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This paper empirically addresses the question of whether the meaning of ethical leadership is constant across cultures. Drawing on the implicit leadership theory (ILT), we examine whether people in Australia and Pakistan respond to perceived ethical leadership in a similar or different manner. By comparing employees' interpretation of the key attributes associated with ethical leadership, we advance construct-specific knowledge in cross-national contexts.

Since meaningful cross-country comparisons of a research construct require an equivalent measurement of it, we examine the issue of cross-cultural measurement invariance of ethical leadership. Specifically, this study explores the configural, metric and scalar invariance of ethical leadership by obtaining data from matched international samples.

The findings broadly support cross-cultural generalisability of the construct's meaning and cross-cultural transferability of the ethical leadership scale (ELS). They suggest that measures of ethical leadership constructs should be used in different cultures with caution because significant differences may exist at the item level.

This study provides cross-cultural endorsement to the construal of ethical leadership by presenting evidence that supports convergence in the construct's meaning across Eastern and Western cultures. The study has enhanced the construct validity of ethical leadership through the use of the refined multiple-sample analytical approach. Previous studies have assumed that measures of ethical leadership are invariant across various contexts. However, this is the first study to employ a robust methodological technique (metric and path invariance) that demonstrates the significant difference between each item and path and generalises the validity of ethical leadership construct and its measures by using international samples.

This paper aims to describe a method of training for practitioners in democratic Therapeutic Communities (TCs) which has been used in several settings across the world over the past 25 years: the “Living-Learning Experience” (LLE) workshop. It goes on to consider the cross-cultural implications of the work.

Drawing on the experience of running exactly the same programme in different countries and cultures, the paper examines the cross-cultural adaptability and describes necessary adaptations for local circumstances. It also contains original ethnographic research in UK and Italy; further study is planned for other countries.

The workshops are readily transferable to different cultures and are appreciated for their democratic and relational way of working.

The ethnographic study examines the workshops in some depth, in UK and Italy, and could usefully be replicated in other countries. No quantitative, outcome or follow-up studies have yet been done, and this paper could contribute to the design of useful quantitative studies.

The paper demonstrates that the LLE is a useful experiential learning tool in widely different settings. It could be developed in different ways, such as for developing relational practice or establishing therapeutic environments in different settings.

The workshops' acceptance in widely different cultures indicates that the open and non-didactic format addresses essential and fundamental qualities required for therapeutic engagement and human relatedness.

This is the first description of the principles of democratic TCs being applied across different international settings. Its value extends beyond the TC field, to the use of democratic and relational principles' applicability in therapeutic pedagogy and training.

Hofstede's theory may be problematic from both a methodological/theoretical and practical view when applied to the 80 per cent of the globe we term developing. It is necessary to break out of an epistemic paradigm and a “view from nowhere” in order to focus on multiple layers of cultural interfaces within power dynamics that influence the nature of hybrid organizations and individual cultural identity. The purpose of this paper therefore is to develop a theory of cross‐cultural interfaces.

Cross‐cultural values theory provides a blunt instrument in Africa, does not take into account global dependencies and is not able to analyse local perceptions of reality within a context of these dependencies. A theory of cultural interfaces is developed that incorporates an Aristotelian phronetic approach to social science.

This moves away from the universals of analytical rationality towards practical value‐rationality that considers culture from a context‐dependent viewpoint, provides a synthesis for cultural‐institutional approaches, and engages researchers beyond merely looking at differences in cultures and the consequences, and towards what should be done about issues that arise.

By providing an example of how cultural interfaces may be researched, and discussing the associated conceptual issues, it is hoped that this paper will help to move forward the debate about cross‐cultural management.

Evidence on implementing effective adolescent mental health promotion and prevention interventions in the European context is underdeveloped. The purpose of this paper is to identify evidence-based mental health promotion and prevention interventions for adolescents that have been developed and/or implemented across the school, community and digital settings in Europe. This review also sought to identify the relevant implementation processes in relation to what works, for whom and under what circumstances.

A narrative synthesis of the evidence was conducted which included two stages: a systematic search of studies assessing adolescent mental health promotion and prevention interventions; and a selection of interventions with the most robust evidence base, using pre-defined criteria, that have been either developed and/or implemented in Europe.

A total of 16 interventions met the inclusion criteria. The majority of interventions were school-based programmes. The review findings support the delivery of interventions aimed at enhancing young people’s social and emotional learning (SEL) and preventing behavioural problems. Results indicate that the effective delivery of SEL interventions on a school-wide basis could provide an important platform on which other universal interventions such as anxiety and bullying prevention, and targeted depression prevention could be developed in a multi-tiered fashion. There were a limited number of studies providing robust evidence on the effectiveness of suicide prevention, digital and community-based interventions.

This review identifies a number of robust evidence-based promotion and prevention interventions for promoting adolescent mental health. While the interventions have been implemented in Europe, the majority has not been evaluated rigorously and few included detailed information on the quality of programme implementation. Evidence of the effective cross-cultural transferability of these interventions needs to be strengthened, including more systematic research on their implementation across diverse country contexts.

