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1 – 10 of 22Regina Kempen, Kate Hattrup and Karsten Mueller
The purpose of this paper is to investigate the relationship of flexible and permeable boundary management with both life domain conflict and life domain enrichment among…
Abstract
Purpose
The purpose of this paper is to investigate the relationship of flexible and permeable boundary management with both life domain conflict and life domain enrichment among expatriate workers.
Design/methodology/approach
This study utilizes a sample of 199 expatriates working in a higher education context, and analyses survey data with hierarchical regression analysis and cluster analysis.
Findings
Relationships between the permeability and the flexibility of life domains, and work-private life conflict, private life-work conflict, and work-private life enrichment were found. However, no significant results were obtained for the relationship between boundary management and private life-work enrichment. Two clusters of boundary management used by expatriates are described.
Research limitations/implications
Due to cross-sectional data, causal influences cannot be determined with confidence.
Practical implications
The findings underscore the need to consider the role-related stakeholders of expatriates, especially in the private life domain. Implications for the support of expatriates based on the boundary management clusters are discussed.
Originality/value
This is the first study analysing boundary management distinguishing between flexibility and permeability in an expatriate context.
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This paper aims to accomplish two purposes: firstly, it revisits the “positional identity” – the ambivalent-hybrid disposition – of human resource management (HRM) in the…
Abstract
Purpose
This paper aims to accomplish two purposes: firstly, it revisits the “positional identity” – the ambivalent-hybrid disposition – of human resource management (HRM) in the (postcolonial) Global South. Secondly, it seeks to reframe the role of Southern agents of the epistemic community of HRM, particularly human resource (HR) managers, in managing people in the South.
Design/methodology/approach
This paper takes inspiration from the postcolonial theory of Homi Bhabha, his notions of hybridity, the Third Space and colonial positionality, to revisit the positional identity of HRM and to reframe the role of HR managers in the South.
Findings
In postcolonial Southern organisations, HR managers play a dual role – as “mimics” and “bastards” of Western discourses of HRM. The dual role tends to put the managers in Southern organisations in a “double–bind”.
Research limitations/implications
This paper helps in the understanding of the role of HRM as well as HR managers in Southern organisations regarding the (post-)colonial legacy of the South.
Originality/value
This paper provides new insights into the identity of HRM in the Global South beyond the dualistic understanding of HR practices, such as convergence–divergence and the mere form of crossvergence. It argues that hybridisation of HRM in Southern organisations takes place in the form of (post-)colonial hybridity.
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The paradigm of a social market economy postulates that theevolution of a functional market economy, as the guarantor of freedom,human dignity and justice, cannot be left to…
Abstract
The paradigm of a social market economy postulates that the evolution of a functional market economy, as the guarantor of freedom, human dignity and justice, cannot be left to chance but must be consciously guided along the “principles” of Eucken′s economic constitution. The moral problem of modern capitalism can be spelled out in terms of imbalances between economic and ethical norms in the public and private sectors, the influence of special interest groups and politicians to pursue measures detrimental to a competitive market economy, ideological prejudices about common welfare and a socially‐caring state, insufficient adherence to the fact that it is in everyone′s interest to be concerned about everyone′s welfare, and, to summarise, imbalances in the principle that “government should govern as little as possible but not do as little as possible” or between “as much centralisation as necessary with as much decentralisation as possible” in the economy.
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Eucken′s paradigm of a “social market economy” provides a frameworkfor a functional free‐market mechanism, which not only accommodatesdevelopment and change, but which also…
Abstract
Eucken′s paradigm of a “social market economy” provides a framework for a functional free‐market mechanism, which not only accommodates development and change, but which also assures human dignity and freedom. Eucken places special emphasis on the integration of economics with “order” and “justice”. He holds that an unconstrained laissez‐faire economy does not assure a competitive economy but that it will degenerate into monopolistic practices. Eucken formulates his “structural” and “regulating” principles to facilitate a functionally competitive economy with a compatible social policy, to assure greater efficiency and to reduce poverty.
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Luchien Karsten and Honorine Illa
To explore how an increasing attention which is being paid to language and culture in organisations can help people to understand the impact of particular management concepts in…
Abstract
Purpose
To explore how an increasing attention which is being paid to language and culture in organisations can help people to understand the impact of particular management concepts in business practices.
Design/methodology/approach
A range of publications has been selected to indicate how important language in organisations is and how particular cultural backgrounds influence the applicabilty of management concepts. This has been illustrated with the concept Ubuntu, which gains popularity in South Africa.
Findings
The applicabilty of Ubuntu in companies will rely on the habitus of the manager to be a good conversationalist.
Originality/value
So far the Western literature about management knowledge has neglected the development of particular management concepts originating in other parts of the world.
