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1.
《Journal Of Asia-Pacific Business》2013,14(1):63-82
ABSTRACT The paper presents the findings of a research conducted on work values of expatriate and local managers in Singapore. The sample included about 600 expatriate and local managers of 30 American, Canadian, British, Swedish, and Korean companies operating in Singapore. The selected companies represented 13 industries. The managers were identified on the basis of their ethnic and cultural backgrounds. Hofstede's Value Survey Module was used as the major data collection instrument. The findings revealed some significant differences between the managers of the Western and the Eastern (Oriental) cultures regarding their work values, preferred management styles, and their perception of existing managerial practices. The findings also largely substantiate the “crossvergence” argument of managerial work values. 相似文献
2.
《Journal Of Asia-Pacific Business》2013,14(3):3-38
The personal values of 162 Malaysian managers were studied, using data from the three major cultural-ethnic groups that compose Malaysia's population. Core managerial values were compared with similarly derived data from respondents in the USA and Australia. Multidimensional scaling was used for the comparison. Personal values are analyzed within the context of a discussion of heterogeneous cultural value systems within Malaysia and also within the parameters of the broader convergence-divergence debate. The evidence points to the impact of convergent forces, but there is recognition of the simultaneous play of opposing, divergent forces. Such a situation of cultural diversity and dynamic tension is not unique to Malaysia, but this particular multicultural environment provides a fascinating microcosmic laboratory in which to study it. 相似文献
3.
A comparative study of business related values among business students was conducted over the last 10 years in two neighbouring
countries. Although Estonia and Finland are culturally related, according to an empirical study of managerial values, including
the ethical values of business students, the two countries display significant differences. During the last decade, Estonia
has changed from being a country characterised by an authoritarian, centralized, totalitarian state socialism, to a democratic
country with a free market economy and different attitudes and values. At the same time Finland has experienced almost a century
of capitalism and democracy. It is argued that the differences in values exhibited by these two countries could be explained
by using the institutional and historical context. The authors propose a model of value hierarchies in relation to institutionalism. 相似文献
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In this study we explore the daily managerial behaviour of managers of small growth-orientated businesses and contrast it to previous research of managers in large organisations. We also investigate if one background characteristic, the owner–managers functional experience, is related to daily managerial activity. More specifically, we seek to strengthen the ‘managerial work’ tradition through a replication of Mintzberg’s work (The Nature of Managerial Work, New York: Harper and Row 1973) and an extension of the ‘managerial work’ tradition to another contingency, that of small growth- oriented businesses. The study is based on direct observations of ten CEOs of small growth-orientated businesses. The research provides evidence that organisational size is an important determinant of the nature of managerial work. However, in exploring the variability that may occur in managerial work within a given size context, we failed to establish a relationship between the owner–manager’s functional experiences and daily functional work orientation. The article concludes by speculating why the nature of managerial work in small growth-orientated businesses may provide a template for management in larger (more bureaucratic) organisations. 相似文献
6.
This article presents an alternative rationale for corporate philanthropy based on managerial values of benevolence and integrity.
On the one hand, top managers with benevolence and integrity values are more likely to spread their intrinsic concern for
others into the wider society in the form of corporate philanthropy. On the other hand, top managers high in benevolence and
integrity are likely to contribute to improved managerial credibility and trusting firm-stakeholder relationships, thereby
improving corporate financial performance. Therefore, the article makes the argument that both corporate philanthropy and
corporate financial performance can better be interpreted as resulting from managers’ benevolence and integrity values.
Jaepil Choi is an Assistant Professor at the Hong Kong University of Science and Technology. His research is focused on organizational
justice perceptions, leadership, work-family interface issues, and corporate social performance. He has published in Academy
of Management Journal, Journal of International Business Studies, Journal of Organizational Behavior, Leadership Quarterly,
Administration & Society, and Management and Organization Review.
Heli Wang is currently an Assistant Professor in strategic management at the Hong Kong University of Science and Technology.
Her areas of interests are in the resource-based view of the firm, stakeholder incentives, risk management and social performance.
