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Publisher: Emerald   (Total: 308 journals)

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A Life in the Day     Hybrid Journal   (Followers: 8)
Accounting Auditing & Accountability J.     Hybrid Journal   (Followers: 17)
Accounting Research J.     Hybrid Journal   (Followers: 21, SJR: 0.155, h-index: 2)
Accounting, Auditing and Accountability J.     Hybrid Journal   (Followers: 3)
Advances in Accounting Education     Hybrid Journal   (Followers: 10)
Advances in Appreciative Inquiry     Hybrid Journal   (Followers: 2)
Advances in Dual Diagnosis     Hybrid Journal   (Followers: 23)
Advances in Mental Health and Intellectual Disabilities     Hybrid Journal   (Followers: 38, SJR: 0.133, h-index: 2)
Advances in Mental Health and Learning Disabilities     Hybrid Journal   (Followers: 20)
African J. of Economic and Management Studies     Hybrid Journal   (Followers: 7)
Agricultural Finance Review     Hybrid Journal   (Followers: 1)
Aircraft Engineering and Aerospace Technology     Hybrid Journal   (Followers: 172, SJR: 0.285, h-index: 13)
American J. of Business     Hybrid Journal   (Followers: 6)
Anti-Corrosion Methods and Materials     Hybrid Journal   (Followers: 4, SJR: 0.219, h-index: 22)
Arts Marketing : An Intl. J.     Hybrid Journal   (Followers: 10)
Asia Pacific J. of Marketing and Logistics     Hybrid Journal   (Followers: 6)
Asia-Pacific J. of Business Administration     Hybrid Journal   (Followers: 2, SJR: 0.167, h-index: 4)
Asian Education and Development Studies     Hybrid Journal   (Followers: 5)
Asian J. on Quality     Hybrid Journal   (Followers: 2)
Asian Review of Accounting     Hybrid Journal   (Followers: 1, SJR: 0.119, h-index: 2)
Aslib Proceedings     Hybrid Journal   (Followers: 320, SJR: 0.64, h-index: 22)
Assembly Automation     Hybrid Journal   (Followers: 1, SJR: 0.301, h-index: 18)
Baltic J. of Management     Hybrid Journal   (Followers: 2, SJR: 0.279, h-index: 8)
Benchmarking : An Intl. J.     Hybrid Journal   (Followers: 5, SJR: 0.671, h-index: 25)
British Food J.     Hybrid Journal   (Followers: 6, SJR: 0.441, h-index: 20)
Built Environment Project and Asset Management     Hybrid Journal   (Followers: 13)
Business Process Management J.     Hybrid Journal   (Followers: 6, SJR: 0.7, h-index: 24)
Business Strategy Series     Hybrid Journal   (Followers: 5, SJR: 0.139, h-index: 2)
Campus-Wide Information Systems     Hybrid Journal   (Followers: 5, SJR: 0.292, h-index: 11)
Career Development Intl.     Hybrid Journal   (Followers: 10, SJR: 0.75, h-index: 19)
China Agricultural Economic Review     Hybrid Journal   (Followers: 1, SJR: 0.315, h-index: 4)
China Finance Review Intl.     Hybrid Journal   (Followers: 3)
Chinese Management Studies     Hybrid Journal   (Followers: 4, SJR: 0.254, h-index: 6)
Circuit World     Hybrid Journal   (Followers: 9, SJR: 0.241, h-index: 14)
Clinical Governance: An Intl. J.     Hybrid Journal   (Followers: 16, SJR: 0.232, h-index: 12)
Collection Building     Hybrid Journal   (Followers: 7, SJR: 0.433, h-index: 8)
COMPEL: The Intl. J. for Computation and Mathematics in Electrical and Electronic Engineering     Hybrid Journal   (Followers: 3, SJR: 0.244, h-index: 16)
Competitiveness Review : An Intl. Business J. incorporating J. of Global Competitiveness     Hybrid Journal   (Followers: 3)
Construction Innovation: Information, Process, Management     Hybrid Journal   (Followers: 15)
Corporate Communications An Intl. J.     Hybrid Journal   (Followers: 4, SJR: 0.535, h-index: 15)
Corporate Governance Intl. J. of Business in Society     Hybrid Journal   (Followers: 6, SJR: 0.285, h-index: 17)
Critical Perspectives on Intl. Business     Hybrid Journal   (SJR: 0.312, h-index: 9)
Cross Cultural Management An Intl. J.     Hybrid Journal   (Followers: 5, SJR: 0.434, h-index: 4)
Development and Learning in Organizations     Hybrid Journal   (Followers: 5, SJR: 0.128, h-index: 5)
Direct Marketing An Intl. J.     Hybrid Journal   (Followers: 6)
Disaster Prevention and Management     Hybrid Journal   (Followers: 13, SJR: 0.283, h-index: 21)
Drugs and Alcohol Today     Hybrid Journal   (Followers: 24, SJR: 0, h-index: 1)
Education + Training     Hybrid Journal   (Followers: 15, SJR: 0.338, h-index: 18)
Education, Business and Society : Contemporary Middle Eastern Issues     Hybrid Journal  
