Novel approaches to the regulatory control of financial services providers: The importance of cultural context

This study investigates the effectiveness of a public sector financial management initiative. Specifically, the powers awarded to the Irish Financial Services Ombudsman (FSO) in 2013 to name and shame malfeasance by financial service providers (FSPs) in its annual reports. As the first country to award such powers to its public sector financial ombudsman, Ireland represents a novel setting in which to test the impact of regulatory disclosure as a way to promote accountability and transparency. Our results show that the number of complaints lodged against malfeasants dropped in the immediate aftermath of this and, following a one-year lag, so did the percentage of complaints lodged that proceeded to a full investigation and legally binding finding. Despite the failure of such strategies in some jurisdictions, the Irish experience indicates that regulatory disclosure can, in line with Neo-Durkheimian institutional theory and consistent with the accounting and accountability literature, have considerable impact where and when contextual preconditions are met. These findings have important implications for the operationalisation of regulatory disclosure as an accountability enhancing measure in other jurisdictions.     

西藏非物质文化遗产法律保护的实证分析

《保护非物质文化遗产公约》的通过是传统文化由传统方法保护转变为特殊权利方法保护的例证,也为西藏传统文化的保护提供了全新的范式。《非物质文化遗产保护法》无疑将成为西藏非物质文化遗产保护最基本的国内法依据,而包括宪法、民族区域自治法在内的规范性法律文件构成保护西藏非物质文化遗产的其他国内法渊源。当下,对于西藏非物质文化遗产的保护,我们在欢庆《非物质文化遗产保护法》出台的同时,应积极推进地方立法的工作。     

区域文化创意产业发展的空间策略——以大珠三角地区为例

经济的转型与发展离不开区域间的产业分工与合作,文化创意产业的兴起与发展不仅是区域经济发展的重要力量,也是促进经济增长的核心要素之一。大珠三角地区在逐步完成了快速的经济增长和工业化阶段以后,对经济的发展方式和城市化的质量提出了更高的要求。空间不仅是制约大珠三角地区发展的关键要素之一,也是区域文化创意产业发展的重要载体和政策手段。本文最后通过对大珠三角地区的研究,以文化经济学和经济地理学的相关理论为基础,以粤港澳三地的文化创意产业为主要分析对象,对三地文化创意产业的发展的现状进行剖析,并在此基础上对文化产业的空间分布进行定性分析,探讨区域文化创意产业发展的影响因素,找出合理的空间结构,为区域文化创意产业的发展提供政策建议和新的路径选择,同时也为区域经济的转型和发展研究提供新的理论视角。     

文化差异对消费者奢侈品购买行为的影响——以中国和英国市场为例

越来越多的企业开始参与国际化进程。而在这其中,企业为了更成功地实施全球营销策略,文化是其中一个不容忽视的关键因素。顾客的购买动机和消费行为都会因为文化环境的不同而各异。本文意在研究跨文化差异对中英消费者奢侈品消费行为的影响——中国以集体主义文化为代表,英国以个人主义文化为代表。英国近年来奢侈品消费市场正迅猛增加而中国更是成为世界最大奢侈品消费国。在前人研究的基础上,本文将着重研究文化差异对奢侈品消费行为的影响。通过比较分析,希望本文的研究能够为营销者们在一个文化多元的全球市场中提供一些建议和参考。     

