Search results

11 – 20 of over 1000
Article
Publication date: 9 May 2019

Marcus Crede, Jaehee Jong and Peter Harms

The purpose of this paper is to investigate whether the effectiveness of transformational leadership behaviors are moderated by a country’s cultural values and cultural practices.

6518

Abstract

Purpose

The purpose of this paper is to investigate whether the effectiveness of transformational leadership behaviors are moderated by a country’s cultural values and cultural practices.

Design/methodology/approach

The authors describe a meta-analytic review of the relationship between transformational leadership and employee performance (task performance and OCBs) using data from over 57,000 individuals, 215 samples and 34 countries. The authors examine whether this relationship is moderated by the cultural values and practices of the country in which the study was located – after first controlling for methodological factors.

Findings

The authors find that cultural values and practices moderate the transformational leadership – employee performance relationship such that the relationship is much stronger in countries whose culture is incongruent with transformational leadership.

Research limitations/implications

Data were only available for 34 countries and it is unclear what role industry type and job type play in determining transformational leadership effectiveness or if these situational variables are confounded with culture. The findings call into question the generalizability of transformational leadership across countries and cultures.

Practical implications

The findings suggest that the value of transformational leadership behaviors may be limited in developed economies such as Western Europe and North America, while transformational leadership is most effective in Africa, the Middle East, South America and parts of Southeast Asia.

Originality/value

This is the first paper to examine the generalizability of transformational leadership across 34 countries and is by far the largest review ever conducted into the relationship between transformational leadership and subordinate performance.

Details

Journal of Managerial Psychology, vol. 34 no. 3
Type: Research Article
ISSN: 0268-3946

Keywords

Book part
Publication date: 7 December 2009

Jan M. Westrick and Shirley J. Miske

Dramatic economic, political, and societal changes at local, national, and global levels, along with commitments to achieve Education for All (EFA) and Millennium Development…

Abstract

Dramatic economic, political, and societal changes at local, national, and global levels, along with commitments to achieve Education for All (EFA) and Millennium Development Goals (UNESCO, 2000), are prompting national education leaders around the world to restructure and reenvision their education systems (OECD, 2008; Olson, 2008). Decentralization is one of the key structural changes governments are using to promote greater efficiency and to increase local participation in education related to decision making, finances, and accountability in schools. As the Ministry of Education (MOE) of the Sultanate of Oman makes the shift to a decentralized structure, it recognizes that its school administrators require new leadership skills in order to make the necessary changes. Implementing decentralization requires a shift in principals' work and thus their professional identity. “By building the leadership capacity of principals as leaders at the school level, (Oman's) MOE officials hope to strengthen the principals' ability to implement school reforms for the 21st century” (Seward International, Inc., 2008, p. 6).

Details

Educational Leadership: Global Contexts and International Comparisons
Type: Book
ISBN: 978-1-84950-645-8

Article
Publication date: 27 June 2008

Irene Nikandrou, Leda Panayotopoulou and Eleni Apospori

This paper aims to examine the dynamics of individual and organizational characteristics in work‐family conflict (WFC) and career outcomes. It aims to consider the role of…

4288

Abstract

Purpose

This paper aims to examine the dynamics of individual and organizational characteristics in work‐family conflict (WFC) and career outcomes. It aims to consider the role of self‐esteem, career management and multiple life role commitment, and, as individual characteristics, on WFC and career outcomes; it also seeks to consider the role of career encouragement and organizational culture, as organizational characteristics, on WFC and career outcomes.

Design/methodology/approach

The research was carried out in a sample of 399 females at different levels of management in Greek organizations. The hypotheses were tested using structural equation modeling.

Findings

The findings show that both individual and organizational characteristics are significant in determining WFC and career outcomes. No relationship is found between WFC and career outcomes. Overall, the results support the depletion theory.

Research limitations/implications

Limitations of this study are: the complexity of the model, the use of cross‐sectional data in causal modeling that makes it difficult to disentangle the directions of paths, and the use of only self‐report survey data. Research in progress addresses these issues by incorporating qualitative data collected from a sub‐sample of managers.

Practical implications

The paper highlights the outcomes of the choices women make in the work and non‐work domains in order to balance the demands of each.

Originality/value

The paper highlights that WFC is considered both as an outcome and as a mediator in the relationship between individual and organizational characteristics and career outcomes.

Details

Journal of Managerial Psychology, vol. 23 no. 5
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 27 September 2011

Holger Steinmetz, Yang‐Kyu Park and Rüdiger Kabst

The present study aims to analyze the predictive value of three motivational dispositions (need for achievement, need for affiliation, and need for power) for job involvement and…

1867

Abstract

Purpose

The present study aims to analyze the predictive value of three motivational dispositions (need for achievement, need for affiliation, and need for power) for job involvement and organizational commitment and to investigate cross‐cultural differences between Germany and South Korea between these predictions.

