Can mobile phones improve gender equality and nutrition? Panel data evidence from farm households in Uganda

Since 2000, mobile phone technologies have been widely adopted in many developing countries. Existing research shows that use of mobile phones has improved smallholder farmers’ market access and income. Beyond income, mobile phones can possibly affect other dimensions of social welfare, such as gender equality and nutrition. Such broader social welfare effects have hardly been analyzed up till now. Here, we address this research gap, using panel data from smallholder farm households in Uganda. Regression results show that mobile phone use is positively associated with household income, women empowerment, food security, and dietary quality. These results also hold after controlling for possible confounding factors. In addition to the household-level analysis, we also look at who within the household actually uses mobile phones. Gender-disaggregation suggests that female mobile phone use has stronger positive associations with social welfare than if males alone use mobile phones. We cautiously conclude that equal access to mobile phones cannot only foster economic development, but can also contribute to gender equality, food security, and broader social development. Further research is required to corroborate the findings and analyze the underlying causal mechanisms.     

Culture' Effects on Job Satisfaction and Performance in a Bicultural Context

Abstract

This study looks at culture' influence on employee job satisfaction and performance as it pertains to competitiveness. The researcher investigated whether INDSALES (a job satisfaction scale) is compatible with a Hispanic salesperson sample, focusing on automobile sales situations. The methodology relied heavily on field research and on an experimental design that applied different employee/manager combinations. Two hypotheses were proposed and subsequently tested. Results demonstrate that Hispanics and Anglo-Americans view job satisfaction somewhat differently. The study also found that there are significant differences in the levels of job satisfaction between mono-cultural and bicultural relationships. Managerial implications for better competitiveness are incorporated. Future research could investigate a different geographical region with Hispanic and Anglo automobile salespersons or other nations where different cultures work together     

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.     

Are multinational teams more successful?

Teams have become increasingly multinational in many sectors. The impact of national diversity on team performance is, however, controversial. On the one hand, multinational teams may have access to a greater variety of task-relevant expertise, which should increase the team performance. On the other hand, national diversity may complicate team collaboration and increase team conflict. Applying panel econometrics to 4284 team observations in a globalized sector, we find evidence that multinational teams perform worse than teams with less national diversity.     

Socio‐demographic factors and shared leadership behaviors in dispersed teams: Implications for human resource management

Companies increasingly make use of geographically dispersed teams to capture knowledge residing at different locations. In this context, shared leadership is considered a key enabler of team performance. Taking a functional perspective on shared leadership, we thus investigate the relationship between shared leadership behaviors and team performance in dispersed teams. Furthermore, we analyze how socio‐demographic factors that are characteristic for dispersed teams (i.e., high female‐to‐male ratio, high mean age, and high levels of national diversity) affect shared leadership behaviors. Based on data from 96 dispersed teams, we show that shared leadership behavior fosters team performance. Further, we find the socio‐demographic characteristics typical for dispersed teams to foster shared leadership. Theoretical and managerial implications for human resource management are discussed. © 2012 Wiley Periodicals, Inc.     

Ethnic Identity in Advertising: A Review and Meta-Analysis

The corpus of research on ethnic identity in advertising indicates that (1) ethnic identity influences commonly examined attitudinal and purchase-intention outcomes, and (2) attitudes toward both the actor(s)/model(s) and the ad moderate attitudes toward brands depicted in ethnically resonant ads. Individual studies often differ by measurement type (i.e., single-item measure versus multi-item scale), study design (i.e., experiment versus survey), and diversity of respondent sample. Seemingly, ethnic-identity effects are greater for studies that relied on single-item measures, experimental designs, and more diverse samples. Implications and future research directions are suggested.     

Technological diversity,knowledge flow and capacity,and industrial innovation

ABSTRACT

This article examines the effect of technological diversity, knowledge flow and capacity on industrial innovation performance. We suggest that there is an inverse U-shaped relationship between technological diversity and industrial innovation performance. Moreover, knowledge flow and knowledge capacity are hypothesised as negatively moderating the effect of technological diversity on industrial innovation performance. We use negative binomial regression to test the hypotheses in a panel data of 360 industry-year cases and the findings support our prediction. Managerial implications and future research directions are discussed.     

Diversity Management Training Initiatives

Abstract

This study investigates diversity management training initiatives (DMTIs) currently practiced within the lodging industry. The results suggest that once an employee becomes involved in the diversity management training initiative, their perception of its importance increases. It was also concluded that the perceived impact of DMTIs is positive for both minority and non-minority employees. The findings support the notion that the lodging industry is operating in a very diverse environment. Thus, emphasizing communication and educational training initiatives while reiterating their importance to all involved is necessary for success.     

论多元文化主义的实践性特征

多元文化主义是为解决因文化多样性和弱势群体而引发的社会问题而首先由加拿大政府在一份政策性报告里提出来的。无论它的理论背景、理论界定、还是它的理论实施都显示出了多元文化主义的实践性特征。多元文化主义与其说具有理论的特征,不如说它更具有实践的特征。本文将试图对多元文化主义的这一特征进行论述。     

Women’s empowerment boosts the gains in dietary diversity from agricultural technology adoption in rural Kenya

Using new survey data from rural Kenya, this paper assesses the moderating effect of women’s empowerment on the relationship between agricultural technology adoption and women’s dietary diversity. We use a multiple treatment endogenous switching regression framework to control for potential endogeneity of women’s empowerment and technology adoption. We find that women’s empowerment has a positive and significant effect on the women’s dietary diversity score regardless of technology adoption status. We further show that women’s empowerment enhances the positive effects of technology adoption on women’s dietary diversity. Although technology adoption has a positive impact on women’s dietary diversity regardless of empowerment status, its effect is stronger for households with empowered vs. disempowered women. Study results suggest that individual and household welfare could be enhanced to a greater degree through interventions that promote women’s empowerment and technology adoption simultaneously rather than separately.