Employee Relations     Hybrid Journal   (Followers: 5, SJR: 0.331, h-index: 13)
Engineering Computations     Hybrid Journal   (Followers: 3, SJR: 0.435, h-index: 30)
Engineering, Construction and Architectural Management     Hybrid Journal   (Followers: 16, SJR: 0.329, h-index: 18)
Equal Opportunities Intl.     Hybrid Journal   (Followers: 2)
Equality, Diversity and Inclusion : An Intl. J.     Hybrid Journal   (Followers: 9, SJR: 0.256, h-index: 2)
Ethnicity and Inequalities in Health and Social Care     Hybrid Journal   (Followers: 7, SJR: 0.128, h-index: 1)
EuroMed J. of Business     Hybrid Journal  
European Business Review     Hybrid Journal   (Followers: 3, SJR: 0.425, h-index: 13)
European J. of Innovation Management     Hybrid Journal   (Followers: 15, SJR: 0.556, h-index: 19)
European J. of Marketing     Hybrid Journal   (Followers: 15, SJR: 0.811, h-index: 31)
European J. of Training and Development     Hybrid Journal   (Followers: 7, SJR: 0.387, h-index: 14)
Evidence-based HRM     Hybrid Journal   (Followers: 7)
Facilities     Hybrid Journal   (Followers: 1, SJR: 0.323, h-index: 11)
foresight     Hybrid Journal   (Followers: 7, SJR: 0.47, h-index: 14)
Gender in Management : An Intl. J.     Hybrid Journal   (Followers: 10, SJR: 0.294, h-index: 14)
Grey Systems : Theory and Application     Hybrid Journal  
Health Education     Hybrid Journal   (Followers: 3, SJR: 0.278, h-index: 11)
Higher Education, Skills and Work-based Learning     Hybrid Journal   (Followers: 28, SJR: 0.112, h-index: 2)
History of Education Review     Hybrid Journal   (Followers: 3, SJR: 0, h-index: 1)
Housing, Care and Support     Hybrid Journal   (Followers: 6, SJR: 0.187, h-index: 1)
Human Resource Management Intl. Digest     Hybrid Journal   (Followers: 11, SJR: 0.105, h-index: 4)
Humanomics     Hybrid Journal   (Followers: 2)
Indian Growth and Development Review     Hybrid Journal   (SJR: 0.121, h-index: 1)
Industrial and Commercial Training     Hybrid Journal   (Followers: 5, SJR: 0.184, h-index: 8)
Industrial Lubrication and Tribology     Hybrid Journal   (Followers: 4, SJR: 0.433, h-index: 14)
Industrial Management & Data Systems     Hybrid Journal   (Followers: 3, SJR: 0.979, h-index: 49)
Industrial Robot An Intl. J.     Hybrid Journal   (Followers: 2, SJR: 0.483, h-index: 21)
Info     Hybrid Journal   (SJR: 0.374, h-index: 14)
Information Management & Computer Security     Hybrid Journal   (Followers: 12, SJR: 0.397, h-index: 25)
Information Technology & People     Hybrid Journal   (Followers: 174, SJR: 0.565, h-index: 18)
Interactive Technology and Smart Education     Hybrid Journal   (Followers: 10)
Interlending & Document Supply     Hybrid Journal   (Followers: 233, SJR: 0.411, h-index: 9)
Internet Research     Hybrid Journal   (Followers: 211, SJR: 0.899, h-index: 40)
Intl. J. for Lesson and Learning Studies     Hybrid Journal   (Followers: 2)
Intl. J. for Researcher Development     Hybrid Journal   (Followers: 8)
Intl. J. of Accounting and Information Management     Hybrid Journal   (Followers: 5, SJR: 0.125, h-index: 1)
Intl. J. of Bank Marketing     Hybrid Journal   (Followers: 4, SJR: 0.716, h-index: 21)
Intl. J. of Climate Change Strategies and Management     Hybrid Journal   (Followers: 9)
Intl. J. of Clothing Science and Technology     Hybrid Journal   (Followers: 4, SJR: 0.154, h-index: 18)
Intl. J. of Commerce and Management     Hybrid Journal  
Intl. J. of Conflict Management     Hybrid Journal   (Followers: 10, SJR: 0.459, h-index: 28)
Intl. J. of Contemporary Hospitality Management     Hybrid Journal   (Followers: 8, SJR: 0.795, h-index: 19)
Intl. J. of Culture Tourism and Hospitality Research     Hybrid Journal   (Followers: 13)
Intl. J. of Development Issues     Hybrid Journal   (Followers: 5)
Intl. J. of Disaster Resilience in the Built Environment     Hybrid Journal   (Followers: 6, SJR: 0.337, h-index: 4)
Intl. J. of Educational Management     Hybrid Journal   (Followers: 3)
Intl. J. of Emergency Services     Hybrid Journal   (Followers: 1)
Intl. J. of Emerging Markets     Hybrid Journal   (Followers: 2)
Intl. J. of Energy Sector Management     Hybrid Journal   (Followers: 4, SJR: 0.249, h-index: 6)
Intl. J. of Entrepreneurial Behaviour & Research     Hybrid Journal   (Followers: 6, SJR: 0.441, h-index: 16)
Intl. J. of Event and Festival Management     Hybrid Journal   (Followers: 9)

