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The purpose of this paper is to comprehensively explore the dimensions of Chinese culture and further investigate the underlying mechanisms via which the Chinese culture, in various dimensions, affect the overseas performance of Chinese multinational enterprises (CMNE) expatriates. Along with the awakening of China, not only CMNEs but also the Chinese culture have infiltrated the world market. The uniqueness of Chinese culture has attracted considerable attention of a majority of practitioners, while relevant research on how it affects CMNE expatriates’ performance sounds rare. In contrast to domestic employees, the performance of CMNE expatriates is more likely to be influenced by Chinese culture because of the potential cross-border cultural conflicts between the home and host countries. Additionally, the impact of Chinese culture on CMNE expatriates’ performance may vary according to different cultural dimensions.

Comparative case study is adopted for this research. After sufficient literature review and interviews with human resource (HR) staff, this paper structured the research, and then conducted 30 in-depth interviews with Chinese expatriates from both state-owned enterprises and private-owned enterprises.

This paper identifies that the Chinese culture do affect CMNE expatriates performance; however, the degree of its effect diversifies according to different cultural dimensions, namely, individual-level culture including Reniqng, Mianzi and social-level culture including power distance, Guanxi, Yinyang, Hexie and collectivism.

A limitation of this study is that the sample is not big enough and empirical tests are needed to validate or refute the model. Nevertheless, due to the fact that it is still during the period of initial study, the conceptual development raised by this paper would help us to gain good insights from these important and unexplored areas of national culture, which is being thought to affect performance in CMNEs.

Through reviewing the relevant literature and deeply analyzing Chinese culture, this paper attempts to help young Chinese MNEs to build up and/or improve performance appraisal method and system according to the unique Chinese culture, and to supply a theoretical support for HR personnel to make related policies for the sake of improving expatriate performance overseas.

This paper is the first attempt to dig and explore the whole picture, and refine the dimensions of Chinese culture from individual level and social level. It aims to lay a foundation for the research related to Chinese culture, and to some extent, supply a theoretical support to motivate more researchers to explore more ways to improve the performance of expatriates from young CMNEs.

This paper presents the whole frame of Chinese culture and from an integral Chinese perspective digs the Chinese cultural dimensions from individual level and social level for the first time. According to the social cognitive theory, this paper provides a firm foundation for scholars to understand Chinese culture as well as to analyze the related relationship with performance, and for CMNEs to develop and utilize the effect of national culture to improve the performance of expatriates overseas. So far, the research on Chinese culture and the effect of national culture overseas have not yet been well considered.

To address three issues of survey-based methods (i.e. the absence of behaviors, the reference inequivalence, and the lack of cross-cultural interaction), the purpose of this paper is to explore the potential of using the behavioral experiment method to collect cross-cultural data as well as the possibility of measuring culture with the experimental data. Moreover, challenges to this method and possible solutions are elaborated for intriguing further discussion on the use of behavioral experiments in international business/international management (IB/IM) research.

This paper illustrates the merits and downside of the proposed method with an ultimate-game experiment conducted in a behavioral laboratory. The procedure of designing, implementing, and analyzing the behavioral experiment is delineated in detail.

The exploratory findings show that the ultimate-game experiment may observe participants’ behaviors with comparable references and allow for cross-cultural interaction. The findings also suggest that the fairness-related cultural value may be calibrated with the horizontal and vertical convergence of cross-cultural behaviors (i.e. people’s deed), and this calibration may be strengthened by incorporating complementary methods such as a background survey to include people’s words.

The behavioral experiment method illustrated and discussed in this study contributes to the IB/IM literature by addressing three methodological issues that are not widely recognized in the IB/IM literature.

With the worldwide growth of the Chinese tourism market, a number of studies have emerged, that attempt to understand the phenomenon, including the influence of Chinese culture on Chinese tourist behavior. This research aims to answer four questions: How has Chinese culture been adopted in tourism literature? What is the current state of tourism research on Chinese culture? What are the similarities, differences and research gaps between international and Chinese studies in this area of investigation? What are the directions that future tourism research will take?

The articles for this systematic review were published in major international hospitality and tourism journals and Chinese journals over a period of 20 years (1993-2012). A meta-review was carried out on 80 Chinese and English tourism literature dating from 1993 to 2012.

This review showed that Chinese culture has been fragmentally operationalized due to underdeveloped Chinese cultural theories in tourism, independent and unrelated extant cultural systems and perspectives and lack of empirical testing for theory development. Two major theoretical systems of Chinese culture in tourist research were revealed in this review: cross-cultural theory and traditional Chinese cultural framework. The current state of tourism research on Chinese culture was also analyzed. The similarities, differences and research gaps were identified between international and Chinese studies on this inquiry. Implications for future tourism research in this area were suggested.

Unveiling the evolving research progress of a single culture helps to provide a deeper insight into how culture was used to analyze the behavior of individual tourist markets, and hence to better understand a particular tourist market.

This research has synthesized a wide range of literature to unveil the extant understanding of Chinese culture as reflected in Chinese tourists and outline the ways forward in this area of investigation.

Drawing upon the theory of information culture from information science and prior research on Chinese information practices. The purpose of this paper is to posit that instead of over-relying on Hofstede’s national cultural values, the IS field should develop theories on national information culture to bridge the theoretical gaps found in explaining the differences in individuals’ IT perceptions and behaviors across cultures.