Women abroad: getting the best results from women managers

Abstract This study explores the work environment of expatriate women managers in American corporations and investigates the determinants of their job satisfaction. The strategic importance of global assignments has increased over the years. The real cost of unsuccessful expatriates extends beyond the monetary expenses. As the number of women managers working overseas increases, so does the importance of this topic. Additionally, because women in expatriate positions are relatively new, their needs for job satisfaction and career aspirations are not known to most organizations. This research intends to fill this gap. The study concentrates on four major areas that are considered important for obtaining job satisfaction: (1) the way in which organizations design their overseas jobs, (2) women's skills and characteristics, (3) international human resource policies of companies and (4) the cultural environment of host countries. The applied research covers two phases: a study of expatriate managers during their assignments overseas and the evaluation of overseas experience upon their return. The results indicate that women in overseas assignments are satisfied overall with their jobs. However, organizational variables are more strongly related to job satisfaction. The nature of job design in overseas postings has the greatest impact on women's job satisfaction. When the jobs are enriched, women gain intrinsic rewards and have high job satisfaction. Organizational support also contributes to the satisfaction of women expatriates. Training, mentoring and repatriation preparations have high impact on women's success and satisfaction. Women expatriates are more concerned with their repatriation and future advancement than their present assignments. The findings are important for theoretical and practical reasons. Theoretically, the achievement and satisfaction of women managers overseas cannot be simplified without taking into account organizational, personal and cultural factors. Practically, companies need to respond to the individual needs of expatriate women managers and then decide on their assignments and their repatriation accordingly.     

霍夫斯坦特国家文化模型与世界价值观调查的比较研究

本文通过对世界价值观调查的研究评介,与霍夫斯坦特国家文化模型进行对比,回顾了二十年来运用世界价值观调查进行研究取得的部分成果,对其研究方法作以探索,以期对未来跨文化比较管理的研究起到借鉴作用。     

How Cultural Differences Cause Dimensions of Tourism Satisfaction

Abstract

This paper develops a conceptual model of the relationship between different cultural values and how they influence consumer satisfaction in the tourism industry. It is hypothesized that cultural differences manifest themselves in different levels of importance being placed upon different aspects of service, and the differences between the levels of importance and the actual service received cause differences in the levels of satisfaction. These hypotheses are tested using 269 independent samples of levels of importance and 411 independent samples of satisfaction of tourists from four cultural groups (Australian, USA/Canadian, Japanese, Mandarin speakers) who visited Melbourne, Australia in the period May-September, 1996. The analysis develops dimensions of importance and satisfaction separately for each cultural grouping, and uses structural equation modeling (Amos 3.6) to develop the causal model measuring the way in which importance of service dimensions cause dimensions of satisfaction. Conclusions from the analysis show little evidence of a causal relationship between importance of service quality attributes and satisfaction. However, significant differences are found between cultures for different levels of satisfaction resulting indirectly from differences in the importance and actual levels of service received.

The implications for cultural differences affecting tourism satisfaction are discussed.     

An investigation of cultural cohesion in a community bank

This study examines the culture of a medium-sized community bank based in the Western United States. The study aims to identify the organization's culture and then measure the level of cultural cohesion that exists three years after a major cultural campaign was launched. The cultural characteristics the organization valued most highly were integrity, willingness to serve the customer and teamwork - all components of the official bank document on culture. Interestingly, the analysis uncovered some significant value differences among different employee groups and also employees and management; differences which can affect firm performance levels. The analysis also revealed that changing the culture in an organization does not necessarily lead to cultural cohesion.     

民间音乐在新农村思想文化建设中的作用及发展途径

民间音乐是民族民间文化的组成部分,凝聚着中华传统文化的精华.应正确认识民间音乐的价值和作用,充分挖掘蕴藏在农村传统民间文化的精髓,激发农村文化活力,使其更好的服务于新农村建设.     

Employee reactions to voice and choice in the workplace: the influence of culture

The present study investigated the effect of culture on a much-prescribed management practice, that of employee participation in decision making. A survey was conducted among employees from two countries culturally distinct in the dimensions of power distance and individualism, namely Canada and the Philippines. Given eight decision-making scenarios that varied in terms of whether voice and/or choice was given to the employee and in terms of the importance of the outcomes, the respondents were asked about their perceptions of fairness of the procedures and outcomes, satisfaction with the procedures and outcomes, and preference for the decision-making procedures. Results show a highly significant country decision-making mode outcome importance interaction effect, but not in the directions expected. Overall, the Philippine sample registered more positive reactions to participation in decision making, although the Philippines' higher rank in power distance and lower rank in individualism than Canada seem to indicate otherwise. The results, together with a previous study conducted in high power distance-low individualism Mexico, forcefully suggest that employee participation in decision making may be successfully transferred.