Four ‘domains’ of career success: how managers in Nigeria evaluate career outcomes

Using an exploratory qualitative approach based on in-depth interviews with 38 junior and middle managers, and informed by institutional theory, this article explores how Nigerian managers conceptualise career success. Results indicate that in contrast to some Western-based research, managers prioritise ‘objective’ (e.g. achieving financial stability) over ‘subjective’ (e.g. achieving work–life balance) career outcomes. Results also indicate that the well-applied dichotomy between objective and subjective measures is insufficient to capture the complexities and nuances observed in the Nigeria context. We thus propose four ‘domains’ of career success to include personal and relational dimensions in addition to the subjective/objective criteria. This we argue is a more comprehensive, integrative and contextually sensitive ‘frame’ for the analysis of career outcomes. Our findings suggest that scholars and multinational companies interested in expanding their operations to emerging economies need to incorporate these factors into their conceptualisations and management practices.     

Historicizing the ‘ethnic’ in ethnic entrepreneurship: The case of the ethnic Chinese in Bangkok

This paper aims to come to a better understanding of the meaning of ‘ethnic’ in ethnic entrepreneurship for second- and third-generation ethnic Chinese entrepreneurs in Bangkok, Thailand. Research on ethnic Chinese entrepreneurship in Southeast Asia typically investigates the dominance, attributed to specific ‘Chinese’ cultural values and strong intra-ethnic networks, of the ethnic Chinese in business and entrepreneurship. Our research among second- and third-generations shows an inclination of the interviewees to emphasize the irrelevance of their ‘ethnic’ Chinese background in entrepreneurship. To understand the meanings of the expressed irrelevance, we argue that it is constructive to incorporate a historical/generational approach of the ethnic group (migration history, nationalism) and of the business (social organization) into the study of ethnic entrepreneurship. The contribution to ethnic entrepreneurship research is threefold. Firstly, we show how a generational lens provides a more nuanced understanding of the ‘ethnic’ in ethnic entrepreneurship. Secondly, we show how incorporating the historical context helps to position business conduct in the social/societal experiences of entrepreneurs. Finally, our case study of ethnic Chinese entrepreneurs in Thailand brings an Asian perspective to ethnic entrepreneurship debates that generally concern European and North American research studies and thus hopes to inspire future comparative research.     

Supervisors as good coaches: influences of coaching on employees’ in-role behaviors and proactive career behaviors

Coaching as an effective leadership initiative in organizations has gained increasing attention from scholars. This study investigates the effects of coaching on employees’ in-role behaviors (IRBs) and proactive career behaviors (PCBs), while also exploring the mediating role of psychological empowerment. Data were collected from a sample of 324 employee–supervisor pairs from 11 service companies in Taiwan. The results show that coaching was positively related to both IRBs and PCBs. Moreover, psychological empowerment fully mediated the coaching–IRB relationship and partially mediated the coaching–PCB relationship. Implications for managerial practices and future research are derived from these findings.     

Introductory course in accounting-Factors affecting the choice of students＇ consideration

This study attempts to investigate if and how students＇ perceptions regarding the first accounting course related with the selection of accounting as a major. Moreover, it examines students＇ initial perceptions and course performance regarding the introductory accounting course. Participants in this study were 120 students from Technological Educational Institute of Kavala, School of Business and Economics （3 departments）, who were asked to complete a survey instrument. The instrument used eleven statements regarding students＇ perceptions （such as difficulty and motivation of the course） of the first accounting course. The main factors affect students＇ decisions to follow accounting and seem to be similar with other researchers＇ findings （Geiger ＆ Ogilby, 2000）. Future research could be used larger sample from different countries and the survey could also be used for a longer time period.     

