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The purpose of this paper is to address the research gap on Lebanese female managers and to examine female managers' perceptions of their organizations in relation to women's career progression.

The research was quantitative in nature. A survey questionnaire was used to collect data from 450 female managers. Measures included personal and demographic characteristics, organizational culture, organizational practices, organizational networks, mentoring and role modeling, tokenism, and the usage of wasta.

Descriptive statistics and analysis of variance were used to explain the results. The results reveal that female managers perceive their career progression to be affected by organizational culture, practices, and networks, while mentoring and tokenism were shown to be less critical. In addition, the women in this sample perceived wasta to be a powerful determinant.

The findings contribute to a wider appreciation of the implicit barriers to women's career development and retention, will help organizations engage with the diversity agenda in this region and provide a better understanding of how these companies and their members can make progress, will help inform managerial interventions to make managers better able to make the most of the issues faced, and will help organizations make a much more concerted effort to manage junior female managers through helping them accelerate in their progression and development.

The paper contributes to the limited literature on women in management in Lebanon as well as the Middle Eastern region in general.

This paper explores the experiences of Lebanese and Ukrainian diasporans on the Canadian island of Newfoundland by using the concepts of host-region and reflective domestic ethnicity. ¹ It is based on fieldwork among the descendants of Lebanese immigrants who settled at the turn of the twentieth century (Hirschfeld Shibley) and recent immigrants from Ukraine (Lesiv). Many studies of diasporas explore the notion of ethnicity. These explorations often take place in large and representative diasporic settings that, in turn, offer platforms for diverse public expressions of ethnic identities reinforced by vibrant diasporic institutions. Newfoundland is a comparatively small territory and has historically been an unpopular destination for immigrants. Furthermore, in Canada, the island is known for its distinct regional sense of identity. The generalised framework of ‘hostland’ frequently used to embrace entire countries or continents is unsuitable for the present study. Via a narrower regional prism, our findings show that, albeit for dissimilar reasons, Lebanese and Ukrainian diasporans engage with their ethnic heritages predominantly in domestic spheres. We explore domestic ethnicity formation processes focusing on select creative expressions, including material objects.

American and Lebanese women may feel they have different needs and therefore have different wants. This distinction brings to the fore the importance of an integrative analysis of forced and voluntary (push-pull) factors that influence entrepreneurship. The purpose of this paper is to compare Lebanese and American women to determine their push-pull drive for entrepreneurship. Background: women entrepreneurship is developing in various cultural settings internationally as well as domestically. This research paper attempts to address the inference of autonomy, creativity, and non-conformity in comparing American and Lebanese women entrepreneurs with respect to the push-pull framework of entrepreneurship.

An interpretive analysis of 102 extensive in-depth interviews with women entrepreneurs from the USA and Lebanon allows the exploration of the relevance and salience of the proposed push-pull gender related entrepreneurship framework. Contrasting American and Lebanese women responses explains why the number and rate of women entrepreneurs is greater in the USA than in the Arab world, and attempts to answer why American women are more entrepreneurial and how the environment impacts them.

Emerging patterns of female business entrepreneurship in this analysis demonstrate that forced push entrepreneurship is more prevalent among women from a developing economy such as Lebanon than in industrially advanced USA. By contrast voluntary pull entrepreneurship claims more global validity as discovered in the US business culture. Entrepreneurial dimensions analyzed include autonomy, creativity, and non-conformity.

The dynamic interplay of micro, meso, and macro levels of the integrated framework of gender entrepreneurship is taken into further depth by exploring the gender autonomy debate, and highlighting creativity and non-conformity within the push-pull framework of entrepreneurship. This research contributes to reach scopes of practice and research. At the practice level the results show that the economic need is more than the self-satisfaction need to the initiation of new start-up business enterprises for Lebanese women compared to American women. This research sheds a new light on the balancing act of women entrepreneurs between tradition and modernity, between Oriental and Western cultures, and between Americans and Lebanese Arabs.