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Journal Cover Cross Cultural Management An International Journal
   [7 followers]  Follow    
   Hybrid Journal Hybrid journal (It can contain Open Access articles)
     ISSN (Print) 1352-7606
     Published by Emerald Homepage  [308 journals]   [SJR: 0.434]   [H-I: 4]
  • Power distance and its moderating role in the relationship between
           situational job characteristics and job satisfaction – an empirical
           analysis using different cultural measures
    • Authors: Sven Hauff et al
      Abstract: Cross Cultural Management: An International Journal, Volume 22, Issue 1, February 2015. Purpose Power distance describes a central facet of national culture, because it influences the acceptance and endorsement of job characteristics related to status and power. This has major implications for international human resource management, because the importance of different situational job characteristics for employee job satisfaction should differ across cul-tures. In this paper, we analyse if and how national power distance levels moderate different situational job characteristics’ influence on job satisfaction. Design/methodology/approach We refer to three approaches to culture: the frameworks of Hofstede and GLOBE as well as to current scores provided in a meta-analysis. Our empirical findings are derived using regression analyses on a sample covering 16 nations. Findings Our results are convincing regarding the basic job satisfaction driver model not involving culture. However, the results on power distance’s impact as well as its moderating role are strongly dependent on the culture concepts utilised. We provide an analysis of differences along the measurements behind the different concepts. Originality/value We can conclude that national differences in job satisfaction, as found in various studies, are a result of differences in situational dispositions to work life rather than a result of different cultural surroundings in terms of power distance. The question is whether this is due to power distance’s lack of impact or due to other factors, such as the difficulties of measuring culture. We discuss the differences which are due to different measurements. For ultimately confirming power distance’s moderating role and for advancing theorizing in this field, further research, which can build on the framework offered in this paper, is needed that directly measures the individual power distance facets in addition to the job characteristics and satisfaction values.
      PubDate: Wed, 17 Dec 2014 00:52:15 GMT
       
