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Tourists with different cultural backgrounds think and behave differently. Accurately capturing and correctly understanding cultural differences will help tourist destinations in product/service planning, marketing communication and attracting and retaining tourists. This research employs Hofstede's cultural dimensions theory to analyse the variations in destination image perceptions of Chinese-speaking and English-speaking tourists to Xiamen, a prominent tourist attraction in China.

The evaluation utilizes a two-stage approach, incorporating LDA and BERT-BILSTM models. By leveraging text mining, sentiment analysis and t-tests, this research investigates the variations in tourists' perceptions of Xiamen across different cultures.

The results reveal that cultural disparities significantly impact tourists' perceived image of Xiamen, particularly regarding their preferences for renowned tourist destinations and the factors influencing their travel experience.

This research pioneers applying natural language processing methods and machine learning techniques to affirm the substantial differences in the perceptions of tourist destinations among Chinese-speaking and English-speaking tourists based on Hofstede's cultural theory. The findings furnish theoretical insights for destination marketing organizations to target diverse cultural tourists through precise marketing strategies and illuminate the practical application of Hofstede's cultural theory in tourism and hospitality.

Structural sociological framework suggests that sociopolitical and economic factors exert independent effects on variations in family status attainment (FSA) across the social/ethnic groups. The purpose of this paper is to analyze and predict how social-political-economic factors exert effects on disparity in FSA between the majority and minority ethnic groups in Bangladesh.

This study used the cross-cultural survey design to analyze the research objective. In doing so, 585 men (Muslim n=150, Hindu n=145, Santal n=145, and Oraon n=145) who were randomly selected through cluster sampling from the Rasulpur union of Bangladesh were interviewed with a semi-structured questionnaire.

The results of Pearson’s χ² test have shown that FSA was significantly different (p<0.01) associated with social-political-economic factors between the majority and minority groups. The results of the linear regression analysis (coefficients of β) suggested that social, political, and economic factors were the best predictors (significant at p<0.01 level) to perpetuate disparity in FSA between the majority and minority ethnic groups in Bangladesh. In addition, the results of coefficients of determination (R²) suggested that unequal distribution of social-political-economic resources perpetuates 10-14 percent disparities in FSA between the majority and minority groups in Bangladesh.

Although the findings of the study are suggestive to understand the disparity in FSA associated with social-political-economic factors, further cross-cultural research is needed on how the social psychological factor affects variations in FSA between the groups in Bangladesh. In spite of the limitation, social policymakers may apply the findings with caution to design social policy and practice to reduce the disparity in FSA between the majority and minority ethnic groups in Bangladesh.

The cross-cultural findings are original in linking structural sociological theory and comparative family welfare policy to reduce the disparity in FSA between the majority and minority groups in Bangladesh.

Pervasive forms of worldwide communication now connect us instantly and constantly, and yet we all too often fail to understand each other. Rather than benefiting from our globally interconnected reality, the world continues to fall back on divisiveness, a widening schism exacerbated by some of the most pronounced divisions in history along lines of wealth, culture, religion, ideology, class, gender, and race. Cross-cultural dynamics are rife within multinational organizations and among people who regularly work with people from other cultures. This chapter reviews what we know from our scholarship on cross-cultural interaction among expatriates, negotiators, and teams that work in international contexts. Perhaps more important, this chapter outlines what we need to learn – and to unlearn – to be able to see diversity as an asset in helping individuals, organizations, and society to succeed rather than continuing to understand it primarily as a source of problems.

The purpose of this paper is to empirically examine organizational cross-culture differences in public-private research-oriented relationships. More precisely, it focusses on the analysis university-industry collaborations partnering for research agreements with the aim of fostering the transfer of knowledge and innovation. It analyzes the key organizational cross-cultural differences that could hinder the successful performance of these agreements from a relationship marketing (RM) perspective.

Based on a comprehensive literature review of organizational culture and RM, a quantitative study was carried out and a structural equation model was proposed and tested.

Cross-cultural organizational differences in private-public sectors are proved to negatively influence relationship performance. Market orientation difference appears as the most significant barrier to relationship performance, followed by time orientation difference and to a lesser extent flexibility difference.

By integrating organizational culture and RM literatures, the main contribution of this paper is the cross-cultural analysis of private-public relationships (in this case university-industry relationships) from the perspective of RM. Hence, this research will inform management seeking to develop successful public-private collaborations by enhancing their understanding of cross-cultural factors underlying relationship success and failure.

This study aims to investigate the cultural factors that influence global account management (GAM) in the context of Indian buyers and German suppliers from a wide perspective.

After conducting a critical literature review on key account management (KAM), GAM and organizational culture, the authors conducted an exploratory case study with 23 global account managers (GA managers) who work for German-based multinational companies and manage global accounts from India. The results of a qualitative data analysis are demonstrated using consensus and template methods.

The findings of this study indicate that language, communication, the concept of time, conflict avoidance, organizational structure, decision-making, trust and relationship are among the cultural factors that can influence GAM in a German and Indian context.

Given the substantial cultural disparities between Northern India and Southern India, it is especially difficult to generalize cultural factors in GAM. On the other hand, these factors can be used as a prerequisite for the development of cultural dimensions when collaborating with individuals and organizations from diverse cultures.

This research is essential for global sales managers, GA managers and executives who intend to collaborate with Indian buyers or suppliers.

Prior business-to-business marketing literature on KAM and GAM has been mostly on the western context. This study is the first step in examining the cultural effect on GAM relationships between Indian and German organizations.