Running on the spot? A review of twenty years of research on the management of human resources in comparative and international perspective

Research using a comparative and international perspective on the management of human resources is examined, drawing on articles published in leading human resource management, management/organizational behaviour and related social science journals between 1977 and 1997. In total a little under 2 per cent of the articles under review focused on the management of human resources in a comparative and international perspective. The largest group of these articles was comparative in nature (44 per cent), followed by those with an international perspective (35 per cent). A smaller number adopted a combined approach (17 per cent) and a few were separately classified as foreign national studies (4 per cent). Over time, there has been some progress made in terms of the number of articles published and the scope of topics covered. However, many of the articles displayed similar shortcomings to those noted in earlier reviews of cross-national management/organization studies: in particular, an over-reliance on a small number of primarily Anglo-Saxon countries, a lack of a longitudinal perspective, a loose specification of culture, an ethnocentric bias and a frequent failure to explain observed differences and similarities.     

A comparative study of the effects of ‘best practice’ HRM on worker outcomes in Malaysia and England local government

This paper presents the findings of a cross-cultural comparison of the effects of ‘best practice’ HRM using employees from a matched sample of local government service departments in England and Malaysia (England n = 569, Malaysian n = 453). The paper tests the universal ‘best practice’ thesis, and also assesses the perceived level of up-take of HR practices in the two samples. The research also considers the effects of the psychological climate and employees' perceptions of trust on five work-related outcomes, namely job satisfaction, motivation, organizational citizenship behaviour, stress and quit intentions. The findings reveal that the Malaysian workers perceived the up-take of HR practices to be higher in comparison to their counterparts in England. A less consistent pattern emerged with regards to perceptions of climate. OLS regression revealed that consistent with the universal thesis, a bundle of HR practices significantly predicted employee outcomes in the hypothesized directions in both samples. Therefore, these findings provide strong support for the universal thesis.     

A comparative analysis of the work values of Greece's ‘Millennial’ generation

This study adds to the growing body of international evidence concerning the millennial generation (i.e. those born after 1980), by documenting the work values of millennial-aged undergraduate students (N = 649) in Greece, using an adapted version of the Lyons Work Value Survey. Our results show that millennial-aged Greeks place most importance on intrinsic and social aspects of work, and less importance on extrinsic and prestige values. We statistically compare our results to those of published studies of millennial-aged respondents from other countries and find that Greek respondents hold a unique work value profile, although they demonstrate some similarities to counterparts in other countries. Our findings do not clearly support the notion of a ‘global youth generation’, as young people in various countries hold different work value priorities. This suggests that employers seeking to recruit, engage and retain young workers internationally must tailor their offerings to the specific cultural context.     

Digitalisation,unions and participation: the German case of ‘industry 4.0’

This article tackles the question of how labour representatives cope with the implementation of ‘Industrie 4.0’ in German manufacturing plants. Digitalisation of manufacturing is going along with challenges for employment, work organisation and working conditions. The article analyses one of the main strategies German unions have developed, the project ‘Work 2020’, which was to raise works councils' awareness of the workplace impact of digitalisation, improve their knowledge of the changes, raise their capacity to respond and, finally, lead to the negotiation of workplace agreements on this issue with employers. The results of the analysis show that a strong interplay between unions and works councils and the activation of works councils by the unions have become indispensable preconditions for coping with the new challenges both of digitalisation and of the ongoing erosion of the German system of labour relations.     

Commentary on “The meaning of ‘talent’ in the world of work”

This paper provides a commentary on the article in this Special Issue on “The meaning of ‘talent’ in the world of work”, welcoming its analysis of the definition, meaning and conceptualisation of talent and seeking to develop further its research recommendations. In particular, it argues that the relationships between talent and gifts should be further explored, proposes that exploring its use in other languages than English would be useful, and suggests comparing its identification and development in management and other fields, especially sport and the arts. It also proposes multidisciplinary research and research into talent and talent management in various contexts, including sectorial, cultural, institutional and structural contexts. Finally, it proposes that factors which influence how talent is identified need further analysis, and perspectives from resource-based theories, ethical theories, development economics, and social capital theories should be utilised.     