To achieve the objectives of this study, two quantitative studies were conducted. The first study is exploratory in nature and focuses on the development and calibration of an instrument to measure the Chinese information culture (CIC). The second study takes a confirmatory approach to investigate the impact of the CIC on IT perceptions of manager.

The study develops and validates an instrument for measuring the CIC that comprises information source and format preference, information ownership and analysis style, and centralized decision-making and information control. The CIC is found to influence IT perceptions of managers including perceived performance improvement resulted from IT use, attitude toward using work technologies and attitude on the value of IT in general.

This study is one of the first studies to theorize national information culture to understand IT perceptions at the individual level. The development of the CIC measure provides the much needed methodological support for contextualizing cross-cultural research.

This article aims to investigate the differences and similarities among cross-cultural, values and ethics between the USA and Asian countries. This article analyzes the degree of cultural distance between USA and Asian countries and the impact it has in companies. It examines the comparison between the USA and China’s value system. It also assesses how idealism and relativism impact individual ethical decision-making. In addition, this article examines the impact that globalization, foreign direct investment (FDI) and trade have in the Chinese culture and other countries.

The data for this research paper were collected from the following models: Ethics Position Questionnaire of Forsyth, Rokeach Values Survey, Hofstede model, GLOBE model and Wilcoxon test. The main sources used for this research were the Journal of Technology Management in China and the EBSCO database.

The research found that Western cultures tend to be more individualistic, while Asian countries tend to be very collective. This study also found that the type of value system that each culture holds depends on the type of government. This research also found that researchers have discovered that American managers are more loyal to their ethical beliefs, rather than to their superior’s or company’s ethical beliefs. While eastern Asian cultures focus more on the importance of acting in the best interests of the company’s superior. The study also found that it is extremely important for foreigners to build a relationship with Chinese business professionals before they do business negotiations. In addition, the study found that globalization, FDI and trade do make a significant cultural difference in some cultural dimensions.

It contributes to the literature by analyzing the different measurements in value, ethics and cultural differentiation. This research wants to demonstrate the importance of cultural differences, ethics and values across different countries and cultures. It also provides factual evidence that it’s important to understand these differences to be a successful global manager. In addition, it contributes to this literature by analyzing the effect that globalization, FDI and trade have in national cultures.

This study aims to empirically examine knowledge management practices in China with the purpose to provide a holistic view regarding the current status of knowledge management at both national and organizational levels.

Using a survey method, this study collected primary data from organizations across several regions in China. The data were analyzed to detect possible relationships among institutional force, organizational culture and knowledge management process in Chinese organizations. More specifically, to what extent are these relationships moderated by national culture?

While knowledge management practices in China were partly influenced by institutional forces, most of the predicted connections between organizational culture and knowledge management were supported. In addition, the dynamic nature of national culture is predominant, that pervasively influencing knowledge management processes and thus contextualization determines how knowledge is being managed in China. Indeed, the ideologies of relationships and trust are key vehicles for knowledge management in the Chinese organizations.

This study comprehensively reviews existing literature to form an integrative framework, which is under explored in a Chinese context. Such initiative helps scholars and practitioners to gain a full understanding of knowledge management, in general, in the Chinese business environment in particular.

This paper provides a detailed and empirical insight into the knowledge management practices in Chinese organizations and suggests that knowledge management in a distinctive and yet diverse cultural context should be considered with caution.

This monograph reports and compares “desirable” leadership traits, and leadership traits actual exhibited by managers and supervisors as defined by responses on the original English and a Chinese language translation of the Ohio State University leadership behaviour description questionnaire XII (LBDQ XII). From anecdotal evidence and personal experience, the researcher found considerable difficulty in transferring research results from Hong Kong, Taiwan and Singapore to useful practice in the interior of China and performed this study in an attempt to gain understanding for management training courses. Data was collected for 220 managers and supervisors in two hotels in the interior of China. Both expatriate and indigenous Chinese managers were included. All supervisors were Chinese. A significant (p < 0.05) difference between Chinese and non‐Chinese expatriates was observed for factor: Tolerance of Freedom, interestingly, with the Chinese managers indicating more tolerance of freedom than the expatriate managers. Nonetheless, Chinese supervisors believed the ideal manager should be even more tolerant of freedom than their managers (p < 0.01).

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.

The purpose of this paper is to propose a research agenda for studying Chinese culture and conflict.

Publications on Chinese culture and conflict are searched and reviewed to identify conceptualizations of Chinese culture and key findings on conflict.

A review of the scholarly literature on Chinese culture and conflict suggests that Chinese culture has been mainly conceptualized as Confucianism and collectivism. Inadequacies of such conceptualizations and their negative effects on empirical research on Chinese culture and management and organization in China have been addressed.

Limitations were not being able to get an exhaustive list of research publications on Chinese culture and conflict.

The paper helps to reduce stereotypes about Chinese conflict management stemmed from previous research

On the basis of recognizing the importance of past research, new directions for researching Chinese culture and conflict that constitute a new research agenda have been proposed.

This paper examines the impact of culture on inter‐firm network development in international marketing. Three research questions about the influence of culture on network development were developed from the literature to focus case data collection and analysis. The data were collected from in‐depth interviews with network managers/owners of firms networking with other overseas firms entering into Australian and Asian markets. Differences and similarities between how overseas Chinese and Australian cultures impact on network development and strategies for developing and maintaining quality and long‐term relationship in cross‐cultural networks were identified. Implications for practice emphasise the importance of cultural adaptation.