  • Examining the Influence of Transculturation on Work Ethic in the United
           States
    • Authors: Dwight M Hite et al
      Abstract: Cross Cultural Management: An International Journal, Volume 22, Issue 1, February 2015. Purpose The purpose of this study is to explore the influence of cultural assimilation – termed “transculturation” – on work ethic perceptions, thus this study examines trends in work ethic across ethnic and generational groups within the United States. Design/methodology/approach Following a literature review on work ethic, ethnicity, and transculturation, an analysis of variance based on 873 survey responses is presented. The sample includes undergraduate and graduate students at several public universities within the United States. Findings An empirical analysis supports our hypothesis that the variation of work ethic perceptions within the Millennial generation is significantly less than the variation among older generations. We find no significant difference in general work ethic perceptions among Millennial ethnic groups. Research limitations/implications While the study is conducted using a convenience sample, the demographics are closely representative of the United States labor force. The results suggest that Millennials, while a more diverse ethnic population, exhibit less variation among work ethic perceptions than earlier generational groups. Practical implications Understanding differences in work ethic perceptions across various ethnic groups is valuable for managers interested in designing jobs that appropriately exploit the full value of a multi-generational workforce. Originality/value The findings of this study offer new insights into how more recent generations, while more ethnically diverse, exhibit a convergence in perceptions of work ethic.
      PubDate: Wed, 17 Dec 2014 00:52:09 GMT
       
  • Moderation of Doing and mastery orientations in relationships among
           justice, commitment, and trust: a cross-cultural perspective
    • Authors: Zhou Jiang et al
      Abstract: Cross Cultural Management: An International Journal, Volume 22, Issue 1, February 2015. Purpose The purpose of this paper is to examine whether and how two individual value orientations—Doing (the tendency to commit to goals and hold a strong work ethic) and Mastery (an orientation toward seeking control over outside forces)—moderate: (a) the relationship between organizational justice and affective organizational commitment, and (b) the mediation role of organizational trust in this relationship. Design/methodology/approach The authors collected data from 706 employees working in 65 universities across China, South Korea, and Australia. Multi-group confirmatory factor analyses were employed to examine the cross-cultural equivalence of the measures. Hierarchical regressions were performed to test moderating effects of the two cultural value orientations. Findings Results from the full sample showed that Doing and Mastery moderated the distributive justice–commitment relationship and the procedural justice–trust relationship. Comparisons between countries demonstrated limited cross-cultural differences. Practical implications The present study adds to our understanding of the impact of individual and cultural differences on the relationship between justice and commitment, helping managers understand how employees’ reactions to justice are influenced by cultural value orientations. Originality/value This study is a pioneer in empirically integrating the value orientation framework (e.g., Doing and Mastery orientations) and justice research in a cross-cultural context based in the Asia Pacific region. It also advances cross-cultural justice research through using a mediation-moderation combination.
      PubDate: Wed, 17 Dec 2014 00:51:53 GMT
       
  • Volunteerism and Organisational Culture: Relationship to Organizational
           Commitment and Citizenship Behaviors in India
    • Authors: Ajay K. Jain et al
      Abstract: Cross Cultural Management: An International Journal, Volume 22, Issue 1, February 2015. Purpose This study is aimed at investigating the impact of motives for volunteerism and organisational culture on organisational commitment (OC) and organisational citizenship behaviour (OCB) in Indian work context. Design/methodology/approach The data were collected from 248 middle and senior managers of a public sector organization in India. The self and other reported questionnaires were used to collect the data. Findings Results of hierarchical regression analysis have shown that personal development dimension of volunteerism was found to be the positive predictor of OC and OCB both. However, career enhancement, empathy and community concern dimensions of volunteerism had mixed effects on both the criterion variables. Furthermore, culture had not shown a significant impact on OCB; however it had a positive influence on affective and continuance commitment. Moreover, demographic variables (age, education and tenure) had strong impact on OC than OCB. Practical implications OC and OCB are highly desirable forms of employees´ behavior in which motivation for volunteerism and organizational culture can play a significant role. However both OC and OCB are differentially predicted by these antecedent variables. Originality/value This is the first study which has explored the impact of motives for volunteerism on OC and OCB in the field of organizational behavior in a non-western work context such as India.
      PubDate: Wed, 17 Dec 2014 00:51:48 GMT
       
