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21 – 30 of over 12000Guilherme Pires, John Stanton and Shane Ostenfeld
Purpose – Sets out to argue that training and adjustment strategies based on immersion in a foreign culture, in order to reduce expatriate culture shock, can be improved by…
Abstract
Purpose – Sets out to argue that training and adjustment strategies based on immersion in a foreign culture, in order to reduce expatriate culture shock, can be improved by training that addresses how to use related ethnic networks within the host country. Design/methodology/approach – A framework used for the examination of the cultural adjustment process of long‐term migrants is used to draw implications for the adjustment process of expatriates. The components of analysis include the U‐curve, social learning theory, and oral deprivation. How long‐term arrivals overcome their culture shock is extended to a discussion of expatriates, their problems, and the need for further areas of training. Findings – Significant similarities in the adjustment problems of the two groups point to similar processes in operation and the potential to apply similar solutions to ease the expatriate adjustment process. Research limitation/implications – The study draws from findings in one discipline area and argues by analogy to the field of international human resource management. Implications of this extension include a widening of expatriate training to include greater awareness of host country ethnic networks and how they can be a useful adjustment resource. Practical implications – Expatriate worker failure is common and costly. While there is considerable emphasis on the technical competency of expatriates, social competency is critical but often neglected. Measures to reduce such social failure that focus on reducing the culture shock encountered, need to be examined carefully. This paper has suggested one approach drawing from an analogous situation. Originality/value – The paper links specific elements of the marketing literature dealing with arrivals from a different culture with the expatriate adjustment problem of international human resource management.
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Joseph Chwo‐ming Yu, Chin‐Hua Yi, Yu‐Ching Chiao and Yu‐Chen Wei
An investigation into the factors affecting the adaptation of spouses of Taiwan expatriates allowed for their modes of adaptation to be classified into ‘adjustment’, ‘reaction’…
Abstract
An investigation into the factors affecting the adaptation of spouses of Taiwan expatriates allowed for their modes of adaptation to be classified into ‘adjustment’, ‘reaction’ and ‘withdrawal’. Albeit a sample of 15 spouses were interviewed using a semi‐structured questionnaire, the research findings indicate that if an expatriate’s spouse is characterized as having high cultural flexibility, high social orientation, a high degree of willingness to communicate, a high conflict resolution orientation, low ethnocentricity and a high orientation towards knowledge, the overseas adaptation tends to be of the ‘adjustment’ mode. Research propositions based on case findings and relevant literature are derived here for future more in‐depth study.
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Luísa Helena Pinto and Raquel Campos Araújo
– The purpose of this paper is to examine the social networks of Portuguese self-initiated expatriates (SIEs), in terms of composition, diversity and roles.
Abstract
Purpose
The purpose of this paper is to examine the social networks of Portuguese self-initiated expatriates (SIEs), in terms of composition, diversity and roles.
Methodology
Semi-structured interviews with several Portuguese SIEs from diverse occupations and who were living and working in different locations were conducted, to explore the composition, diversity and roles performed by their social networks.
Findings
The findings indicate that: first, surveyed Portuguese SIEs had both home and host social networks: while home networks fade over time, host networks were mainly work driven; second, most SIEs had an “anchor contact” prior to the relocation, which assisted in the decision to go abroad and the initial settlement; and third, surveyed Portuguese SIEs purposefully sough “fellow nationals” from a similar social status and background to get feedback and emotional support, while deliberately ignored Portuguese diaspora.
Originality/value
Following the findings from this exploratory study, several research propositions are outlined highlighting the interactions between SIEs’ social networks at the destination and stereotypes toward their national origin. This study helps understand what shapes the formation of social networks among SIEs.
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Edward Godfrey Ochieng, Oghenemarho Omaruaye Ovbagbedia, Tarila Zuofa, Raymond Abdulai, Wilfred Matipa, Ximing Ruan and Akunna Oledinma
The purpose of this paper is to examine the efficacy of knowledge management (KM) based systems and best practices that could be used to address operational issues in the oil and…
Abstract
Purpose
The purpose of this paper is to examine the efficacy of knowledge management (KM) based systems and best practices that could be used to address operational issues in the oil and gas sector.
Design/methodology/approach
Given little was known empirically about the strategies and practices which contribute to improved performance, innovation and continuous improvement in the oil and gas sector qualitative method was used. Semi-structured interviews were used to derive senior managers’ constructs of project delivery efficiency and KM based systems. The interviews were analysed through the use of a qualitative analysis software package NUDIST NVivoTM. Participants were selected using purposive sampling. Validity and reliability were achieved by first assessing the plausibility in terms of already existing knowledge on some of the operational issues raised by participants.