Design/methodology/approach

A sample of South‐Korean (N=209) and German (n=198) executive MBA students was surveyed. Using multi‐group structural equation modeling, the associations between the three needs and JI and OC and cross‐cultural differences in these associations are investigated. In addition, a test is conductedd for cross‐cultural equivalence of the measures as an important prerequisite of quantitative analyses.

Findings

The results reveal that need for achievement and need for power are related to JI but that only need for achievement is related to OC. In addition, significant differences were not found across either country in these relationships. Tests of cross‐cultural equivalence showed at least partial invariance of all measures.

Research limitations/implications

Future research should replicate the results in other employee populations. Furthermore, future research should incorporate more than two countries and countries with larger differences on cultural orientations.

Practical implications

The study shows that motivational dispositions should be considered in HRM practices and leadership behaviour.

Originality/value

The view on JI and OC is broadended by consideration of dispositions, whereas traditional research focuses on contextual factors.

Details

Journal of Managerial Psychology, vol. 26 no. 7
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 31 August 2022

Agustin Ramirrez-Urraya, Diana Escandon-Barbosa and Jairo Salas

This study aims to analyze the effects of cultural orientations (performance and sociality) on the trajectories of innovation inputs and their results in different countries…

Abstract

Purpose

This study aims to analyze the effects of cultural orientations (performance and sociality) on the trajectories of innovation inputs and their results in different countries worldwide between 2011 and 2021.

Design/methodology/approach

As a technique for data analysis, one of the spatial Bayesian models and Gray forecasting methods is used. This technique is adequate to achieve the objectives of the investigation because it allows analyzing how the variables move in time ranges and allow the generation of forecasts. This model also allows knowing if there are spills, which investing in a country can positively affect countries with geographical proximity. The databases used were the Global Innovation Index with data from 131 nations and the Globe Project with data from 157 countries between 2011 and 2021. The variables analyzed are institutions, human capital, research infrastructure, market sophistication and business sophistication. On the other hand, regarding moderations of cultural orientations, The Globe Project developed two factors: performance orientation (high degree of masculinity, avoidance of ambiguity, power distance and future orientation) and humane orientation (high-level of femininity, institutional and societal collectivism).

Findings

The results reveal that all inputs grow at different rates over time. In the case of institutions, it is the most difficult to generate changes over time. However, human capital, market sophistication and business sophistication are the ones that have grown the most over time, regardless of the country’s cultural orientation.

Research limitations/implications

Among the main limitations is the set of data used because it only considers one approach to culture, especially the one considered by Hofstede. However, other approaches could help evaluate the results of this research. Considering the results obtained, the study attempts to provide a different view of the effects of cultural variables on companies’ innovation performance in different countries in the world. In the same way, evaluating these effects allows firms to consider variables associated with the country that will affect the strategies and performance of the firm.

Practical implications

The results achieved make it possible to strengthen the analysis of the countries’ strategies when it comes to innovation, especially in the permanent evaluation of the results that allow to encourage changes in the execution of innovative activities to maintain their performance over time.

Social implications

The contributions allow us to understand the dynamics of innovation in the knowledge and creative outputs of countries over time.

Originality/value

The trajectory analysis used in the data analysis is perhaps one of the most robust techniques that makes a time series analysis. This allows identifying trajectories for the independent variables of the study and their influence on the innovation of the country.

Details

Journal of Science and Technology Policy Management, vol. 15 no. 1
Type: Research Article
ISSN: 2053-4620

Keywords

Book part
Publication date: 16 December 2003

Mikhail V Grachev

The paper displays the cultural profile of the Russian management and explores the different roles of factors linked to the history of Russia and current transition to market and…

Abstract

The paper displays the cultural profile of the Russian management and explores the different roles of factors linked to the history of Russia and current transition to market and democracy. It further develops interpretation of empirical data collected through the Global Leadership and Organizational Behavior Effectiveness (GLOBE) research project. The survey of managers of multinational companies doing business in Russia tests the cultural profile of the Russian management and confirms the behavioral advantages (visible In-group and Institutional Collectivism) and disadvantages (low Uncertainty Avoidance and Assertiveness) of this culture.

Details

Managing Multinationals in a Knowledge Economy: Economics, Culture
Type: Book
ISBN: 978-0-76231-050-0

Article
Publication date: 5 October 2015

Jochen Hoffmann, Ulrike Röttger, Diana Ingenhoff and Anis Hamidati

Despite an impressive body of international research, there is a lack of empirical evidence describing the ways in which organisational environments influence the practices of…

Abstract

Purpose

Despite an impressive body of international research, there is a lack of empirical evidence describing the ways in which organisational environments influence the practices of corporate communications (CC). A cross-cultural survey in five countries contributes to closing this research gap. The paper aims to discuss this issue.