She has previously published in Academy of Management Review, Journal of Economic Behavior and Organization, Journal of Applied
Psychology, and Long Range Planning. 相似文献
7.
The cross-cultural literature is reviewed and integrated together with attitude theories, thereby outlining a model through
which certain values influence the intervening variables that ultimately lead managers to tolerate employee bribery. The case
of Latin America is employed to illustrate how regionally dominant cultural values may shape managers’ attitudes, subjective
norms, and perceived behavioral control, which in turn affect tolerance of employee bribery. A series of research propositions
and practical recommendations are derived from the model. 相似文献
8.
Yan Zhu 《Journal Of Asia-Pacific Business》2013,14(4):335-359
Drawing on the upper echelons theory, this study examines the mediating effects of managerial skills on the relationship between managerial values, ethical leadership, and organizational reputation. Data were obtained from 209 manufacturing companies in the People’s Republic of China. Regression results reveal that (1) managerial values positively affect ethical leadership and organizational reputation and (2) managerial skills mediate the effects of managerial values on ethical leadership, and on organizational reputation. The study sheds light on the mechanisms through which managerial self-transcendence values but not self-enhancement values affect ethical leadership and organizational reputation. 相似文献
9.
Determinants of Managerial Values on Corporate Social Responsibility: Evidence from China 总被引:1,自引:0,他引:1
This article empirically investigates how Chinese executives and managers perceive and interpret corporate social responsibility
(CSR), to what extent firms’ productive characteristics influence managers’ attitudes towards their CSR rating, and whether
their values in favour of CSR are positively correlated to firms’ economic performance. Although a large proportion of respondents
express a favourable view of CSR and a willingness to participate in socially responsible activities, we find that the true
nature of their assertion is linked to entrepreneurs’ instincts of gaining economic benefits. It is the poorly performing
firms, or rather, firms with vulnerable indicators – smaller in size, State-owned, producing traditional goods and located
in poorer regions that are more likely to have managers who opt for a higher CSR rating. Managers’ personal characteristics
per se are not significant in determining their CSR choice. Moreover, controlling for other observed variables, we find that managers’
CSR orientation is positively correlated with their firms’ performance. The better-off a firm is, the more likely its manager
is to get involve in CSR activities. Firms with better economic performance before their restructuring would sustain higher
post-restructuring performance. 相似文献
10.
Managerial value systems along with individualism-collectivism concepts were examined among 768 managers in Iran. The sample was randomly selected from state, private, and mixed organizations. The participants ranked conformist and sociocentric values high. In addition, the participants displayed a high tendency toward collectivism and a weak commitment to individualism. Furthermore, existential value was highly correlated with individualism-collectivism measures. 相似文献
11.
The first aim of this paper was to investigate how the traditional Protestant work ethic (PWE) and more contemporary work
values (i.e., masculine, feminine, and entrepreneurship values) were related to one another, and differed across genders and
two cultural contexts, namely Turkey and the U.S. The second aim was to elucidate the role of religiosity in PWE among the
two cultural groups. Two hundred and sixty six American and 211 Turkish university students participated in this questionnaire
study. The analyses examining cross-cultural differences revealed that Turkish university students reported greater scores
in the PWE and all contemporary work values as compared to their American counterparts. For the Turkish sample, there were
no gender-related differences in the PWE, whereas in the U.S. sample, men reported greater PWE scores than did women. With
regard to gender differences in contemporary work values, our results showed that gender groups differed in feminine and entrepreneurship
values in both cultural contexts; men emphasized femininity and entrepreneurship more than women in Turkey but the reverse
was true in the U.S. Correlations between contemporary work values and the PWE illustrated that the PWE is associated with
entrepreneurship and masculine values in both cultural contexts and with feminine values in the Turkish context. Finally,
our results regarding the role of religiosity in PWE indicated that highly religious participants reported greater PWE scores
than the less religious ones regardless of culture. Findings are discussed with reference both to differences in the two socio-cultural
contexts and to recent change in the social structure of Turkish society.
