Emerald | Cross Cultural Management: An International Journal | Table of Contents

Stress among nurses: A multi-nation test of the demand-control-support model

Thu, 25 Jul 2013 00:00:00 +0100

Abstract

Purpose - We investigate the effect of job demand, job control, and supervisory support on stress among nurses in China, Japan, Argentina, and the Caribbean using the Job demand-control (JDC) and the Job demand-control-support (JDCS) models. Design/methodology/approach - We test the strain, iso-strain, buffer, and substitution hypotheses across the four samples. Data were collected from hospital nurses through a field survey using identical questionnaires in Mandarin, Japanese, Spanish and English. We used descriptive statistics, correlation, and hierarchical moderated regression to analyze the data.Findings - We find strong and broad support for the strain hypothesis incorporating job demand and supervisory support, while support for job control varies across the four samples. The iso-strain hypothesis is supported in Argentina. The buffer hypothesis is supported in China, Japan, and Argentina. The substitution hypothesis of job control for supervisory support is supported in Japan. We discuss theoretical implications of the findings for future research on stress management and on cross-cultural comparisons. Research limitations/implications - It is a cross sectional study with perceptual data. We argue that the JDCS model is generally portable across cultures. The commonalities and differences across contexts contribute to a global understanding of stress. We recommend adding supervisory support to the original Karasek formulation in future research. Practical implications - Our findings underscore the cross-cultural usefulness and portability of the DCS model along with its threshold and substitution effects and limiting conditions. It is in line with the recent call for additional sensitivity to similarities in findings across cultures and the need for scholarly attention to the interpretation of such similarities. Nursing unit managers will be able to reduce the stress level in the unit by providing social support to the nurses. Originality/value - This study’s contribution comes from its comparative nature, theoretical anchor, its use of one of the most popular models of stress, its focus on a profession that is demonstrably stressed, its use of common measures and an established analytic strategy.

GENERATION OR CULTURE? WORK ATTITUDE DRIVERS: AN ANALYSIS IN LATIN AMERICA AND IBERIAN COUNTRIES

Thu, 25 Jul 2013 00:00:00 +0100

Abstract

Purpose - This paper addresses the subject of work attitude drivers within the current scenario considering two influencing factors, culture and generation. Both membership of a particular generation and membership of a particular culture can affect individuals’ work attitudes.The study considers these two factors in order to analyse five dimensions that are sources of work attitudes: life project, professional ethics, attitude towards authority, leadership and commitment to the company. Design/methodology/approach - Drawing upon a sample of almost one thousand people from various Ibero-American countries, the results show significant differences between generations and cultures, particularly when focusing on the life project.Findings - Among its conclusions, the paper points out that Latin America can not be viewed as a homogenous whole in terms of individual work attitude. On the contrary, it is characterised by a significant degree of national diversity and managers should take this into account when designing initiatives to improve employee motivation.Research limitations/implications - One of the main weaknesses of the study is that the relative weight of each country in the sample is not homogeneous, and the sample is not representative of the population. As a future line of research, we propose testing the causal relationships that appear in the analysis model, focusing the analysis on Latin America and using a homogeneous sample by country that is representative of the population. Extending the study to other Latin American countries can help us to shed light on the analysis of the regionalization of Latin America. Practical implications - The information given in the results may be of great value to corporate managers of companies present in these four countries to help them adapt their motivation systems to local priorities. Originality/value - The contribution that this paper seeks to make is to include the cross-cultural perspective in the study of attitudes towards work, which has received less attention in previous studies.