  • Cultural distance and entry modes: implications for global expansion
           strategy
    • Authors: Johanna Franziska Gollnhofer et al
      Abstract: Cross Cultural Management: An International Journal, Volume 22, Issue 1, February 2015. Purpose The purpose of this paper is to take a strategic perspective on how MNEs in the retail sector decide to enter a new market. Drawing on transaction cost theory, the contingency approach and resource-based theory, the implications of the interplay between global strategy, cultural distance and entry mode strategies are examined by means of an analysis of Carrefour’s global expansion. Design/methodology/approach To account for the shortcomings of prior research, a hypothesis in the relationship between entry modes and cultural distance is tested empirically using a sample of 44 foreign market entries by Carrefour over the 40 last years. The paper uses a quantitative approach, i.e., logistic regressions. To measure cultural distance, the authors rely on the GLOBE dimensions and the Kogut-Singh Index. Findings The findings suggest a positive relationship between a resource-commitment, entry mode strategy and cultural distance for Carrefour. However, these findings are contrary to the mainstream argument that high cultural distance is related to entry strategies based on relatively low resource commitment. We explain these findings by integrating a cultural distance perspective with Carrefour’s overall global expansion strategy. Research limitations/implications Because of the chosen research approach, the research results may lack generalizability. Practical implications The paper provides insights into why prior research on cultural distance and entry modes has yielded mixed results. From a strategic viewpoint, the paper stresses the particularities of the retail sector and how retailers try to account for cultural distance in their entry mode decisions. Originality/value By focusing on a single company instead of a meta-analysis, our analysis demonstrates how the search for strategic consistency and the particularities of the retail sector reverse a well-investigated theoretical assumption. The main originality of the paper is that it shows the implications of the interplay between cultural distance and entry mode as being part of the retail firm’s overall global expansion strategy.
      PubDate: Wed, 17 Dec 2014 00:51:43 GMT
       
  • The impact of country connectedness and cultural values on the equity of a
           country’s workforce: A cross-country investigation
    • Authors: Philip DesAutels et al
      Abstract: Cross Cultural Management: An International Journal, Volume 22, Issue 1, February 2015. Purpose The paper focus on the impact that country connectedness and cultural values have on the equity afforded to a country’s workforce in today’s global economy. Design/methodology/approach Drawing upon a number of large international surveys of national-level metrics, e-readiness is identified as a proxy measure for country connectedness. Cultural variables are proxied by the World Values Survey's national-level scores on 'survival/self-expression' and 'traditional/secular-rational' values. Workforce equity is captured via three measures: per capita Gross National Income (GNI) based on Purchasing Power Parity (PPP), a Gini-coefficient, and the prevalence of child labor. Stepwise regression analysis is employed to investigate expected relationships. Findings Results suggest an interesting link between the constructs investigated. A negative and significant effect of e-readiness and a negative and significant effect of traditional/secular-rational values on workforce equity are reported. In addition, the impact of e-readiness appears to be absolutely larger while thee impact of survival/self-expression values on the workforce equity is not found to be significant. Research limitations/implications The research is primarily exploratory in nature thereby providing a foundation but not an end product. Next, the data used in the research is aggregate-level data providing broad generalizations about each country. Does a country have a single culture' Is the connectivity of a country a valid measure of the regions within' We chose to use an analysis at a single point in time. A longitudinal study could provide more insight and thus help to highlight causality. The data utilized was repurposed from third-party sources. Finally, only 37 observations are used and a broader dataset could help strengthen findings further. Originality/value Uses an innovative data capture methodology that allows the investigation of an interesting and unexplored research question.
      PubDate: Wed, 17 Dec 2014 00:51:38 GMT
       
  • Preference for group work in China and the U.S.
    • Authors: Wayne H. Decker et al
      Abstract: Cross Cultural Management: An International Journal, Volume 22, Issue 1, February 2015. Purpose The goals of this paper are to determine whether Chinese and U.S. students differ in preference for group work (PGW) and whether the factors contributing to PGW differ in the two countries. Design/methodology/approach The sample included 412 Chinese and 423 U.S. college students who completed a survey measuring cultural values and motives. Hierarchical regression and simple-slope analyses were used to examine main effects and interactions. Findings Overall, the U.S. and Chinese students did not differ in PGW. Although U.S. men exceeded U.S. women in PGW, no gender difference occurred in China. PGW was positively associated with others focus (concern for what others think) and helping others in both countries, but the association was stronger in China. In China, but not in the U.S., PGW was positively associated with extrinsic motivation and need for achievement. Therefore, despite the general acceptance of group work in the U.S., participation in groups is not seen as critical in attaining rewards as it is in China. Research limitations/implications Other populations, including practicing managers, should be studied to better represent the workforce of each country. Also, other variables, including personality traits, may impact PGW. Practical implications Managers and educators should pay attention to how cultural values and motives of group members vary. Business education should offer more opportunities to increase exposure to cultural differences, including experience working in culturally diverse groups. Originality/value The study supports some traditional assumptions concerning the impact of culture upon PGW, but also suggests that a global business orientation can mitigate the impact of traditional national cultures.
      PubDate: Wed, 17 Dec 2014 00:51:35 GMT
       
