Employee experienced HPWPs and job performance: Roles of person-job fit and intrinsic motivation

The extant research on high performance work practices (HPWPs) mainly focuses on the organization level, with little research exploring employee experienced HPWPs and their impact on individual work outcomes. Whether and how employee experienced HPWPs contribute to individual job performance is investigated in this study, using three waves of data from 318 subordinate-supervisor dyads in three big auto manufacturing companies in China. Results show that HPWPs are positively related to individual job performance. Moreover, this relationship is fully mediated by employee person-job fit and intrinsic motivation.     

Educating the Global Manager

Abstract

The culturally diverse classroom would seem to be the ideal resource that educators can tap to develop their students' cross-cultural competence and bridge different cultures. However, evidence from the education literature suggests that students typically do not benefit from classroom diversity and that, in general, there is a lack of cross-cultural interactions between different cultural groups on campus. In this paper, we provide an integrated framework for developing students' cross-cultural competence by drawing on the cultural diversity in the classroom. The framework incorporates established and frequently used strategies for developing cross-cultural competence, as well as additional strategies that we have devised (such as diversity audits, self-awareness and ‘other’-awareness tools, student-generated cases and virtual linkages). We explain how this approach uses cultural diversity inherent in the classroom as a basis for students' awareness and understanding of cultural differences, knowledge of other cultures and the application of skills.     

Abandonment issues: A hazard analysis of high-performance work practices

This study examines usage of high-performance work practices (HPWPs) over time using a unique longitudinal survey of Canadian organizations. Human resource management (HRM) studies tell us HPWPs require long-term commitment but rarely measure it. Using event history analysis this study finds high rates of HPWP abandonment. The study also examines organizational supports for high-performance work system (HPWS). A Cox regression analysis finds rates of abandonment are reduced when HPWPs are accompanied by aligned business strategies and HR professional support. The results inform process research on HRM strategies and raise troubling questions for findings in studies that fail to measure duration. For managers, the findings highlight the importance of ensuring strategic alignment with and organizational support for HPWPs if they are to endure.     

Global managers’ perceptions of cultural competence

To work effectively in the global business arena, managers need a strong set of intercultural management skills. When dealing with clients, co-workers, and other stakeholders at home or abroad, managers with cross-cultural competence have a distinct competitive advantage in the multicultural marketplace. Although generally accepted as a valuable asset for doing business, cross-cultural competence defies easy definition. This study attempts to conceptualize the complex term from the practitioner's point of view. What does cross-cultural competence mean to global managers? From their perspective, which aspects of culture do business people need to understand? From the universe of cultural beliefs, values, attitudes, and country-specific information, what should an executive, with limited time, focus on to develop a basic level of cultural competence? This study asked Mexican managers what they needed to know about culture to do business with the U.S. In the process, they consistently identified certain basic components of cultural competence. Responses were surprisingly similar among the managers, indicating they had a clear picture of which cultural essentials were most important for global executives to learn. The results of the study reveal a working definition of cultural competence for global managers. This research also provides trainers and business educators a content framework for a short-term training program, based on the global managers’ perceptions of cross-cultural competence.     

High performance work practices in small firms: a resource-poverty and strategic decision-making perspective

High performance work practices (HPWPs) are human resource management practices aimed at stimulating employee and organisational performance. The application of HPWPs is not widespread in small organisations. We examine whether the implementation of coherent bundles of HPWPs (aimed at employee ability, employee motivation or at the opportunity to perform) depends on the scarcity of resources, as reflected in the size of the company, and on strategic decision-making in small firms related to the owner’s expertise and attitudes. In our research, a total of 211 employees from 45 small organisations were asked to rate the presence of HPWPs in their organisation. These averaged perceptions were linked to information provided by the owner–managers on the size of their firm and their own expertise and attitudes. The findings support that smaller but coherent bundles of HPWPs can be found in small organisations and that the implementation of these bundles depends on available resources, strategic decision-making and the combination of the two. These findings highlight the need to integrate the notions of resource poverty and strategic decision-making to understand the uptake of bundles of HPWPs within small firms.     

Assessing cross-cultural marketing theory and research

A content analysis of 99 articles focuses on the comparative cross-cultural marketing research in 14 leading marketing and business journals from 1990 to 2008. The content analysis indicates strong growth in cross-cultural studies, especially in terms of studies on consumer attitudes and behavior and on promotion-related topics. This study classifies articles according to a series of conceptual (e.g., cultural dimensions employed in the study) and methodological (e.g., use of analytical technique) criteria. Although researchers have advanced in both conceptual and methodological respects, the studies still focus strongly on the dimensions from Hofstede (2001); methodologically, the dominance of two-country studies is problematic. Further, survey data from North America and Europe and researchers based and trained in North America and Europe are still dominant in the research field.     