Cross-cultural competence in the context of NGOs: bridging the gap between ‘knowing’ and ‘doing’

Abstract

International human resource management research in non-governmental organisations (NGOs) is scarce and it predominantly focuses on the recruitment and retention of volunteers. The context of NGOs is different from conventional for-profit international business settings with different kinds of challenges, especially in terms of providing appropriate training on managing multi-cultural teams and working with local project partners and communities. The literature also tends to focus on expatriate perspective and not on a host country perspective. We address this gap by examining how project managers and hosts experience cross-cultural issues on overseas assignments. We study volunteer project managers leading international and local youth volunteers during the Raleigh International programme in Malaysia. We use a qualitative methodology and data collected at 3 case locations via participant observation during 120 days contact with the respondents as well as interviews and surveys. We propose the CPACE (Curiosity, Passion, Adaptability, Communication and Empathy) framework describing competences needed in cross-cultural encounters and based on respondents’ actions as well as their words and it is relevant to a NGO context. The framework is intended to lay the foundation for future research and in particular to demonstrate the need for cross-cultural competence to be more grounded in particular contexts.     

The ‘T-Shaped Buyer’: A transactional perspective on supply chain relationships

This paper challenges the normative view of interdependent buyer-seller relationships and provides a more holistic perspective of the contextual reality that shapes buyer behaviour. By proposing an innovative qualitative methodology, which focusses on boundary-spanning, pre-sales interactions, the research penetrates complex and commercially sensitive buyer-seller relationships. The longitudinal research design uses web-based diaries and follow-up interviews to explore conditions of power based interdependence between buyers and sellers. The ensuing data is mapped using qualitative content analysis and the results are aggregated graphically for assessment. Using this approach the study develops a nuanced view of the dominant patterns of buyer behaviour, and challenges the opinion that a search for competitive advantage will strengthen cooperative relationships in conditions of power based interdependence. The paper introduces the metaphor of the 'T-Shaped Buyer' to explain the empirical findings and, while acknowledging the contextual limits of the study, suggests that this metaphor may cause both academics and practitioners to reflect on normative thinking.     

‘Free actors’ and organizations: critical remarks about the new career literature,based on French insights

What is the reality of contemporary careers? Have individuals become masters of their professional destiny? While the ‘new career literature’ puts forward the figure of an individual free to invent his/her career (the ‘free actor model’), this article shows that the changes purported to affect careers are less radical than they seem. Despite a weakening of environments, discriminating career mechanisms are still imposed on cadres, at least in France. Because individuals do not always have the means or the will to escape those mechanisms, ‘external clues’ continue to mark careers more than the new career literature supposes. To account for the realities observed in France, this paper proposes a specific view on careers, which highlights why career rules still exist in the country.     

The dynamics of entrepreneurs’ networks in a transitioning economy: the case of Russia

Despite its theoretical and practical importance, the evolution and development of entrepreneurs’ networks has attracted a little attention of researchers. The emerging research literature on this topic found that the dynamics of entrepreneurial networks were contingent upon venture lifecycle, industry and region, and resource needs of the firm. In addition and contrast to the previous research, this article examines the effects of the initial network structure, and firm performance of previous years on the changes in entrepreneurs' network structure, relations, and resources over 4 years. The empirical data is composed of the face-to-face interviews with 75 Russian entrepreneurs in 1995, and the follow-up interviews with 56 original respondents in 1999. I found that the greater the initial network size, the less the increase in network size, strong and weak ties, and resources over time. Further, the findings indicate that revenue growth of previous years predicts the changes in networks in the reverse manner. Thus, I found that the greater the average revenue growth, the less the increase in network size, weak ties, and resources over time.     

‘Surfing on the ironing board’ – the representation of women's entrepreneurship in German newspapers

Despite extensive attempts to enhance women's entrepreneurship in Germany, a gender gap continues to exist. This article sets out to analyse the representation of women's entrepreneurship in German media, by analysing how it is depicted in newspapers and how this changes over time. Images transported in media might regulate the nature of women's entrepreneurship, as they contain information about ‘typical’ and ‘socially desirable’ behaviour of women as well as of entrepreneurs. This article contributes to developing an understanding of the relevance of media representation of the entrepreneurship phenomenon for influencing the propensity towards entrepreneurial activity.     