  • Self-initiated expatriates: An exploratory study of adjustment of adult
           third-culture kids vs. adult mono-culture kids
    • Authors: Jan Selmer et al
      Abstract: Cross Cultural Management: An International Journal, Volume 21, Issue 4, September 2014. Purpose As it has been suggested that adult third-culture kids may be more culturally adaptable than others, they have been labelled “the ideal” expatriates. In this article, we explore the adjustment of self-initiated expatriate academics in Hong Kong, comparing adult third-culture kids with adult mono-culture kids. Design/methodology/approach We use survey results from 267 self-initiated expatriate academics in Hong Kong. Findings Exploratory results show that adult third-culture kids had a higher extent of general adjustment. No significant results were found in relation to interaction adjustment and job adjustment. We also found that recent expatriate experiences generally had a positive association with the adjustment of adult mono-culture kids, but this association only existed in terms of general adjustment for adult third-culture kids. Originality/value Once corroborated by further studies, this exploratory research project may contribute to the understanding of the adjustment of adult third-culture kids as well as the role of experience and multicultural abilities. Few, if any, prior studies, have examined adjustment of this group of self-initiated expatriates.
      PubDate: Thu, 18 Sep 2014 09:22:21 GMT
       
  • Scholar's Corner: Kristine Marin Kawamura, PhD Interviews Mihaly
           Csikszentmihalyi, PhD
    • Authors: Kristine Marin Kawamura et al
      Abstract: Cross Cultural Management: An International Journal, Volume 21, Issue 4, September 2014.
      PubDate: Thu, 18 Sep 2014 09:22:14 GMT
       
  • Does job position moderate the relationship between gender and
           ethics': A cross-cultural analysis
    • Authors: Chung-wen Chen et al
      Abstract: Cross Cultural Management: An International Journal, Volume 21, Issue 4, September 2014. Purpose The purpose of this study is to examine the relationship between gender and ethics, the interaction of job position and gender on ethics, and the three-way interacting effects of cultural values, job position, and gender on ethics. Design/methodology/approach The individual-level data was from the 2005-2008 wave of World Values Survey data set and the cultural values were from the GLOBE study. The research contained 26,639 subjects from 30 nations and used HLM to conduct data analysis. Findings Results showed that men are more likely than women to justify ethically suspect behaviours. In addition, under high in-group collectivism, the ethical difference between genders tends to decrease at high job positions and under high performance orientation, the ethical difference between genders tends to increase at high job positions. Research limitations/implications This research depends on secondary data; it is therefore impossible for the author to control the data collection process, which could be an issue for discussion. In addition, because of limited available studies to refer to, the formation of the individual-level moderator, job position, might cause some attention. Practical implications Corporate education and training in regards to ethical issues becomes even more vital, especially for men, since the statistical results showed that men are more likely than women to be deviant. Meanwhile, organizations can help themselves by recruiting a greater number of females, as this study shows that females are seen to make more ethically sound decisions than males. Furthermore, under the contexts of high in-group collectivism and low performance orientation, both genders in higher job positions tend to be more unethical than people in lower positions. Since people in higher positions have the right and the power to set the ethical tone for the organization (Clinard 1983; Posner and Schmidt 1992), it becomes particularly essential for firms to pay close attention to ethical issues in higher job positions. Originality/value The study proved that the relationship between gender and ethics is more complicated than expected; job position and cultural values can jointly influence the individual-level relationship. In addition, since human behaviour is complicated, employing multilevel method to investigate humane behaviours in the field of management becomes necessary in the future.
      PubDate: Thu, 18 Sep 2014 09:22:14 GMT
       
  • How congruent are managers’ perceptions of cultural distance with
           objective reality'
    • Authors: Goudarz Azar et al
      Abstract: Cross Cultural Management: An International Journal, Volume 21, Issue 4, September 2014. Purpose This study examines the extent to which managers’ perceptions of cultural distance—one of the most important explanatory factors in the field of international business—are congruent with objective reality. Design/methodology/approach By subjecting a sample of 242 export ventures to correlation and confirmatory factor analyses, managers’ perceptions of the cultural distance (i.e. perceived cultural distance) between 29 international markets and Sweden (the home market) were compared, with “objective” cultural distance gauged using Hofstede’s (1980) scores for dimensions of national culture. Findings A statistically significant correlation was found between managers’ perceptions of cultural distance and “objective” cultural distance. Originality/value Despite the importance of perceptual data in many theoretical and practical domains, few studies analyze the validity of such data. The present findings validate the congruence of perceptual data regarding cultural distance with “objective” cultural distance.
      PubDate: Thu, 18 Sep 2014 09:22:14 GMT
       