Perceiving the world as a global village has never been a more acceptable and realistic notion than nowadays. The COVID-19 pandemic has – beyond a reasonable doubt – united the world as never before into the one human community striving to achieve the one goal: survive and go back to “normal” life. Educationally, there is a true demand to set effective approaches, initiatives, and programs that would promote and prompt intercultural citizenship and global citizenship for students, particularly tertiary students, Generation Z, who will be leading the world or the global village post-COVID-19. In response to such a demand, the American University of Afghanistan (AUAF) and Phoenicia University (PU), Lebanon, planned and implemented a joint intercultural program: The Global Cultural Village. The Village connected and brought together 20 students (10 Afghani and 10 Lebanese) from two different cultures at a time of social and physical distancing all over the world. Over a period of five months, virtual, fortnightly meetings (discussions and presentations) were led by the students themselves and facilitated by three conveners from both universities. This chapter evaluates the effectiveness of the intercultural experiences and competencies acquired by the students throughout this program and the subsequent impact on students’ intercultural citizenship and global citizenship knowledge and skills. The methodology adopted was a mixed methods one, entailing a pre-test questionnaire (76 candidates), observational field notes (3 conveners), and post-test semi-structured interviews (14 participants). The study found that the Global Cultural Village created a safe and pleasant virtual environment that stimulated sufficient curiosity, a genuine desire to learn about the other culture, and mutual respect among both the Afghani and Lebanese students. The Village has succeeded in developing students’ intercultural competencies and intercultural communication skills. Students’ intercultural citizenship knowledge, skills, and capabilities have significantly developed as a result. Such a significant development has positively impacted students’ global citizenship knowledge and skills, where they started authentically connecting and practically engaging in global issues and discussions amid COVID-19 and are equipped to do so post the pandemic. This case study will inform higher education institutions (executives, faculty, and staff) in meeting their commitments toward internationalization and contribute to the developing literature about intercultural citizenship and global citizenship amid and post-COVID-19.

The transfer of organizational practices or management instruments in the multinational firm often requires adaptations to the local context of subsidiaries and is, as such, revealing cultural and institutional particularities. Among the multinational firm’s management instruments, the codes of conduct are closely linked to the values and standards of conduct of the parent company. Being instruments of North American origin, codes of conduct were, in the last 20 years, gradually institutionalized first in North American multinational companies and then more frequently in European multinational companies. Several studies showed the difficulties of implementing these instruments in countries as diverse as France, Germany, Israel and China and stressed the importance of coherence between values, local organizational practices and acceptability of codes by employees of the subsidiaries. The purpose of this paper is to study the specificity of the Lebanese context from a new perspective by showing whether codes of conduct were adapted and by explaining the reasons of these adaptations. This research also highlights the differences between American and European multinational companies regarding the transfer of their codes of conduct.

The study used a multiple case study approach. Interviews were conducted in ten Lebanese subsidiaries of multinational companies, four of North American origin and six of European origin.

The study showed adaptations done to transferred codes of conduct in Lebanese subsidiaries. The study also reveals differences between American and European MNCs.

The study sheds light on host-country factors explaining the adaptation of codes of conducts transferred to Lebanese subsidiaries.

The purpose of this paper is to address the research gap on Lebanese women managers and to demonstrate how gender, work, and family factors influence the career advancement of women managers.

The research is qualitative in nature. A total of 32 in‐depth face‐to face interviews were conducted with 32 women managers.

Interview data reveal that Lebanese women managers do not perceive gender‐centered factors as obstacles to career advancement. The women in the study used different terms to describe the impact of gender, work, and family factors on their career progression to those found in existing literature. Their responsibilities towards their families were not perceived as barriers hindering their career progress. In addition, their personality traits, aspirations for management, levels of educational attainment and work experience, and family‐related factors were also not perceived as inhibiting their careers.

The paper provides new practical insights into the relationships and the interconnections between Arab society, women, and their managerial careers. A strong theme is the significant role of Wasta, the reliance and dependence on social connections versus personal education and achievements to achieve career progress, in enhancing career progression and how gender is less of a criterion in the presence of Wasta.

This paper contributes to the limited knowledge about women and management in Lebanon, as well as the Middle Eastern region in general.

This study aims to address the reliability and validity of the shortened versions of the Arabic dimensions of the learning organization questionnaire (DLOQ) to provide evidence on the learning organization (LO) concept in Lebanon and to draw attention to the applicability of the LO concept to facilitate the development and operationalization of the LO in the Lebanese context.