Assessing cross-cultural marketing theory and research: Reply to Craig and Douglas' commentary

This article responds to the major concerns Craig and Douglas (2011) raise in their commentary essay on the content analysis of cross-cultural marketing research from Engelen and Brettel (2011). Based upon theoretical arguments and empirical findings in the extant literature, this reply argues that national borders are an appropriate major level at which to study the culture construct. This reply also shows that empirical research on consumer acculturation supports the idea that “whiteness” is present in cross-cultural marketing research.     

Using Cross-Cultural Dimensions Exercises to Improve and Measure Learning Outcomes in International Business Courses

This article proposes an approach for using cross-cultural dimensions exercises to improve and measure learning outcomes in international business courses. The following key issues are highlighted: (a) what are the targeted learning outcomes to be assessed, (b) how to measure the accomplishment of these learning outcomes, (c) the input measures needed to determine what the students had learned, and (d) the measurement process. Also, this article offers educators strategies for merging assurance of learning approaches into business courses that are integrative in nature, and an example on how to use cross-cultural dimensions exercises as a pedagogical tool for enhancing and measuring learning.     

Ethics in countries with different cultural dimensions

This paper compares ethics in countries with different cultural dimensions based on empirical data from 12 countries. The results indicate that dimensions of national culture could serve as predictors of the ethical standards desired in a specific society. The author divided societal cultural practices into desired and undesired practices. According to this study, ethics could be seen as the means for achieving a desired state in a society: for reducing some societal characteristics and increasing others. Finally, a model of the impact of cultural dimensions on desired ethical standards is proposed.     

Ethics Programs in Global Businesses: Culture's Role in Managing Ethics

Even if there were widespread cross-cultural agreement on the normative issues of business ethics, corporate ethics management initiatives (e.g., codes of conduct, ethics telephone lines, ethics offices) which are appropriate in one cultural setting still could fail to mesh with the management practices and cultural characteristics of a different setting. By uncritically adopting widely promoted American practices for managing corporate ethics, multinational businesses risk failure in pursuing the ostensible goals of corporate ethics initiatives. Pursuing shared ethical goals by means of culturally inappropriate management practices, in short, can undermine the effectiveness of ethics management efforts. This article explicates how several important dimensions of culture can influence the effectiveness of common ethics initiatives, and recommends the development and application of a culture-structure contingency analysis in the task of encouraging ethical behavior in global businesses.     

Review and future directions of cross-cultural consumer services research

It is widely recognized that an increasing number of service firms are expanding into international markets. Many studies in the services marketing literature have focused on the identification and discussion of similarities and/or differences in consumer service experiences across nations and cultures. In this paper we review the relevant literature, address conceptual and methodological issues associated with extant cross-cultural consumer services research and suggest theories and approaches in regards to future research in the area. In addition, we introduce and discuss the concept of “cultural service personality” as a potential new theoretical perspective.     

Determinants and Effects of Cultural Context: A Review,Conceptual Model,and Propositions

Edward Hall's pioneering work on “Silent Languages” of time, space, material possessions, friendship patterns, and agreements and his conceptualization of cultures as low-context and high-context have inspired numerous research studies on international and cross-cultural marketing. Despite these widespread applications, there is no research to date that integrates the theoretical foundations and applications of Hall's work in a single study. In this context, the current research delivers on the following three goals: (a) an extensive literature review of Hall's work on cultural context is done; (b) a conceptual model is developed that depicts the determinants and effects of cultural context; and (c) 12 propositions are developed, contrasting the effect of low- versus high-context cultures on a variety of cultural themes, such as Hofstede's five cultural dimensions, mono-chronic or M-time versus polychronic or P-time orientation, and relationship building etc. International marketing implications of this research and directions for future research are discussed.     

Challenges confronting the ‘One Belt One Road’ initiative: Social networks and cross-cultural adjustment in CPEC projects

The China Pakistan Economic Corridor (CPEC) is the flagship program of China’s ‘One Belt One Road’ initiative, created to boost economic cooperation between China and Pakistan. The aims of economic efficiency and enhancement of national interests are widely acknowledged in the literature. Yet, critical issues of developing the capabilities of cross-cultural management in general, and cross-cultural adjustment through cross-cultural understanding and network building in particular, have been largely overlooked. The current research investigates the challenges confronting cross-cultural adjustment among the Chinese and Pakistani employees participating in the CPEC projects. Through a rigorous analysis, we highlight the importance of acculturation experience, cross-cultural networking (i.e. heterophilic), networking behaviour (i.e. guanxi vs. hawala), and factors influencing cross-cultural adjustment, which would enhance the overall performance of the CPEC projects. Our aim is to contribute to the understanding of contextual and condition-driven networking behaviour for cross-cultural adjustment, particularly the need for cross-cultural networking. We contend that organisations in cross-cultural/cross-border projects should encourage cross-cultural mentoring and facilitate cross-national networks to increase the efficacy of such collaborative projects.     