The purpose of this paper is to introduce a proprietary survey instrument – “ChangeTracking Survey^®” – which measures employees' perceptions of organizational change and captures their experiences during the course of change management in their organizations.

The authors present an empirical study of employees involved in change management projects in 146 organizations situated in 27 countries across a variety of industries, nationalities and languages, using robust statistical analysis. Hofstede's work is used as a foundation for understanding cross‐cultural differences in organizations from across the world.

The paper finds significant differences in certain characteristics of change projects between different nationalities.

The findings present new and recent knowledge of the cross‐cultural dynamics in change management projects, which would prove useful to change managers throughout the world.

This research is recent and is extensive in its examination of the effects of national cultures on change management initiatives internationally.

This study assessed the relevance of Vroom’s expectancy motivational framework in a cross-cultural context. Differences in attitudes for task investment, preferences for work related achievements, and the reward potential of outcomes was assessedwith Australians and Malaysians who were employed in similar work contexts of the beauty care industry. Reasons why the Australian employees reported significantly higher job motivation than the Malaysian respondents were identified by examining the three main components of expectancy, instrumentality and valence, of Vroom’s framework. The study findings are discussed in terms of the implications they have for the necessary organizational development with Australians and Malaysians who were employed in similar work contexts of the beauty care industry. Reasons why the Australian employees reported significantly higher job motivation than the Malaysian respondents were identified by examining the three main components of expectancy, instrumentality and valence, of Vroom's framework. The study findings are discussed in terms of the implications they have for the necessary organizational development of businesses in the competitive Asia-Pacific region.

Economic development of a nation depends on the growth and development of its economic entities such as business organizations. In order for an organization to succeed and grow, it has to maintain a technological edge in this competitive global business environment. This can be accomplished either through technological innovation or through technological acquisition and adaptation. The innovated or acquired technology is then transferred to different units of the organization, located at different geographical locations. These transfer, implementation, and use phenomena are crucial for total organizational success and growth.

This empirical research conceptualises the impact of celebrity effectiveness on consumer purchase intention, with customer perception and attitude as mediators. A cross-cultural approach is adopted to analyse consumer response to celebrity branding across Britain and Pakistan containing non-explicit and explicit sex appeals.

A within-subject experimental design (2 countries × 2 ad designs) is employed to test the research model across Western and South Asian cultures. Structural equation modelling (SEM) and multi-group analysis (MGA) are used to test proposed hypotheses.

SEM results confirm the theoretical model: perception and attitude towards the advert and brand mediate the impact of celebrity effectiveness on purchase intention. Celebrity-endorsed advertising without explicit sex appeals elicited an overall favourable response across markets. British consumers respond to both adverts similarly. Yet, Pakistani consumers filter advert themes through salient cultural values and respond negatively to explicit sex appeals whilst, interestingly, accepting sexuality in associations of a celebrity endorser.

International celebrities can have cross-cultural appeal, and commonalities exist between the markets. A global or domestic marketing strategy can be utilised across the cultures based upon the environmental conditions and the themes and appeals incorporated within advert design.

The conceptual model is developed by consolidating existing models within celebrity endorsement and considering the mediating influence of both the advert and brand. The model is validated across theoretically different cultures. The comparative approach and selection of an underrepresented market provide novel insight into international branding strategies and global consumer culture.

Most discussions of knowledge, knowledge management and knowledge transfer, especially of human resource management (HRM) knowledge and its transfer, have failed to consider them in a cross‐cultural context. After a discussion of this issue, the paper analyses the migration or transfer of what is often claimed to be best practice in HRM from Western countries to developing, culturally different countries. It does this with specific reference to the case of HRM in Mauritius, especially in the Mauritian Civil Service, and uses this case not only to identify some of the limits to cross‐cultural knowledge management, but also to develop a more appropriate model of “knowledge migration” of HRM knowledge across cultures based on viable systems theory, including a future research agenda.

This research sets out to assess the relevance and impact of interpersonal contact, in the form of multicultural experience, in the development of socio‐cultural adaptation for international students studying in their new country. The original contribution of this research is the application of a statistical methodology to this subject area in the Asia Pacific Basin.

The data analysis consisted of quantitative, longitudinal and cross‐sectional studies, from a sample consisting of students studying an international business degree, in the categories of living in national home culture or out of national home culture. Longitudinally, 88 students were sampled at the beginning of the semester and four months later. The cross‐sectional study of 380 students, over three years, was for students in these same categories, on the Australian and Malaysian campuses.

The analysis identified that socio‐cultural adaptation statistically demonstrates an initial negative relationship with multicultural experience, but develops beyond this period with a positive increase and relationship at the end of three years. There were no significant differences for socio‐cultural adaptation and multicultural experience between students studying in or out of their national home culture.

The results statistically demonstrated a continuous increase of multicultural experience but also a U curve shape of socio‐cultural adaptation, thereby confirming previous qualitative research on the culture shock phenomena.

This is the only statistical research to date on the U curve phenomena in the Asia Pacific Basin.