Findings
These were synthesised into a framework capturing seven well-defined stages. All these steps emerged as being related; they are comprised of independent variables. These steps were found to comprise of knowledge management technology approaches, knowledge management people approaches, KM strategies and value enhancing practices.
Research limitations/implications
Although the findings are pertinent to oil and gas organisations, it will be important to conduct follow-up research validating the potential for using the results of this study to establish frameworks for knowledge and information management in different organisations and contexts. This will provide not only data about the validity of the framework in generic terms but will also generate additional data on the application of KM strategy.
Practical implications
As shown in this study, successful KM based systems requires the aligning of business strategy, technology for KM, project management operations with an enterprise knowledge-sharing culture. Such sharing requires managing the behaviour of project personnel such that knowledge transfer becomes part of the organisation’s norm.
Social implications
The implementation of KM based systems requires deliberate planning and action to create the conditions for success and put in place the strategy, leadership, goals, process, skills, systems, issue resolution, and structure to direct and exploit the dynamic nature of project work. The strategies proposed in this research cannot be expected to resolve all KM issues in the oil and gas sector. However, their use defines an approach that is superior to the traditional approaches typically adopted and consequently merits far wider application.
Originality/value
The proposed framework presents a better way of optimising the performance of project-based operations thus enabling oil and gas organisations to reform their poor performance on projects and empower them to better manage emerging cultural challenges in their future projects. Reflecting on their experiences, the participants confirmed that the proposed KM framework and its seven well-defined stages were central to the effectiveness of KM in oil and gas operations. Although the scope of this research was restricted to projects in Nigeria and the UK, the geographical focus of this research does not invalidate these results with respect to other countries. The fact is that the oil and gas sector globally shares some common fundamental characteristics.
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Abdulqadir Rahomee Ahmed Aljanabi, Salah Hamasaeed Hamasaleh and Nor Azila Mohd Noor
The purpose of this paper is to test the mediating role of entrepreneurial orientation in the nexus between cultural diversity (CD) and firm operational performance (OP).
Abstract
Purpose
The purpose of this paper is to test the mediating role of entrepreneurial orientation in the nexus between cultural diversity (CD) and firm operational performance (OP).
Design/methodology/approach
The population of the current study is foreign industrial firms listed in the tax directorate of the Kurdistan region of Iraq (KRI). A stratified random sampling technique was applied to select 136 firms in KRI, with a response rate of 57 per cent. Smart-PLS was used to examine the hypothesised relationships in the proposed framework.
Findings
The results indicate that CD is significantly related to a firm’s OP. Entrepreneurial orientation (EO) is, in turn, significantly related to a firm’s OP. Furthermore, the results provide evidence that EO plays a mediating role in the nexus between CD and a firm’s OP.
Originality/value
The study highlights the importance of CD and EO in supporting a firm’s OP. In addition, the findings will provide scholars and managers a deeper understanding of the role of EO as a mediator through which CD enhances a firm’s OP.
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Jasenko Ljubica, Margaret Shaffer, Sabrina Tin and Kevin McKouen
The purpose of this paper is to develop a nomological model of the dark side of expatriate–host country national (HCN) relationships by identifying and explaining the development…
Abstract
Purpose
The purpose of this paper is to develop a nomological model of the dark side of expatriate–host country national (HCN) relationships by identifying and explaining the development and the types of expatriate–HCN disruptive relationship behaviors (DRBs), their antecedents and consequences.
Design/methodology/approach
The authors conducted semi-structured interviews (n=27) with both expatriates and HCNs, focusing on DRBs that they exhibit toward each other, the factors preceding them (antecedents) and the mechanisms through which they affect the relationship between expatriates and HCNs, as well as the outcomes of such behaviors.
Findings
The findings show that relational dysfunction emanates from multilevel differences between expatriates and HCNs, and these differences induce workplace conflicts. These conflicts increase relational (emotional, social, instrumental and opportunity) costs that render both dyadic members to evaluate their relationship and socially categorize each other negatively, thus, detaching from the relationship. This detachment then leads to disruptive relational behaviors that amplify the conflicts and detachment dynamics and worsen interpersonal and intergroup dynamics, ultimately resulting in relational breakdown.
Research limitations/implications
This study possesses methodological (e.g. relatively small number of interviewees) and conceptual (e.g. high degree of comprehensiveness) limitations. However, these offer implications for further research as they open a multitude of promising research avenues that could enhance the proposed model.
Originality/value
This is the first study the authors are aware of that focuses on discovering and explaining the nomological network of the dark side of expatriate–HCN relationships. The use of interdependence theory to understand cross-cultural relationships is novel. As such, it delivers theoretical and empirical contributions and fosters further research efforts.