Looking into the Future: Hofstede Long Term Orientation versus GLOBE Future Orientation

literatinetwork@emeraldinsight.com (Sunil Venaik, Yunxia Zhu, Paul Brewer) — Thu, 25 Jul 2013 00:00:00 +0100

Abstract

Purpose - The objective of our paper is to critically examine, theoretically and empirically, the two time orientation dimensions – Long-Term Orientation (LTO) and Future Orientation (FO) – in the national culture models of Hofstede and GLOBE respectively. Design/methodology/approach - Following Kluckhohn and Strodtbeck’s (1961) past-present-future theoretical lens, we analyse the Hofstede LTO and GLOBE FO measures to understand the conceptual domain covered by these two dimensions. Next, we empirically examine the relationship of Hofstede LTO and GLOBE FO with secondary data from Hofstede, GLOBE, and the World Values Survey.Findings - Our paper shows that Hofstede LTO and GLOBE FO dimensions capture different aspects of time orientation of societies. In particular, Hofstede LTO focuses on past (tradition) versus future (thrift) aspect of societies, GLOBE FO practices capture the present versus future (planning) practices of societies, and GLOBE FO values reflect societal aspirations and preferences for planning. Research limitations/implications - A specific implication of our findings is that the three dimensions of time orientation are not interchangeable since they represent different characteristics of societies. A wider implication for researchers is to ensure high level of precision in and congruence among construct labels, definitions and measures to avoid confusion and misapplication of cross cultural concepts.Practical implications - In an increasingly globalized world, a clear understanding of societal time orientation will help managers deal more effectively with their counterparts in other countries.Originality/value - The key contribution of our paper is in identifying and clarifying, both theoretically and empirically, the anomalies in the labels, definitions and measurement of Hofstede Long-Term Orientation and GLOBE Future Orientation national culture dimensions. It also shows a useful way forward for researchers on how to use these national culture dimensions to explain other phenomena of interest to cross cultural scholars.

A comparative study of management competencies in Taiwan and the UK

literatinetwork@emeraldinsight.com (David Andrew Vickers) — Thu, 25 Jul 2013 00:00:00 +0100

Abstract

Purpose - The purpose of this paper is to examine whether behavioural event interviews (BEI) can be employed across cultures and identify any cultural or contextual issues that arise across samples of Taiwanese and UK middle managers.Design/methodology/approach - In this exploratory study, 18 middle managers from the same organisation were interviewed using the BEI approach to determine variance in competencies and the effectiveness of the BEI approach in different cultures.Findings - Some common contextual characteristics were found. There was also cultural variance with Taiwanese managers more likely to display some competencies and UK managers more likely to demonstrate others. However, there are also implications for the use of BEI across cultures, most notably it does not necessarily detect all the nuances of specific cultures.Research limitations/implications - Universal competencies and cultural differences are identified but there are contextual issues that are hard to eliminate from research. Practical implications - HR managers may use the paper’s insights to explore their own use of behaviourally based interview techniques across cultures.Originality/value - The research identifies universal competencies and cultural differences and will be useful to practitioners who may want to employ universal competency frameworks as well as affording a useful insight into the effectiveness of BEI.

THE LEGITIMACY OF ABSENTEEISM FROM WORK: A NINE NATION EXPLORATORY STUDY

Thu, 25 Jul 2013 00:00:00 +0100

Abstract

Purpose - The paper proposed a model in which work centrality, locus of control, polychronicity, preference for gender-role differentiation, and perceived social support were expected to vary between nations and to be associated with general perceptions of absence legitimacy and self-reported absenteeism. Design/methodology/approach - Data were collected from 1,535 employees working in ten large multinationals organizations mostly in the consumer products and technology sectors located in nine countries. Findings - The explanatory variables differed significantly across countries, as did perceived legitimacy, responses to absence scenarios, and self-reported absence. The variables of interest, as a package, partially mediated the association between country and one dimension of legitimacy and country and the scenario responses. Research limitations/implications - Although absenteeism from work is a universal phenomenon, there is very little cross-cultural research on the subject. Our study has implications for filling this critical research gap. Limitations of this research are the use of convenience sampling and self-reported absence data.Practical implications - From a practical standpoint, our study demonstrates that organizations which attempt to develop corporate-wide attendance policies that span national borders should take indigenous norms and expectations concerning absenteeism into consideration. Additionally, in an increasingly mobile global workforce, how does an individual who has been socialized in a nation where absence is generally viewed as a more legitimate behavior behave in a nation where it is viewed as less so? Originality/value - This study illustrates the value of the legitimacy construct for studying absenteeism both within and between nations. It also illustrates the value of building models incorporating variables that accommodate both cross-national variation and individual differences within nations.

