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The purpose of this paper is to understand the impact of American culture-oriented values, Chinese culture-oriented values and self-improvement values on luxury value perception through acculturation by examining an acculturated sample (Chinese living in the USA), a host cultural sample (Caucasian-American) and a home cultural sample (Mainland Chinese).

In order to examine the acculturative changes of Chinese living in the USA in terms of the influence of American and Chinese culture-oriented values and self-improvement values on their luxury value perception, data were collected via three online samples: host (American), home cultural (Chinese) and acculturated (Chinese living in the USA). Effects of acculturation were tested via comparisons between acculturated to host and home cultural samples.

Compared to that of Mainland Chinese and Caucasian-Americans, luxury value perception of Chinese living in the USA is jointly influenced by both American and Chinese culture-oriented values. The influence of cultural values on luxury value perception of Chinese living in the USA is not strengthened by their wish to integrate into the American culture or to maintain their Chinese culture. Nevertheless, Chinese living in the USA show more significant self-improvement (standing out) and conformity (fitting in) motives in luxury value perception when they wish to integrate into the mainstream culture.

The authors surveyed acculturated sample, host and home cultural samples to test the bidimensional acculturation model (Berry, 1997) in the context of luxury consumption. Although the conceptual model is not fully supported, this research broadens current understanding of the effect of acculturation on luxury value perception.

This chapter is focused on the specification and integration of intercultural variables for human machine systems and the description of content analysis for these variables. Starting with basics of culture-oriented design, these are followed by an approach to machine localization issues and a cost model, then basics of the intercultural design and human machine system engineering process, a definition and specification of intercultural variables, a systematic treatment for their integration into the process, and a description of how to use these variables in the process. Finally, an example of an intercultural variables approach to “information coding” in a human-machine system is presented for China and Germany.

This study seeks to examine the managerial behavior of Chinese managers, as observed by their superiors, subordinates, and peers in a state‐owned enterprise in China. Specifically, this study aims to explore two questions. First, what managerial behaviors are perceived as being effective in the Chinese state‐owned enterprise? Second, what managerial behaviors are perceived as being least effective or ineffective in the Chinese state‐owned enterprise?

An exploratory qualitative study was conducted using critical incident (CI) interview techniques. From 35 managers of one large state‐owned telecommunication company in Western China, 230 usable CIs were collected. In total, 31 themes were identified from the thematic analysis, of which 14 related to effective managerial behaviors and 17 related to ineffective behaviors.

An effective Chinese manager is perceived as being supportive, caring, fair, engaging, self‐disciplined, unselfish, responsible, and knowledgeable. While findings of the study highlight the continuing influence of the traditional Chinese culture on the perceived effectiveness of managerial behaviors, they also suggest a clear shift from traditional values that emphasize authoritarian management to Western values that encourage participative management.

While the small sample may limit the generalizability of the study, findings expand the current knowledge base of Chinese management and can be useful for further empirical testing.

This study provides some parameters for benchmarking and evaluating Chinese managerial practices. The identified indicators of effective and ineffective managerial behaviors can be incorporated into the development of a Chinese management competency model or instrument, and a more targeted management development intervention.

This study taps an under‐explored research territory – China, and is one of the first attempts at identifying effective managerial behavior indicators of Chinese managers using the CI technique. By adopting an inductive approach this study provides rich qualitative data that can be useful for developing an indigenous tool appropriate in the Chinese context.

The purpose of this study is to examine the effects of culture on the cross-cultural design of the recognition-based graphical password (RBG-P) interface as inferred from Chinese and Saudi subjects’ image selections.

The authors use a between-group design adopted using two groups of participants from China and the Kingdom of Saudi Arabia to measure the differences caused by the effects of cultures on graphical password image selections. Three hypotheses have been tested in a four-week long study carried out using two questionnaires and an RBG-P webtool designed for images selection.

The results have indicated that participants are equally biased not only toward their own culture but also depending on their opinions about other cultures. In addition, when creating the password, it has been observed that culture not only influenced the image selection to create the password but also have an effect on the sequence of the images forming the password.

Appropriately used image selection differences can be used appropriately in cross-cultural designs that will lead to better development of culturally adaptive interfaces that will boost the security posture of RBG-P authentication.

Some RBG-P interfaces that are produced outside the designer’s culture may suffer the effects of cultural differences. Hence, to incorporate culture in the interface, authentication systems within applications should be flexible by designing images that fit the culture in which the software will be used. To this end, access control interface testing should also be carried out in the environmental and cultural context in which it is will be used.

This paper provides useful information for international developers who develop cross-cultural usable secure designs. In such environments, the cross-culturally designs may have significant effects on the acceptability and adoption adaptation of the interface to multi-cultural settings.

This chapter uses the dataset of tourist satisfaction index of Hong Kong to investigate the impact of cultural difference on the gap between tourists’ expectations and their perceptions of actual service performance. When the tourists’ demographic profile and their experience are controlled, it is found that small cultural difference between Hong Kong and Mainland China has a positive impact on expectation–performance gap, whereas negative relationship is identified for large cultural difference between Hong Kong and Western countries. The practical implication for the former is that service providers should manage the gap in accordance with the aspects of the cultural difference between the destination and the source markets.

This paper aims to examine the effects of perceived authenticity at an independent, full-service mainstream ethnic restaurant and the moderating effects of diners’ cultural familiarity and cultural motivation on the influence of perceived authenticity on perceived value and behavioral intention.

A total of 417 self-administered questionnaires were collected from customers of an independent, full-service Italian restaurant in southeastern USA. The data analysis was performed using structural equation modeling.