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Erich C. Fein, Aharon Tziner and Cristinel Vasiliu
This study aims to examine preferences for both transformational and transactional leadership behavior for gender‐ and age‐based cohort differences. The purpose of this research…
Abstract
Purpose
This study aims to examine preferences for both transformational and transactional leadership behavior for gender‐ and age‐based cohort differences. The purpose of this research is to enhance leadership and organizational change initiatives in Romania via the identification of age cohort and gender effects with respect to attitudes towards common leadership behaviors.
Design/methodology/approach
The research is conducted via a survey through the administration of questionnaires. The sample consists of 324 managers from commercial and service organizations in Romania, a country in which this issue has not previously been investigated.
Findings
The findings reveal that there are differences in preferences for leadership behavior based on age cohorts that reached maturity before or after the fall of Ceauşescu during the 1989 revolution. Also, female participants displayed a greater preference for transformational leadership behaviors relative to transactional leadership behaviors.
Originality/value
This is the first study to examine the effects of leadership preference based on age cohorts in Romania. The study also is one of the first to empirically examine the effects of age cohorts on leadership after the fall of communism in Eastern Europe. As such, these findings offer guidance in the development and implementation of leadership development initiatives and change management interventions for organizations operating in Romania, and present one example of cohort‐based and leadership‐specific attitude change in a country that is transitioning from communism to a free market system.
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Hong Yan Yu, Deli Yang, Carol Yoder and Maho (Mahmut) Sonmez
This paper aims to study how brand owners and users enhance brand bond with three objectives. First, brand owners’ effort (BOE) to exercise care, innovate frequently and…
Abstract
Purpose
This paper aims to study how brand owners and users enhance brand bond with three objectives. First, brand owners’ effort (BOE) to exercise care, innovate frequently and differentiate their brands enhances users’ bond with the brand. Second, brand users’ competence (BUC) in their knowledge and experience with the brand’s reputation, value and service quality improves brand bond. Third, BOE significantly enhances BUC.
Design/methodology/approach
This study proposed an integrative model with new concepts and tested it with 2,135 young Chinese consumers using global smartphone brands. Results are drawn from structural equation modeling and comparisons between stakeholders and among smartphone brands.
Findings
The results show that BOE and BUC are significant and equally effective at enhancing brand bond. BOE also shows a significantly stronger effect on BUC than on brand bond. The temporal comparison between 2015 and 2018 confirms the changing reality of the smartphone world. As for brand comparison, young consumers perceive that iPhone differentiates itself from Huawei and Samsung rivals in terms of BOE and BUC on brand bond. However, none of these brands show significant differences in terms of BOE effect on BUC.
Research limitations/implications
Please see detail in the Conclusion and Discussions.
Practical implications
Please see detail in the Conclusion and Discussions.
Social implications
Please see detail in the Conclusion and Discussions.
Originality/value
This study introduced a validated model with new concepts based on the global smartphone industry, perceived by young Chinese consumers. The results prove that it takes both the owners and users together to contribute to the brand bond, but brand owners’ role on BUC is more significant.
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Dong Liu, Yongchuan Bao and Guocai Wang
The purpose of this study is to examine how formal contracts affect alliance innovation performance. To understand the mechanism underlying the impact, this study tests whether…
Abstract
Purpose
The purpose of this study is to examine how formal contracts affect alliance innovation performance. To understand the mechanism underlying the impact, this study tests whether relationship learning mediates the impact of formal contracts on alliance innovation performance and how guanxi moderates the mediating effect.
Design/methodology/approach
This study is conducted with a sample of 225 manufacturers in China. This paper used hierarchical regression analysis to test the hypotheses and used the PROCESS method to test the mediating effect of relationship learning.
Findings
Formal contracts positively affect relationship learning, which facilitates alliance innovation performance. Guanxi positively moderates the effect of formal contracts on alliance innovation performance. Relationship learning mediates the relationship between formal contracts and alliance innovation performance. Moreover, guanxi positively moderates the mediating effect.
Research limitations/implications
Future research could investigate factors moderating the effect of guanxi on alliance innovation performance and moderating the effect of relationship learning on alliance innovation performance. Future research can also use secondary data to measure alliance innovation performance. Future researchers can examine how guanxi as a relational mechanism governance affects relationship learning.
Practical implications
Managers should conduct relationship learning in the process of alliance innovation and realize that reducing opportunism does not mean improving innovation performance. Moreover, managers should know that guanxi could contribute to alliance innovation performance with the help of formal contracts.
Originality/value
Prior studies have mainly focused on the fundamental requirement of governing knowledge exchange in alliances. Little is known about the mediating effect of relationship learning on the relationship between formal contracts and outcomes of innovation alliances. This study contributes to the literature by filling the gap.
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