External Learning Activities and Employee Creativity in Chinese R&D Teams

Fri, 17 May 2013 00:00:00 +0100

Abstract

Purpose - To explore the relationships among team team internal and external learning and employee creativity in a Chinese context.Design/methodology/approach - Field study in many R&D laboratories in China.Findings - Findings supported the hypotheses and offered additional insights regarding the China cultural context.Originality/value - Adds to our understanding of how leaders and teams can work together to faciltiate creativity and innovation. Very important for companies wanting to have innovation. Very original study and offers suggestions for further research.

Cross-Cultural Adjustment In An Arabic Context: the development of a scale and its wider implications.

Fri, 17 May 2013 00:00:00 +0100

Abstract

Purpose - This paper reports on the development of an Arabic language scale for measuring cross-cultural adjustment in the Arab world, predominately the Middle East. It also comments on aspects of psychometric tools and their appropriateness for use in cross-cultural management research.Design/methodology/approach - Black & Stephen’s (1989) Cross-Cultural Adjustment Scale was translated into Arabic using the method of back-translation and a pilot item-by-item debriefing. It was then administered to 111 Arabic speaking employees of a single firm.Findings - The Arabic language version yielded high alpha coefficients and a subsequent factor analysis revealed three primary factors of cross-cultural adjustment, namely Work Adjustment, Interaction Adjustment and General Adjustment, which corresponded closely to the original English version of the scale, with two minor exceptions.Research limitations/implications - The research is confined to the cultural-linguistic context in which it was executed.Practical implications - The findings suggest that an Arabic version of the three-factor scale is useful for measuring adjustment in Arabic-speaking samples and implies the wider generalizability of the cross-cultural adjustment construct. The development of this scale in an important region for migrant labor is highly relevant to practice.Originality/value - An Arabic version of the most widely used cross-cultural adjustment scale is of value to researchers and practitioners. The Muslim sample drawn from the Middle East region also makes the paper highly original.

HRM Transfer and Taiwanese Multinationals in the UK

literatinetwork@emeraldinsight.com (Yi-Ying Chang, Adam Smale, Seng-Su Tsang) — Thu, 25 Jul 2013 00:00:00 +0100

Abstract

Purpose - this study aims to use a diachronic analysis to explore the influence of country of origin effect and country of management effect on the adoption of human resource management (HRM) practices at different stages. Design/methodology/approach - the methodology starts with an intensive literature review to establish an analytical framework by brining country of origin and country of management effects on the HRM transfers. By using a longitudinal qualitative research design, a total of 164 interviews from 4 British subsidiaries of 4 Taiwanese multinationals were conducted to explore the change over time during the HRM transfer processes over a five-year period. Findings - the results provide evidence of the paradox as a result of country of origin effect and country of management effect on the adoption of HRM practices over time. Research limitations/implications - the results imply that it was problematic to conclude absolutely convergence or divergence with home country HRM practices, when transferring HRM practices are both in flux between global integration and local adaptation are increasingly transparent. Practical implications - there remains an open question to transfer MNC parent HRM practices or adapt to local HRM practices to manage MNCs effectively. This research suggests that achieving consistency through transferring HRM practices from MNC parent to foreign subsidiaries is not an easy task and full of potential barriers. MNCs need to anticipate potential barriers and then adopt subsequent actions to solve such barriers. Originality/value - this is the first empirical study to examine the impacts of country of origin effect and country of management effect on the HRM transfers from emerging multinationals in the advanced economy from a diachronic perspective.

An Interview with Dave Ulrich, PhD

literatinetwork@emeraldinsight.com (Kristine Marin Kawamura) — Thu, 25 Jul 2013 00:00:00 +0100

Abstract

Not available.

Elio Vera has interviewed Sir John Whitmore

literatinetwork@emeraldinsight.com (Elio Vera) — Thu, 25 Jul 2013 00:00:00 +0100

Abstract

Not available.