What is Different about Socially Responsible Funds? A Holdings-Based Analysis

Using samples from the U.S. and Puerto Rico, we examine cross-cultural differences in cultural value dimensions, and relate these to act and rule utilitarian orientations, and ethical decision making of business professionals. Although these places share the same legal environment, culturally they are distinct. In addition to tests of between-group differences, a model in which utilitarian orientation mediates the influence of cultural values on ethical decisions was evaluated at the individual level of analysis. Results indicated national culture differences on three cultural values, but no between-group differences on utilitarian orientations and ethical decisions. Significant indirect effects were found; act utilitarian orientation mediated the effects of two values activity orientation and universalism on ethical decision making. Implications for international management practices and business ethics are discussed.     

A Cross-Cultural Comparison of Ethical Attitudes of Business Managers: India Korea and the United States

Culture has been identified as a significant determinant of ethical attitudes of business managers. This research studies the impact of culture on the ethical attitudes of business managers in India, Korea and the United States using multivariate statistical analysis. Employing Geert Hofstede's cultural typology, this study examines the relationship between his five cultural dimensions (individualism, power distance, uncertainty avoidance, masculinity, and long-term orientation) and business managers' ethical attitudes. The study uses primary data collected from 345 business manager participants of Executive MBA programs in selected business schools in India, Korea and the United States using Hofstede's Value Survey Module (94) and an instrument designed by the researchers to measure respondents' ethical attitudes (attitudes toward business ethics in general and toward twelve common questionable practices in particular). Results indicate that national culture has a strong influence on business managers' ethical attitudes. In addition to national culture, respondents' general attitudes toward business ethics are related to their personal integrity; their attitudes toward questionable business practices are related to the external environment and gender, as well as to their personal integrity. A strong relationship exists between cultural dimensions of individualism and power distance and respondents' ethical attitudes toward certain questionable practices. The analysis of the relationship between cultural dimensions of masculinity, uncertainty avoidance and long-term orientation and respondents' ethical attitudes toward questionable practices produced mixed results, likely due to the lack of notable differences in cultural dimension scores among the countries surveyed.     

Cross-cultural adjustment of expatriates: The role of emotional intelligence and gender

The study examines the role of emotional intelligence (EI) in cross-cultural adjustment (CCA) of expatriates on international assignments. Based on a sample of 269 French expatriates operating in 133 countries, our analysis finds a significant and positive relationship between EI and expatriates’ general living, interactional and work-related CCA. Additionally, it shows that cultural similarity only facilitates general living adjustment and not interactional or work adjustments. Finally, our analysis reveals an interesting interaction effect between gender and the ability to appraise and express emotions: the influence of the latter on all three dimensions of CCA tends to be slightly stronger for male than female expatriates. The study offers important practical implications for organizations concerning the identification and development of successful expatriates.     

Improving national cultural indices using a longitudinal meta-analysis of Hofstede's dimensions

This meta-analysis offers an updated set of national cultural scores along the dimensions of Hofstede's cultural framework. The meta-analytic national cultural indices have two advantages. First, they are based on a larger and more representative sample than that used in Hofstede's or any other cross-cultural comparison study. The data come from 451 empirical studies representing over 2000 samples comprising over half a million individuals from 49 countries and regions. Second, cultural change is addressed by offering separate sets of indices for different decades. This would be helpful in longitudinal studies of the interplay between culture and other phenomena. The meta-analytic indices are validated against a set of external criteria.     

How to talk to an expatriate

ABSTRACT

Fueled by increasing global mobility, there is an ever-growing need for expatriates. This increasing demand poses many challenges for organizations to motivate their employees to successfully complete international assignments. This study addresses this issue by offering a new perspective on how effective leader communication may serve as a tool to increase expatriates’ cross-cultural motivation and boost their chances of success. All three dimensions of motivating language are proposed to have the ability to enhance an expatriate’s cross-cultural intrinsic motivation, as well as his or her cross-cultural self-efficacy. The implications of the framework, as well as future research, are discussed.     

Perceptions of ethical work climate and person-organization fit among retail employees in Japan and the US: A cross-cultural scale validation

International retailers can only be successful if they understand similarities and differences between cultures. This study compares retail employees' perceptions of ethical work climate and person-organization fit in the U.S. with those of the same employee type in Japan. The results can help retailers understand employee perceptions of their relationship with the firm. An important aspect of this research involves testing the cross-cultural validity of the ethical work climate (EWC) and person-organization fit (POF) scales. Findings suggest that these scales are valid in both different national contexts and can also be used to compare differences between the cultures. Significant differences were noted in the EWC and POF between retail employees in Japan and the U.S. The relationship between EWC and POF varies significantly for employees in Japan and the U.S.     

Cosmopolitanism, individual-level values and cultural-level values: A cross-cultural study

Cosmopolitanism (COS) is an important consumer characteristic for international market segmentation. To date, no empirical studies investigate how COS relates to consumer values. This research, involving samples of Canadians and Turks, focuses on the associations of individual- and cultural-level values to COS dispositions, and compares these relationships cross-culturally. The findings support the cross-cultural applicability of these constructs. While some of the COS-values relationships are consistent across the two cultures, others differ. Overall, COS is much more strongly associated with Schwartz's individual and cultural level values than with either Hofstede's cultural dimensions or demographics.