‘A life on the ocean wave’: the ‘post-socialist’ careers of Chinese,Russian and Eastern European seafarers

The emergence of the global labour market (GLM) provides a novel platform for young professional workers to design and develop their careers. This is particularly true for those from China, the former Soviet Union and other Eastern European countries, where economic liberation has made it easier for professionals to move both internally and internationally. Taking into account national variations in economic transition and political constraints, several questions are raised. How does the GLM, for example, influence its choice of employers and career development? What are the similarities and differences between Chinese and Eastern European seafarers? What factors contribute to these differences? Those questions are addressed here, through a study of the case of seafarers for whom a global labour market has been established since the 1980s. By collecting crew information worldwide, a global seafarer database has been built in the Seafarers' International Research Centre (SIRC) at Cardiff University. Accordingly, this paper develops a methodological framework for analysing and comparing seafarers' careers, and revealing the features of career development amongst four major seafarer supplier countries: China, Russia, the Ukraine and Poland.     

Explaining the Reactions of Swiss Municipalities to The ‘Amalgamation Wave’: At the crossroad of institutional,economic and political pressures

Abstract

Public sector organizations are simultaneously subject to three types of environmental pressure: institutional, economic and political. How do these pressures influence the strategic behaviour of public organizations when confronted with efficiency-oriented reforms? We focus on the strategic behaviour of Swiss municipalities facing the amalgamation wave: a reform characterized by a strong economic rationale. Results confirm that the success of reforms depends not only on its matching with economic underpinnings. It is also necessary to take the political leadership and the responsibility of reform implementation.     

Defining the ‘Social’ in ‘Social Entrepreneurship’: Altruism and Entrepreneurship

What is social entrepreneurship? In, particular, what’s so social about it? Understanding what social entrepreneurship is enables researchers to study the phenomenon and policy-makers to design measures to encourage it. However, such an understanding is lacking partly because there is no universally accepted definition of entrepreneurship as yet. In this paper, we suggest a definition of social entrepreneurship that intuitively accords with what is generally accepted as entrepreneurship and that captures the way in which entrepreneurship may be altruistic. Based on this we provide a taxonomy of social entrepreneurship and identify a number of real cases from Asia illustrating the different forms it could take.     

An analysis of natural disasters’ effects – A global comparative study of ‘Blessing in Disguise’

This paper addresses the intriguing issue of whether natural disasters do not only generate negative impacts on society, but, in the long run – under favourable and effective policy and behavioural responses – also positive outcomes. This challenging and novel resilience question is formulated here as the ‘Blessing in Disguise’ hypothesis. There is quite some speculation in the literature on possible long-term and systemic effects of disasters, but there is little empirical evidence supported by solid quantitative analysis on expected positive outcomes. The challenging aim of the present study – to examine under what conditions natural hazards may lead to positive socio-economic outcomes in the long run (‘Blessing in Disguise’) – is empirically addressed from a resilience perspective. It integrates in one quantitative research framework (the ‘Pentagon model’), a Stimulus-Response approach and a Capability-Theory inspired framing of territorial opportunities in coping with natural disasters, and uses a mix of statistical and econometric analyses, such as multiple linear regression analysis, cluster analysis, and a Stimulus-Response adjusted Difference-in-Difference model. Our findings, based on a global comparative study, show that a ‘Blessing in Disguise’ scenario is frequently a valid proposition that may manifest itself differently in different geographic, social-economic, political and institutional contexts. Although there is not a single pattern of development specific in all cases, it is clear that positive recovery trends can be observed both at the state level, and also at the regional level. The analysed data show regularly incremental changes after recent natural disasters (especially in the long term) at country level, but more thorough positive changes can be identified at the regional scale. In conclusion, the management of disasters requires proper response capacities and appears to create a window of opportunity for improved capabilities, but it is only a conditional possibility that may be transformed into a sustainable form of new development.