A total of 298 cases from five Lebanese firms were analyzed. Rigorous translation procedures have been applied to ensure the relevance of this instrument in the Arabic context. Confirmatory factor analysis, item-internal consistency estimates and item intercorrelation analysis showed that the 21- and the seven-item versions of the Arabic DLOQ have produced reliable measurement scores with a construct validity adequate to measure the LO culture in the Lebanese context.

The results of the current study confirmed that the shortened 21- and seven-item versions of the Arabic DLOQ are reliable, validated and applicable in the Lebanese context. This study also added to the stability of this foundation and pointed out weak areas that can be addressed by refining and developing the research, theory and practice of the LO.

The results of this study based on the shortened versions contributed to operationalizing a conceptually developed LO theory, which is an appropriate example of theory building in an applied discipline. The results also suggest that the LO comprised interdependent building blocks that need to be integrated at the individual, team and organizational levels to promote change and development in a system.

This study provides managers and HR practitioners, especially in the Lebanese context, with a sound model of the LO theory to be applied in their organizations.

This study provides scholars with an understanding of the potential value of the LO in the Lebanese context. The results present evidence of the cultural impact on the perceptions of the LO in the Lebanese context, confirm the applicability of the shortened Arabic DLOQ and provide HR practitioners in Lebanon with a tool to diagnose LO characteristics accurately and consistently and to determine if there is a link between the LO and organizational performance.

The purpose of this paper is to examine the understanding and practice of diversity management in a Middle Eastern context, based on interviews with two sets of stakeholders (Lebanese women managers and HR managers) directly concerned and involved with diversity management efforts in the Lebanese context.

The paper adopts an integrative multi‐level research design and an interpretive research methodology, capitalizing on in‐depth interviews with eight HR managers and 18 women managers to explore their perceptions and interpretations of diversity management in the Lebanese context.

The findings presented in this paper clearly illustrate the relevance of micro, meso, and macro level factors in diversity management research and the need to accord attention to cultural differences and peculiarities of national contexts.

The paper offers a critical perspective on diversity management in an unusual context. It makes unequivocally clear that the goals for alleviating specific sources of discrimination need to be locally articulated/defined. Furthermore, the paper questions the laissez faire management approach to diversity and warns against a tendency to ignore serious gender related issues at work as more women enter the workforce in the Middle East.

The purpose of this paper is to shed light on factors leading to unethical acts committed by auditors from a cultural and gender perspectives. It investigates differences in junior auditors’ attitudes towards audit behavior when a performance evaluation (PE) is anticipated. The objective of this study is to aid academicians and audit executives in developing new models of PE and internship programs that should mitigate dysfunctional behavior.

A survey adapted from Big Four companies’ performance appraisal templates was administered to junior accountants who have completed their internship programs and their external audit course at accredited universities in Lebanon and the USA. Several statistical tests were conducted to analyze the relationship between the different variables.

This paper shows how PE affects junior auditors’ attitudes to dysfunctional audit behavior (DAB). From a cultural standpoint, American auditors express more negative views towards DAB than their Lebanese counterparts. This paper also demonstrates that female auditors are less inclined towards DAB than male auditors.

Previous studies on the topic have been mostly conducted in developed countries with a scarcity of studies examining multiple countries. This study focuses on two different cultural contexts, a developed country, the USA and an emerging country, poorly represented in the literature, Lebanon. This paper also observes variances between male and female auditors in DAB when expecting a PE. The originality of this paper stems from its concurrent examination of the impact of gender and culture on DAB by using a sample of less-experienced auditors at the end of their educational path.

The ascendancy of women to top management positions is a perennial problem plaguing organizations worldwide. The purpose of this paper is to present some insights relating to this pervasive phenomenon from a Middle Eastern context by exploring the constraints reported by Lebanese women managers throughout their careers.

Literature review and qualitative research methodology consisting of interviews with 62 Lebanese women managers in different fields of occupation.

The findings suggest that the constraints reported by Lebanese women managers are similar to those reported worldwide. The main differences revolve around the strongly felt salience of cultural values and expectations constraining women to traditional roles and a more accentuated sense of patriarchy.

The value added of this research is to present an insider view and fresh perspective into career constraints facing women from a non‐traditional context, namely Lebanon. In view of the Western‐centric nature of academic publication on the topic, there is a real need and added value in empirical research stemming from an Arab‐Middle Eastern context.