Zahide Karakitapoğlu Aygu¨n received her Ph.D. in social psychology from Middle East Technical University Turkey. She is currently
an assistant professor at Bilkent University, Faculty of Business Administration. Her research interests concern values, commitment
and justice.
Mahmut Arslan (BSc, MA, PhD) is an Associate Professor received his graduate degree from Hacettepe University Department of
Public Finance. He completed a masters degree in Business Administration at Hacettepe University Department of Business Administration
and his PhD in Business at University of Leeds (UK). He has worked as a financial analyst and a research assistant. Dr. Arslan
has also worked for the several reorganization projects as analyst and coordinator. He became Assistant Professor in 2000
and Associate Professor in 2003 at Hacettepe University Department of Business Administration. He teaches management and business
ethics, organizational behaviour. He is also the director of Hacettepe University Centre for Business and Professional Ethics.
Dr. Col. Salih Gu¨ney is an Associate Professor graduated from Hacettepe University Department of Sociology in Ankara in 1980.
He received master's degree in behavioral sciences from the University of Istanbul, Faculty of Management in 1987. He finished
his doctoral studies in behavioral sciences at the same university and received his PhD in 1988. He became an associated professor
in 1997. He is currently the head of the behavioral sciences branch in the Turkish Military Academy. He teaches behavioral
sciences, communication theory, introduction to sociology, and public relations at the Military Academy. 相似文献
12.
Work values and the loyalty (commitment to hard work, profession, and principles) of 762 managers in Kuwait were investigated. The results indicated that managers scored high on work values and loyalty. Furthermore, there was a high positive correlation between the two measures. Demographic and organizational variables had significant influence on managerial orientations. Specifically, expatriates and female managers showed a high commitment to work values and loyalty. 相似文献
13.
This paper summarizes the results of an analysis of empirical data on ethical attitudes of professionals and managers in relation
to organizational core values in the Information Technology (IT) industry. This study investigates the association between
key organizational values as independent variables and the ethical attitudes of IT managers as dependent variables. The study
also delves into differences among IT non-managerial professionals, mid-level managers, and upper-level managers in their
ethical attitudes and perceptions. Research results indicated that IT professionals from mechanistic organizations were much
more likely to report – compared to those from organic organizations – that managers in their corporate environment engage
in behaviors considered unethical and that successful managers were more unethical relative to unsuccessful managers. There
were significant differences between the upper-level managers and the mid-level managers and between the mid-level managers
and the IT non-managerial professionals on certain key ethical issues. This paper discusses the conceptual framework, hypotheses,
research methodology, data analysis, implications of the findings, and suggested areas of further research.
K. Gregory Jin, D.B.A, is Professor of the MIS Department, Ancell School of Business, Western, Connecticut State University.
He has published numerous conference papers, chapters, and articles in such areas as MIS professional ideology and ethics,
communication and control, behavioral issues in information systems development, role of IT and human factors in business
process reengineering, service learning in database design, systems theory, MIS participant action research strategy, and
political factors in IT management. He has more than twenty years of MIS administrative and professional experiences. He holds
a D.B.A. in Information Technology Management from George Washington University. He is a member of the Association of Information
Technology Professionals and a former member of DSI.
Ronald G. Drozdenko, Ph.D., is Professor and Chair of the Marketing Department, Ancell School of Business, Western Connecticut
State University. He is also the founding Director of the Center for Business Research at the Ancell School. Dr. Drozdenko
has co-directed more than 100 proprietary research projects since 1978 for the marketing and research and development departments
of several corporations, including major multinationals. These projects were in the areas of strategic planning, marketing
research, product development, direct marketing, and marketing database analysis. Dr. Drozdenko co-authored Optimal Database Marketing: Strategy, Development and Data Mining and also has published professional and academic articles and book chapters. He holds a Ph.D. in Experimental Psychology
from the University of Missouri and is a member of the American Marketing Association, the Society for Consumer Psychology,
and the Academy of Marketing Sciences.
Richard A. Bassett, D.P.S, is an Associate Professor of Management Information Systems at Western Connecticut State University.