  • Elio Vera has interviewed Christian Acosta-Flamma
    • Authors: Elio Vera et al
      Abstract: Cross Cultural Management: An International Journal, Volume 21, Issue 4, September 2014.
      PubDate: Thu, 18 Sep 2014 09:22:13 GMT
       
  • Social capital and national innovation system: A cross-country analysis
    • Authors: Sepehr Ghazinoory et al
      Abstract: Cross Cultural Management: An International Journal, Volume 21, Issue 4, September 2014. Purpose In the last two decades, researchers have paid much attention to the role of cultural values on economic and social development. In particular, the crucial role of different aspects of culture on the development of innovation has been stressed in the literature. Consequently, it is vital to understand how social capital, as a core cultural value, affects the innovation process and the innovative performance at the national level. However, to date, the impact of different dimensions of social capital and innovation has not been properly portrayed or explained. Thus, the current exploratory research attempts to investigate the influence of four different dimensions of social capital (institutional and interpersonal, associational life and Norms) on two of the main functions of NIS (Entrepreneurship and knowledge creation) based on over 50000 observations in thirty-four countries. Design/methodology/approach In this regard, national-level data from the World Values Survey (WVS) database was employed to quantify social capital. Entrepreneurship is, in turn, assumed to consist of three sub-indexes and fourteen indicators based on the Global Entrepreneurship Index (GEI). Knowledge creation is also measured through US Patent Office applications. Also, exploratory factor analysis (EFA) and structural equation modeling (SEM) approach were used to build the measurement model and investigate the impact that each factor of social capital had on entrepreneurship and knowledge application respectively. Measurement and structural models were built and their reliability and validity were tested using various fit indices. Research findings suggest the strong positive effect of institutional trust and networking on entrepreneurship. Also, interpersonal trust and networks were shown to have high influence on knowledge development at the national level. Norms appear to have naïve to medium negative effects on both functions. Findings Research findings suggest the strong positive effect of institutional trust and networking on entrepreneurship. Also, interpersonal trust and networks were shown to have high influence on knowledge development at the national level. Norms appear to have naïve to medium negative effects on both functions. Originality/value However, to date, the impact of different dimensions of social capital and innovation has not been properly portrayed or explained.
      PubDate: Thu, 18 Sep 2014 09:22:13 GMT
       
  • Metacognition, Cultural Psychological Capital, and Motivational Cultural
           Intelligence
    • Authors: Dilek Gulistan Yunlu et al
      Abstract: Cross Cultural Management: An International Journal, Volume 21, Issue 4, September 2014. Purpose To discuss (a) the concept of cultural psychological capital (b) its impact on motivational cultural intelligence (CQ) (c) the influence of motivational cultural intelligence on metacognitive awareness and (d) the moderating role of perspective taking on the relationship between motivational cultural intelligence and metacognition. Design/methodology/approach Collected data from international management program alumni to test the hypotheses. Findings The results show that (a) cultural psychological capital has a positive relationship with motivational cultural intelligence, (b) which in turn relates to metacognitive awareness (c) perspective taking doesn’t moderate the relationship between motivational cultural intelligence and metacognition. Research limitations/implications The data was collected from a single source. The study supports broaden-and-build theory (Fredrickson, 2001) by demonstrating that cultural psychological capital has an important association with motivational cultural intelligence. Practical implications Cultural psychological capital can be improved. Therefore, organizations that desire to increase the motivation of employees may consider improving the cultural psychological capital of employees. Learning is an important outcome of motivational cultural intelligence, and it’s an asset for today’s organizations. Originality/value The study takes a positive perspective for cross-cultural experiences and identifies cultural psychological capital as an important resource for expatriates. Metacognitive awareness, as an outcome, provides support that cross-cultural experience results in higher learning for individuals who are motivated.
      PubDate: Thu, 18 Sep 2014 09:22:13 GMT
       
 
 
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