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“It is now becoming widely recognised that many of the central unresolved problems in economics turn on questions of knowledge” (Loasby, 1986, p. 41). Nearly twenty years after that was written, it may be appropriate to take a (necessarily selective) look at ideas about human knowledge and to suggest some implications for the practice of economists. The ideas with which we shall begin long predate the observation that I have just recalled; and the delay in recognising their implications indicates how the growth of knowledge is dependent on the formation of appropriate linkages – which of course are not recognised as appropriate until they have been formed. Adam Smith, Alfred Marshall and Friedrich Hayek were all confronted with the uncertain basis of knowledge before they began their study of economics; and what their responses have in common is not only a theoretical focus on the process by which people develop what we call “knowledge” but also a reliance on similar kinds of process, which result in the formation of connections within particular domains. Each author recognises the impossibility of demonstrating that any such process can deliver proven truth; instead each envisages sequences of trial and error within particular contexts, leading to the preservation of what seems to work – until it no longer does, when a new sequence of trial and error begins. In other words, they all offer evolutionary theories, Marshall and Hayek explicitly so, while Smith, directly and indirectly, had a major influence on the development of Darwin’s ideas.

Purpose – This chapter introduces two empirical models that could be used to examine the influence of Eastern and Western culture on strategic management: the cultural consensus model (CCM) and the cultural mixture model (CMM).

Methodology/approach – We describe how strategic management scholars can use these models and suggest areas where these models can be of greatest use, including international market entry, international mergers and acquisitions and international alliances, global headquarters and subsidiary relationships, and corporate governance.

Findings – Originally developed by cognitive anthropologists and cultural psychologists, these models can measure domain specificity, scope, and heterogeneity of cultural influences within and across Eastern and Western societies; can address multilevel issues; and can measure an individual or firm's representativeness of the culture.

Social implications – This new research methodology can help strategic management researchers address the impact of “West meets East” on strategic management outcomes and processes.

Originality/value of chapter – The two empirical models provide methodologies that integrate qualitative and quantitative methods.

Guided by Bronfenbrenner’s Ecological System’s model, this study documented acculturation and parental involvement in low-income Chinese immigrant homes that serve as predictors of parental mediation. By surveying 165 parents of 3–13-year-old immigrant children, this study found that low-income Chinese parents enacted restrictive mediation the most and exhibited a slow acculturation process even after an average of seven years of emigration. Higher parental acculturation was related to a higher use of active and restrictive mediation. Additionally, different aspects of parental involvement also served as predictors of the three mediation strategies. Chinese cultural emphasis on academic excellence and success was used to help interpret the findings. Future research should consider implementing research-based adult media literacy programs for immigrant parents to help them practice their parental mediation skills in the host culture.

Organizational creativity and innovation are inherently complex phenomena, and subject to a myriad of broad contextual and social influences. As the evidence grows for the link between innovation and organizational effectiveness and, ultimately, organizational survival, there is no doubting the need for theoretical and practical advances in our understanding. The complex nature of these constructs, however, requires that such efforts utilize a multi-level lens. This chapter discusses key aspects of creativity and innovation in organizations, including fundamental construct definition issues, which underscore the need for a multi-level perspective. It also reviews extant theoretical perspectives for their contributions to a multi-level understanding, and the research in two key areas of social influence – group factors and leadership – that have received substantial attention in the organizational literature. The review and discussion of these areas reveal not only numerous advances, but also substantial limitations that must be resolved through more complex and comprehensive (i.e., multi-level) approaches. The chapter concludes with several recommendations intended to guide and inform future work in the organizational creativity and innovation field.

The way organizational actors use language to think about and communicate their organizational experiences is central to how organizational actors enact organizational paradox. However, most inquiries into the role of language in the organizational paradox literature has focused on specific components of language (e.g., discourse), without attention to the complex, multi-level linguistic system that is interconnected to organizational processes. In this chapter, we expand our knowledge of the role of language by integrating paradox research with research from the linguistics discipline. We identify a series of linguistic tensions (i.e., generalizability-specificity, universalism-particularism, and explicitness-implicitness) that are nested within organizational paradoxes. In the process, we reveal how the organizing paradox of control and autonomy is interconnected to other paradoxes (i.e., performing, learning, and belonging) through the instantiation of linguistic paradoxes. We discuss the implications of our findings for research on paradox and language.

The purpose of the present chapter was to synthesize the research that directly compares children with and without reading disabilities on measures of working memory (WM). Working memory has considered at key element children success on reading performance and, therefore, the published literature was assessed. Twenty-eight (28) studies were included in the synthesis, which involved 207 effect sizes. The overall mean effect size estimate in favor of children without reading disabilities (RD) was –0.89 (SE=0.08). Effect sizes were submitted to a hierarchical linear modeling. Results indicated that children with RD were distinctively disadvantaged compared with average readers when memory manipulations required a transformation of information. Age, IQ, reading level, and domain specificity (verbal vs. visual/spatial measures) were not significant predictors of effect size estimates. The findings indicated that domain general WM differences persisted across age, and these differences operated independent of effect size differences in reading and IQ.

One of the biggest challenges facing global organizations is the ability of leadership and International Human Resource Management (IHRM) professionals to capture the positive outcomes of a diverse workforce while fostering inclusion amongst its workers. New theory based upon optimal distinctiveness theory has challenged researchers to approach inclusion in a holistic manner, transcending political boundaries and cultural meanings of diversity to instead promote the uniqueness of individuals within-group belongingness. This chapter proposes a theoretical model that suggests leader capabilities such as global mindset can foster inclusiveness while reaping the benefits of unique backgrounds and diverse ideas. Two important individual-level outcomes of inclusiveness are presented: creativity and psychological safety. Also discussed are implications for strategic IHRM through recruitment, selection, talent management, and performance management activities.

This chapter briefly reviews the research related to the construct of pedagogical content knowledge (PCK) over the past 25 years. Despite the remarkable implications of the PCK conceptualization, questions remain concerning the vagueness of the construct and the studies conducted on the PCK research line, questions which may lead to new developments in defining the nature of the conceptualization, its validity, and its utility. However, agreement exists concerning the need to portray specific cases of PCK of successful teaching. The work argues for a need to develop models of teacher learning and professional development that are subject matter specific. The chapter ends with a call for basing professional development on the conceptualization of PCK.

The modern workplace contains many physical and interpersonal hazards to employee physical and psychological health/well-being. This chapter integrates the literatures on occupational safety (i.e., accidents and injuries) and mistreatment (physical violence and psychological abuse). A model is provided linking environmental (climate and leadership), individual differences (demographics and personality), motivation, behavior, and outcomes. It notes that some of the same variables have been linked to both safety and mistreatment, such as safety climate, mistreatment climate, conscientiousness, and emotional stability.

Pew and Mavor (1998) called for an integrative representation of human behavior for use in models of individual combatants and organizations. Models with integrated representation of behavior have only been achieved at rudimentary levels according to those performing the studies (e.g. Pew & Mavor, 1998; Tulving, 2002) and those building the models (e.g. Warwick et al., 2002). This chapter will address aspects of cognitive performance that are important to incorporate into models of combat based on acceptance of theory, strength of empirical data, or for other reasons such as to bridge gaps where incomplete knowledge exists about cognitive behavior and performance. As a starting point, this chapter will assess which of Pew and Mavor’s recommendations are still appropriate as determined by a review of selected literature on cognition and its representation. We will also provide some review and extensions of key literature on cognition and modeling and suggest a way ahead to close the remaining gaps. Different aspects of cognition are described with recent findings, and most are followed by an example of how they have been represented in computer models or a discussion of challenges to their representation in modeling.