He was founder and CEO of Bassett Computer Systems, Inc. for 17 years where he was involved with the design and implementation
of information systems for hundreds for small and midsized businesses. He has authored several papers and articles in such
areas as web-design as a web-master, web-based course design, the security threats and concerns faced by telecommuters, minimal
steps required to secure a Local Area Network and the technology decision challenges which growing companies face. He is actively
involved with technology endeavors of numerous nonprofit organizations including: The Children’s Center, Bridges of Milford,
North Haven Rotary, Communicare, and the Amber Alert System. He holds a D.P.S. in Computing from Pace University. 相似文献
14.
《Business History》2012,54(5):695-716
This article explores power and hegemony in the context of industrial relations in Turkey. Analysis of interest, articulation and representation is built around three strands: a Gramscian reading of hegemony, periodization through the political economy of industrial relations and the communicative action staged by the prominent employer union. Starting with the 1970s, continuities and shifts in discourse are identified. The rise and fall of different voices (i.e. insiders and outsiders) in texts point towards a search for a full blown hegemony in the 1990s with a new set of challenges confronted and resolved through new legislation passed in 2003. 相似文献
15.
A survey of 316 participants from Chinese enterprises indicated that the level of their work values was more likely in line
with increasing age and education, and associated with employment position and gender. The older the employees, the higher
the work values they perceive. The higher the education one receives, the higher the work values he or she counts. Managers
rate higher work values than the employees do, and male employees show higher work value perceptions than do those of females.
The results of the study suggest that the employees’ age, education, position and gender are important antecedents of work
values, and these demographic effects can be a good revelation to enterprise management in both theory and practice. 相似文献
16.
In the last few years there has been a lot of fuzzy talk, scientific discourses and comments of business life about the values, ethics and social responsibility of companies. Companies are expected to have also some other tasks besides that of gaining profit. A part of the tasks which management has, except for thinking of the benefits of their own organization, are things which work for the well-being of the whole society. Issues like this are, among others, working for employment, taking care of the environment, and promoting consumer security.While making decisions of their own action in the company, the management often has to face ethical solutions. The benefit of the company may be different from that of other business stakeholders. In this case, the manager has to decide for which part he should act, for the company or for the stakeholders. The ethical problems in deciding may appear also inside the company. In our study, we are very interested in the decision-making processes which are connected with the honesty of the manager and his/her being honest with the stakeholders both inside and outside the company.In our research, we have tried to create a framework which helps us to find out in what kind of situations a manager faces the problem whether he/she should tell the truth to the stakeholders or not. We have also studied the means which the managers use in their potential dishonesty. Further, we have tried to find out how the managers see themselves in situations where they cannot tell the truth or have to cover it. 相似文献
17.
《Journal Of Asia-Pacific Business》2013,14(4):21-38
ABSTRACT This paper explores managerial values and practices in three rapidly growing economies in Asia: Hong Kong, Taiwan, and the People's Republic of China. Differences and similarities in six cultural dimensions were investigated. Although participants in the present study share a common cultural heritage, their cultural values may be very different. Implications for cross-cultural research and practical applications are explored. 相似文献
18.
Ron Beadle 《Journal of Business Ethics》2013,113(4):679-690
What can be learned from a small scale study of managerial work in a highly marginal and under-researched working community? This article uses the ‘goods–virtues–practices–institutions’ framework to examine the managerial work of owner–directors of traditional circuses. Inspired by MacIntyre’s arguments for the necessity of a narrative understanding of the virtues, interviews explored how British and Irish circus directors accounted for their working lives. A purposive sample was used to select subjects who had owned and managed traditional touring circuses for at least 15 years, a period in which the economic and reputational fortunes of traditional circuses have suffered badly. This sample enabled the research to examine the self-understanding of people who had, at least on the face of it, exhibited the virtue of constancy. The research contributes to our understanding of the role of the virtues in organizations by presenting evidence of an intimate relationship between the virtue of constancy and a ‘calling’ work orientation. This enhances our understanding of the virtues that are required if management is exercised as a domain-related practice. 相似文献
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