has been attempted elsewhere. Our purpose is to bring together the various threads that characterize the on-going debate and hopefully move towards a more specific research agenda which captures the complexity of managing on the African continent. Some of these threads include the formulation of new perspectives on HR research, finding common ground with diverse disciplines and tackling enduring problems like ethnicity and discrimination.     

A model for the influence of social interaction and social support on female expatriates' cross-cultural adjustment

This paper offers a model to describe the way in which female expatriates develop relationships and utilize those relationships to become cross-culturally adjusted. This model includes three predictive components affecting cross-cultural adjustment. The first includes the factors affecting whether a woman is able to form relationships on the expatriate assignment. These antecedents can include the female expatriate's personality, the cultural norms towards women, her language skills and the availability of possible opportunities for interaction. The second component includes the various sources of social interaction and social support (e.g. family members, and host national colleagues). The third component describes the nature of a female expatriate's social interaction and social support (e.g. emotional, informational and instrumental). Practical considerations for multinational organizations sending female expatriates are offered.     

Looking East: diffusing high performance work practices in the southern Afro-Asian context

Most cross-cultural international human resource management (IHRM) literature contains instructive comparative analyses of East Asian and Western countries and lessons from Japanese best operating practice. There is a paucity of literature extending this debate to the African context and of comparative IHRM work between East Asia and African countries. This article fills a contextual gap in offering a comparative analysis of diffusion and adoption of high performance work practices from East Asia in southern African firms. The continued relevance of 'context' is critically evaluated, given powerful forces for convergence in the global economy. However, much of the debate on the convergence/divergence framework appears to neglect process dynamics and cross-vergence in the development and implementation of hybrid practices as well as reverse diffusion. This article highlights the importance of considering certain variables of local distinctiveness and diversity as features of the notion of cross-vergence which shape particular human resource practices.     

Teaching ethics in accounting: a discussion of cross-cultural factors with a focus on Confucian and Western philosophy

There has been pressure from various business and professional accounting bodies to place greater emphasis on ethics education. This has been reflected in academic research and curriculum development. The purpose of this paper is to expand the debate on accounting ethics education to take into account the globalization of business, accounting and educational services and to draw attention to the importance of cross-cultural factors. To illustrate this the paper discusses the impact that Confucius has had on the ethical thinking of East and South East Asia. Where appropriate, comparisons are made with Western attitudes and secular philosophies. This focus has been chosen because of the current and future importance of the Asian area to global commerce, and the fact that an understanding of its ethical thinking and behaviour is not possible without an appreciation of Confucian thought.     

American repatriate employees' retrospective assessments of the effects of cross-cultural training on their adaptation to international assignments

With 10 to 50 per cent of expatriates curtailing their assignments early, and the cost of foreign placement estimated at $500,000, training for expatriates needs to be improved. This study investigates different methods of training, and the results as perceived by repatriates. Repatriates were asked about the amount and type of cross-cultural training they had received and their effectiveness and productivity during the overseas assignment. Repatriates' responses included specific comments about their individual and familial experiences. It was hypothesized that managers who receive rigorous cross-cultural training before and during the assignment will not suffer intense culture shock and will become effective more rapidly than managers who have not had cross-cultural training. The results demonstrated that integrated cross-cultural training does reduce the time necessary to adjust and to achieve cultural proficiency and reduces the time necessary to become effective and productive in the assignment.     

A test of assumed cluster homogeneity for performance appraisal management in four Southeast Asian countries

This study examines the extent of divergence versus convergence effect on the design characteristics of performance appraisal systems across four Southeast Asian countries: Indonesia, Malaysia, the Philippines, and Thailand. The results indicate that there exist significant differences in prevailing managerial practices and behaviours pertinent to the design and conduct of performance appraisal. Contrary to an assertion of homogeneity in previous cross-cultural cluster research and regio-centric perspectives, managers of MNCs should not necessarily generalize the appropriateness of performance appraisal design and practice across countries in the same traditional cluster.     

Reframing human resource management in Africa: a cross-cultural perspective

Current approaches to understanding the management of people in Africa are often framed within a pejorative 'developing/developed' world paradigm that not only paints a negative view of management in Africa, but also assumes the need to develop towards the 'developed' world approach. Cross-cultural analysis that focuses first on historical and current cultural interaction across continents suggests a difference between an instrumental view of people as a resource to serve the ends of the organization and a humanistic view which sees people as having a value in themselves. This offers a more useful paradigm for progressing both research and practice in this area. Both a conceptual model and a typology of management systems are offered as a way forward. Research should also focus on cross-cultural difference and interactions at cross-national and interethnic levels. This will facilitate a cross-cultural approach to management development and team building through developing synergies in organizations in Africa     

Using Hofstede's cultural dimensions to explain sexually harassing behaviours in an international context

It is increasingly evident that sexual harassment concerns in the workplace are not limited by national boundaries. Yet, sexual harassment as a research topic has been studied mostly in the United States. Further, even in the US, very few studies have explored sexual harassment from a cross-cultural perspective. The current paper examines this major gap in the literature and focuses on how cultural dimensions are important and can significantly influence the likelihood to sexually harass in various countries. Specifically, this paper develops a model using Hofstede's cultural dimensions, and conceptualizes these dimensions as key variables in explaining differences in the social-sexual interactions between various countries. It is suggested that varying differences in these dimensions across countries may predict the likelihood of managers sexually harassing in an international and a cross-cultural context.     

The theory of met expectations applied to expatriate adjustment: the role of crosscultural training

This study will test two hypotheses to determine whether the formation of expectations (prior to the global assignment) affects expatriates' adjustment. This study utilized a sample of seventy-three expatriates who completed questionnaires approximately ten months after arriving in their host countries. All the expatriates had predeparture cross-cultural training, but the training varied in perceived relevance. The expatriates were assigned either to countries where their native language was spoken (e.g. Americans in the UK) or to countries where their native language was not spoken (e.g. Americans in France). The results of the mediated regression analysis suggest that the more tailored and relevant the pre-departure cross-cultural training, the more expectations were either met or positively exceeded. Analyses suggest that both cross-cultural training and the language spoken in the host country affect the accuracy of expatriates' expectations prior to the assignment - and that having accurate expectations, in turn, positively affects cross-cultural adjustment. The results from this study encourage organizations to develop programmes that will ensure their expatriates have realistic expectations prior to their global assignments (e.g. through tailored cross-cultural training).