Design/methodology/approach

What makes the research design innovative is that the questionnaire incorporates both practitioners’ perceptions of the cultural context and the relevance of CC practices. The sample comprises 418 practitioners from the most senior positions in CC in the biggest companies in Australia, Austria, Germany, Indonesia, and Switzerland. By choosing a systematic access to the field the authors circumvent shortcomings of “snowball” sampling techniques.

Findings

While cultural perceptions and CC priorities vary to a certain degree, there are hardly any significant correlations between the two. Meanwhile, the “nation variable”, and the institutional settings associated with it, are more instructive when explaining differences in CC.

Research limitations/implications

A large cross-cultural survey needs to take a “birds eye view” and, as such, is able to identify only general tendencies when describing relations between perceptions of culture and CC practices. Future case studies and qualitative research could explore more subtle ways in which CC is influenced not only by the cultural context, but also – and probably even more – by institutional environments.

Originality/value

This is the first cross-cultural survey to systematically describe on the level of primary data, the links between CC practices and perceptions of the organisational environment. Since the results indicate only a limited impact of culture, the authors would recommend the rehabilitation of the “nation variable”. Provided it is understood and differentiated as a representation of specific institutional contexts, the nation variable is likely to prove highly instructive when accounting for the diversity of CC observed around the world.

Details

Corporate Communications: An International Journal, vol. 20 no. 4
Type: Research Article
ISSN: 1356-3289

Keywords

Article
Publication date: 28 February 2024

Anupama Prashar

Evolved from Toyota’s shop floor in Japan, lean bundles are universally accepted for boosting manufacturing performance. However, extant literature shows mixed findings on the…

Abstract

Purpose

Evolved from Toyota’s shop floor in Japan, lean bundles are universally accepted for boosting manufacturing performance. However, extant literature shows mixed findings on the effectiveness of lean bundles in non-Japanese settings. This meta-analysis is aimed at understanding the influence of national culture (NC) differences on the lean bundles-performance relationships.

Design/methodology/approach

A total of 224 effects from 12,569 observations across 48 empirical studies from 14 countries are meta-analyzed. Also, weighted least squares (WLS) meta-regression using NC scores from the Global Leadership and Organizational Behavior Effectiveness (GLOBE) study are conducted to test the moderating effect of NC dimensions.

Findings

The meta-analysis reveals a positive association between the lean bundles and firm performance; though, the strength of the association varies across the individual lean bundles. The meta-regression results show that lean practices are more effective in countries that value high future orientation, high collectivism, low-performance orientation and high assertiveness.

Originality/value

The results contribute to the literature on the role of local cultural influence on strategies and decisions related to the implementation of continuous improvement (CI) programs in cross-cultural settings.

Details

The TQM Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1754-2731

Keywords

Book part
Publication date: 24 January 2011

Ronald Bledow, Michael Frese and Verena Mueller

We develop a new look on leadership for innovation and propose that effective leaders alternate between a broad range of behaviors and tune their approach to the changing demands…

Abstract

We develop a new look on leadership for innovation and propose that effective leaders alternate between a broad range of behaviors and tune their approach to the changing demands of innovation. This is referred to as ambidextrous leadership. As the importance of different leader behaviors varies not only across time but also across contexts, ambidextrous leadership takes different shapes depending on contextual conditions. We discuss culture as an important contextual condition that holds implications for effective ambidextrous leadership. Cultures have different strengths and weaknesses for innovation that can be leveraged or compensated. We use the cultural characteristics identified by the GLOBE project to discuss how leaders can take culture into account when leading for innovation.

Details

Advances in Global Leadership
Type: Book
ISBN: 978-0-85724-468-0

Book part
Publication date: 14 December 2023

Nimet Kalkan and Fatma Betül Şükür

This chapter aims to consider workplace spirituality from a cross-cultural perspective. The terms workplace spirituality and culture are so intangible, and both start with the…

Abstract

This chapter aims to consider workplace spirituality from a cross-cultural perspective. The terms workplace spirituality and culture are so intangible, and both start with the attitude and behavior of humans but are meaningful in a community. Because of the constraint of understanding these abstract settings, it is necessary to define and specify the dimensions of both concepts to achieve the aim of this chapter. In this regard, the section starts with the conceptuality of workplace spirituality and the dimensions of the term, which cumulate at individual, group, and organizational levels. It goes with the part of cultural dimensions in the light of Hofstede's (2001) direction, Chhokar, Brodbeck, and House's (2007) extension, and Sharma's (2010) derivation of cultural dimensions for national, organizational, and individual levels, respectively. After joining the dots, the chapter focuses on one of the most sacred research areas for academic literature, cross-cultural differences, and workplace spirituality. The last part of the chapter is the conclusion to point to final notes about the concepts and help guide future studies.

11 – 20 of over 1000