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Gorbachev is in the process of not only abolishing central planningand the privileges of the nomenclatura but also establishing broadpolitical dialogue and elections, and, most…
Abstract
Gorbachev is in the process of not only abolishing central planning and the privileges of the nomenclatura but also establishing broad political dialogue and elections, and, most importantly, at least some forms of private property and the price mechanism. He realises that socioeconomic theories which abstract themselves from the observations and needs of daily life have little relevance. Furthermore, he is aware of the fact that a meaningful paradigm has to pay attention to society′s values, i.e. to the interrelationship of personal initiative, morality, law, government and public policy. Hence, Gorbachev advocates the establishment of more favourable socioeconomic conditions to lay the foundation for a “functional social market economy”, however defined, in the Soviet Union.
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Natalia Vershinina, Kassa Woldesenbet Beta and William Murithi
The purpose of this paper is to conceptualise how various value dimensions of Harambee, the Kenyan culture, affect the fostering of entrepreneurial behaviours. Theoretically, we…
Abstract
Purpose
The purpose of this paper is to conceptualise how various value dimensions of Harambee, the Kenyan culture, affect the fostering of entrepreneurial behaviours. Theoretically, we draw upon perspectives that view culture as a toolkit and use cultural variables provided by Hofstede to examine the links between national culture and entrepreneurial endeavours in an African context.
Design/methodology/approach
The paper is based on review and synthesis of accessible secondary sources (published research, country-specific reports, policy documents, firm-level empirical evidences, etc.) on the topic and related areas to understand and advance research propositions on the link between enterprising efforts and national culture specific to the Kenyan context.
Findings
Several theoretical propositions are offered on themes of collective reliance, social responsibility, enterprising, resource mobilisation and political philanthropy to establish relationships, both positive and negative, between values of Harambee and entrepreneurial behaviours. Further, the study provides initial insights into how actors blend both collectivistic and emergent individualistic orientations and display collective identity in the process of mobilising resources and engaging in entrepreneurship.
Research limitations/implications
The conceptual framework presented bears a considerable relevance to the advancing theory, policy and practice associated with the national culture and entrepreneurial behaviour in the African context and has potential to generate valuable insights.
Originality/value
This original study provides a springboard for studying the relationship between African cultural context and entrepreneurial behaviours.
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Corina Braun and Karsten Hadwich
This paper aims to explore the determinants of perceived internal service complexity in internal service encounters. In this context, the nature of internal service complexity is…
Abstract
Purpose
This paper aims to explore the determinants of perceived internal service complexity in internal service encounters. In this context, the nature of internal service complexity is considered, to identify its promoting and limiting factors, as well as its non-linear effects on internal service quality.
Design/methodology/approach
To acquire information on factors influencing internal service complexity, a broad literature review was conducted. Furthermore, to validate and verify these results, structural equation modeling’ was used in the context of a quantitative study with 705 internal customers.
Findings
The results revealed four promoting and seven limiting complexity determinants at organizational, interdepartmental and internal supplier-related levels. Moreover, the findings showed that an optimal, moderate level of internal service complexity maximizes internal service quality.
Research limitations/implications
As the findings are restricted to this study, further research should be conducted with regard to different types of companies and internal customers. Furthermore, future research should take variability over time into account. Executing a longitudinal approach to internal service complexity might therefore be appropriate.
Practical implications
Managers should note that exclusively reducing internal service complexity is insufficient; rather, a hybrid strategy of lowering and controlling is indispensable for an optimization. Based on the identified complexity determinants, a three-step guidance to optimize internal service is proposed.
Originality/value
Despite examining the construct complexity, previous research has neither analyzed internal service complexity nor studied its determinants. This paper provides an empirical model that analyzes inhibiting and promoting factors of internal service complexity as well as its non-linear effects on internal service quality.
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Luchien Karsten, Sjoerd Keulen, Ronald Kroeze and Rik Peters
This paper aims to look at the role of the top and middle management of the Philips organization during the transition from one type of organizational change to another in the…
Abstract
Purpose
This paper aims to look at the role of the top and middle management of the Philips organization during the transition from one type of organizational change to another in the 1990s and the role the history of the organisation played in this process.
Design/methodology/approach
The paper analysis is based on historical records, literature and interviews with former Philips top managers.
Findings
The paper shows that Philips' leaders used different styles of leadership to create a deliberate atmosphere and willingness to change. The final emergent transformation, however, could only sufficiently materialise while it rejuvenated existing management concepts like Quality Management. The success was partly based on the fact that these concepts played a historical role in the Philips organisation.
Originality/value
The paper adds the historical style approach to leadership research and pays attention to the important role of the organization's history during processes of organizational change.
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