Restaurant authenticity has a positive influence on perceived value. Respondents who are more familiar with and interested in Italian culture and food tend to attach more value to the restaurant authenticity. Respondents tend to use authenticity to convey quality judgment of the restaurant.

First, this study advances previous literature on dining authenticity by incorporating cultural familiarity and cultural motivation. Second, this study extends the theoretical framework of perceived quality of ethnic restaurants by connecting authenticity perceptions and quality assessment.

Results suggest that the managers at independent, full-service mainstream ethnic restaurants should focus on the restaurants’ environment and atmospheric authenticity, especially for customers who possess cultural familiarity and cultural motivation, while also ensuring the quality of food and service.

This study makes an initial attempt at studying the role of authenticity in a mainstream ethnic restaurant context and adds to the knowledge of restaurant authenticity from the perspectives of cultural familiarity, cultural motivation and perceived quality.

Given the rapid development of ethnic‐themed restaurants, this study aims to investigate how authentic atmospherics affects consumer emotions and behavioral intentions in Chinese restaurants in the USA.

A total of 348 usable responses from full table service restaurants in the USA were obtained via self‐administered questionnaires. A proposed model was tested following Anderson and Gerbing's two‐step approach: a measurement model and a subsequent structural model.

Using a structural equation modeling technique, this study found that authentic atmospherics significantly influences consumers' positive and negative emotions, and both types of emotions acted as full mediators between authentic atmospherics and behavioral intentions. Subsequent regression analyses revealed that menu presentation, furnishings, and music were significant predictors of positive emotions whereas menu presentation and music significantly influenced negative emotions.

The data were collected from only full table service restaurants. Therefore, generalizing the results for other segments of the restaurant industry may not be possible.

The findings have important implications for selecting and refining crucial elements of authentic atmospherics in order to enhance customers' favorable emotions, avoid unfavorable emotions, and ultimately heighten positive behavioral consequences.

Different from previous studies on the general aspect of atmospherics, this study exclusively investigates the effect of authentic atmospherics on customer post‐dining behavioral intentions in Chinese restaurants, one of the most popular ethnic restaurant segments in the US foodservice market. This study could also provide directions for improving the perceived authenticity of restaurant atmospherics.

The aim of this study is to assess the relationship between some variables (organizational structure, organizational dimension and age, human resource characteristics, the external environment, strategy and quality) and organizational learning culture and evaluate the way they interact with this kind of culture.

Data were collected from 107 Portuguese companies, where a total of 1,122 workers were asked about learning culture through a questionnaire. Data about the other organizational variables of this study were collected in official documents, from scales and also from a structured interview with top managers.

The results revealed that an organic structure, an approach to total quality principles, and highly educated employees, could act as facilitators of the development of a learning culture in organizations. On the other hand, quality certification, firm dimension and age, as well as workers' age, could act as inhibitors of this type of cultural orientation.

In spite of the meaningful results found, the cross‐sectional nature and the exploratory nature of the research leads us to look carefully at the causality of the relationships under study.

The results of this study, in so far as they point out some factors linked to greater cultural orientation to learning in organizations and some factors linked to less orientation to learning, provide clues for organizations concerning better management of their investment in developing this kind of culture.

In the literature on organizational learning and learning organizations, culture emerges as a key concept. In fact, organizational culture is mainly conceived as an essential condition to promote and support learning in organizations. Despite its recognized importance in the literature, little research has been devoted to this issue, namely research centered on the related factors that could contribute to its development.

The purpose of this paper is to explore a successful case of a Chinese state‐owned enterprise (SOE) as it applied western organization development (OD) approaches. Specifically, this study seeks to answer two questions: How has western organization development and change (OD/C) been applied in one Chinese SOE? and What lessons can be learned from this successful case?

The paper employs a single case design to gain an in‐depth understanding. The case study is the methodology when the focus is on a contemporary phenomenon within a real‐life context.

The findings reveal that the organization successfully uses a number of western OD techniques in creating a shared vision, establishing a performance‐based human resource management system, and standardizing budgetary and cost control procedures. The success of the company's change effort is largely attributed to leadership, standardization of management systems, commitment to learning and training, and partnership with an OD expert.

Findings of this paper are limited by the single case study design. Future research is needed to study more cases of success where western OD techniques have been applied. Further research is also warranted to identify indigenous OD approaches used by Chinese organizations. Current research also needs to be expanded to study regions or countries that are undergoing similar economic transitions and have adopted western‐based OD techniques.

By focusing on an under‐explored research territory – China – the paper expands the current knowledge of OD into the international domain and fills in the gap of OD/C research which is lacking in China.

This article aimed to propose and validate a roadmap to enhance the insertion of social sustainability practices in logistics activities considering the scenario of companies operating in Brazil.

The initial construction of the aforementioned roadmap was based on a detailed literature review and the fine-tuning as well as validation of it was carried out through a Delphi process developed with professionals specialized in the area of logistics and sustainability.

As main results, it is highlighted that the validated roadmap includes actions ranging from meeting and adapting legal issues related to sustainability, through the initial diagnosis of the company, motivation and awareness of the importance of social sustainability, followed by encouraging the inclusion of social sustainability practices in logistic activities, and finally, the identification of opportunities for improvement and establishment of execution plans within the organization. The phases and actions of the validated roadmap converge towards restructuring and redefinition of the organizational culture oriented towards meeting sustainable guidelines, and also contemplate the dynamics of seeking continuous improvement throughout all levels and sectors belonging to a given organization.

The originality of this study lies in the fact that the roadmap focuses on the inclusion of social sustainability practices in logistic activities, since, according to the literature, social aspects are still relegated to the background when compared to environmental and economic aspects.