Deals with the liberalization and globalization of the Indian economy under the New Economic Policy (NEP), 1991. It also spells out implications of NEP, 1991 for corporate management, especially in the cross‐cultural context. Illustrates how changes are being contemplated in the management of some of the Indian companies as a consequence of liberalization. Concludes that in order to survive in an environment of cut‐throat competition that a free market economy implies, managers of India's corporate sector will have to reorient their HRD policies, change work culture of their employees and bring in stringent quality control in the manufacture of their products. Similarly, managers of multinational corporations will have to understand and appreciate the ground realities and show due respect for local culture and customs.

There has been tremendous interest in the field of cultural adjustment in the past decades. The work of Black and his colleagues has inspired many researchers. However, critics have pointed out that their original conceptualization has limitations; most of the insights building on their model have probably been harvested. Therefore, it is appropriate to investigate alternative ways at understanding the challenges in international assignments. The purpose of this paper is to outline a model rooted in person-environment fit theory. The authors follow Dawis and Lofquist’s Theory of Work Adjustment, which has had only a small influence on expatriate research to date.

The paper develops a correspondence model of cross-cultural adjustment and explores the diverse factors and their interactions in-depth. The satisfaction of individual needs and corresponding environmental supplies (macro, micro, and organizational factors) as well as the satisfactoriness of individual abilities and corresponding environmental requirements (macro, micro, and organizational) is outlined.

Based on the literature and the model a large number of hypotheses in relation to cross-cultural adjustment are proposed which allow new avenues in adjustment research.

The contribution of this paper is to propose a model that addresses the main criticisms to the adjustment conceptualization of Black and his colleagues.

Indigenous health workforce development has been identified as a key strategy to improve Indigenous health and reduce ethnic inequities in health outcomes. Likewise, development of a culturally safe and culturally competent non-Indigenous health workforce must also occur if the elimination of health inequities is to be fully realised. Tertiary education providers responsible for training health professionals must face the challenge of engaging the Indigenous learner within health sciences, exposing the ‘hidden curriculum’ that undermines professional Indigenous health learning and ensuring tertiary success for Indigenous students within their academy. This chapter summarises recent developments, research and interventions within the Faculty of Medical and Health Sciences at the University of Auckland that aims to address these challenges by re-presenting Indigenous student recruitment, selection and support, re-presenting bridging/foundation education and representing Māori health teaching and learning within the curriculum.

This paper aims to corroborate the importance of university social responsibility (USR) for universities and to establish a rationale for their investment in a strategically implement socially responsible initiatives and programmes and gain returns from such investments. This purpose can be achieved by examining a complex conceptual model connecting USR with many desired student-related outcomes that leverage the university's competitiveness, long sustainability and contribution to the triple bottom line – “people, planet, and profit”.

The authors conducted a cross-country comparative study using quantitative techniques. Their analysis was guided by a holistic conceptual model constructed and experimentally evaluated using obtained primary data. The robustness of the suggested model was evaluated using structural equation modelling with partial least squares.

The findings validate the hypothesized associations and indicate that adopting USR initiatives increases student satisfaction and alumni loyalty through student-university identification, perceived university image, and service quality. In addition, the cross-country analysis finds no variation in the strength of the connections owing to cultural variations, except for the association between service quality and institution image.

Incorporating USR at the centre of university's strategy not only complements its teaching and research goals but also answers the requirements and expectations of stakeholders, increases competitiveness and assures sustainable performance.

This cross-cultural USR study uses a mix of methods to show that, even though USR is important, until now, its importance has been overlooked.

This study aims to address the reliability and construct validity of the Individual Work Performance Questionnaire (IWPQ) in a Vietnamese context. Using the IWPQ as a measurement tool, this research also examined whether demographic features (such as gender, education level, work experience and position in a company) influenced employees’ work performance.

The Vietnamese IWPQ was validated via a two-step process of factor analysis, including an exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). The data collected were randomly divided into two subsamples to independently serve the EFA (n = 341) and CFA (n = 342). ANOVAs and t-tests were also used to examine the differences in individual work performance (IWP) among different demographic categories.

The results of the current study confirmed the applicability of the three-dimensional IWPQ in a Vietnamese context. In addition, they also indicated several demographic features that impacted employees’ patterns of responses to IWPQ dimensions.

This study focused on the construct validity of the IWPQ, without taking the content, face or criterion validity into consideration. Thus, future research should be conducted to yield a more comprehensive validation of the instrument, to measure the relationship between human resource development (HRD) practices and employee performance and to examine the relationship between strategic HRD and IWP and firm outcomes. In addition, the validated Vietnamese version of the IWPQ may inspire comparative studies on individual performance within and between units in an organization and among organizations and industries.

HRD practitioners can now use the validated IWPQ in the Vietnamese language to assess fluctuations in and analyze current staff performance, thereby facilitating human resource management and development. This study also offers recommendations for business leaders and HRD practitioners striving to implement strategic HRD aimed at reducing disparities in gender and between educational qualifications and job assignments at workplace, with the overarching goals of enhancing staff performance. These recommendations prove instrumental in improving staff performance, strengthening organizational efficiency and ultimately tackling the issue of low productivity in Vietnam and neighboring countries.

This study findings underscore the significance of embracing strategic HRD while taking into account individual, organizational and contextual factors that influence IWP. This approach serves to bridge current gaps related to IWP, including Vietnam’s comparatively lower productivity compared to neighboring nations, educational qualifications and role allocations within the workplace, as well as the prevailing work standards and strategic objectives.

To the best of the authors’ knowledge, this rigorously validated Vietnamese version of the IWPQ is the first of its kind in Vietnam, making a significant contribution to inclusivity initiatives and offering substantial evidence to affirm the IWPQ’s relevance across diverse contexts.