Search results

The authors study the role of collectivistic norms and beliefs on organizational citizenship behaviors (OCBs) in Mexico, including differences across gender and generations.

The authors researched the relationship between Mexican employees' collectivistic norms and beliefs and their OCBs, which the authors grouped into etic (universal), emic (regional) and unique (indigenous) categories, the latter referred to as Mexican OCBs (MOCBs). The authors also studied the role of gender and generations as moderators.

Collective norms had a positive relationship only on the etic OCBs of sportsmanship, while collective beliefs impacted altruism and civic virtue; the etic OCBs of personal development, protecting company resources, interpersonal harmony; and the MOCBs of dedication and camaraderie. Collective beliefs on the etic OCB of altruism, the emic OCB of protecting company resources and the unique MOCB of camaraderie were stronger for workers from Xers than for Millennials. Moderation tests also showed that collective belief had stronger effects on the emic OCB of protecting company resources and the unique MOCBs of dedication and camaraderie for men than for women.

Gender roles in emerging economies where society is characterized by collectivistic attributes, especially in a sample drawn from professional employees, may have changed. This could explain the reason why most of the interactions were stronger for men. Future studies involving gender roles should look beyond a demographic variable and design an instrument measuring self-perceptions of role identity, such as the Bem Sex Role Inventory (Bem, 1974). This study's findings could be generalized, particularly, to other Latin American nations, but scholars should acknowledge differences in economic development and gender roles, as well as unique cultural elements (Arriagada, 2014; Hofstede, 1980).

The results of this study yield three practical implications for international managers, including (1) distinguishing between the impact of changing cultural norms or beliefs on OCBs, (2) understanding how demographic factors such as gender or generation may influence the degree of OCBs exhibited in the workplace by specific employee groups, and (3) identifying cultural contexts which promote OCBs. First, workers from a younger generation in a collectivistic society, such as Millennials, respond less positively than workers from older generations to cultural beliefs concerning OCBs, such that they are less willing to engage in a particular category of OCBs including protecting company resources.

Global managers should be aware that employees engage in distinct OCBs for different reasons. Emphasizing cultural rules and norms behind helping one another may backfire in Mexico, particularly among men and younger generations of workers. This is understandable for these OCBs. For example, engaging in personal development for the organization's sake due to collective norms may be less effective that pursuing personal development opportunities that employees are passionate about or recognize as beneficial for their careers. Dedication and sportsmanship behaviors that stem from rules are likely less strong or effective as OCBs employees engage in due to strong beliefs or altruistic spontaneity.

The authors filled a gap in scholar's understanding of cultural norms and beliefs on behavior. Specifically, the authors found that cultural beliefs shape etic, emic and unique MOCBs, particularly for men and older generations, and that cultural norms have a negligible and sometimes negative role, being positively related only to the etic OCB of sportsmanship.

The purpose of this paper is to study how job flexibility influences job satisfaction among Mexican professionals, and focus on the role of key socio-cultural moderators relevant to Mexican society.

The paper explore how this relationship may be more important for women, employees with dependents such as children and elder parents and younger generations of professionals (e.g. Millennials).

The authors find that job flexibility is positively related to job satisfaction. This relationship is stronger for employees without dependents, as well as for younger generations of professionals (e.g. Millennials). Surprisingly, the relationship between job flexibility and job satisfaction does not differ by gender. The findings explain why job flexibility is more conductive to job satisfaction for employees without dependents, who tend to belong to younger generations.

Overall, the findings present important implications for managing job flexibility in Mexico and other Latin American countries, particularly for younger professionals.

The purpose of this paper is to examine the dimensionality of emic (culturally specific) organizational citizenship behavior (OCB) of Mexican professionals.

This study considered the collectivistic cultural background of Mexican professional employees and developed a framework based on the emic (culturally specific) dimensions of OCB.

Based on exploratory and confirmatory factor analyses, the authors find that the emic OCB of Mexican professionals is characterized by five dimensions: collegial harmony, organizational camaraderie, professional development, organizational faithfulness, and protecting company resources.

The findings also offer incremental contributions to OCB research. In order to correctly capture the entire phenomena of OCB in different cultures, researchers often focus on the emic (specific/cultural unique) approach. Along this vein, the authors identified the Mexican OCB dimensions in an emic approach.

The purpose of this paper is to investigate the relationships between the magnitude of job offshoring and organizational contingencies, including total number of employees, multinationality, business diversification, and relevancy of business activities.

Previous studies on job offshoring were restricted in descriptive and prescriptive understanding of the phenomena. Utilizing secondary data, this paper provides empirical findings on the magnitude of job offshoring from an organizational contingency perspective.

The results indicate that larger and multinational firms tend to offshore a larger number of jobs, and less diversified firms tend to offshore a higher ratio of jobs. Also, firms that offshore their core business activities are more likely to move a higher ratio of jobs to offshore destinations.

This paper reveals some of the key organizational factors that account for the magnitude of job offshoring within American firms.

The findings offer insights in what the government, the society, the workforce need to prepare for future changes and the globalization of business.

The paper offers empirical explanations of the magnitude of job offshoring. Various governmental, private, and international institutions may rely on the findings in making political, commercial, and social policies and decisions.

This study aims to present the digital library Galician virtual library (BVG, for “Biblioteca Virtual Galega”) in Galician.

The paper shows the objectives pursued by the BVG, its development, putting special emphasis on the main technological challenges, and presents some data about its usage.

A digital library can be used to stimulate a lesser‐used language and to promote the culture and tourism of a region.

The paper shows how a digital library can be used to strengthen the Galician language, which is currently categorised as a “Lesser Used Language” in the European Community and to contribute to the preservation and spreading of Galician culture and literary works, either from current authors or from previous documents. It also provides a digital publishing house for new authors and opens a communication channel between current authors and their readers. Finally, it helps to connect a scattered community like the Galician, offering a centralised access point to any information about Galicia. This work also presents some technological innovations included in the BVG, especially from the viewpoint of user interface design and search by content.

This study aims to examine the research pattern and growth trends of published research on a unified theory of acceptance and use of technology 2 (UTAUT2) from 2012 to 2019. The study also examines the research scope of UTAUT2 for future researchers.

This study has adopted a bibliometric approach followed by a structured literature review analysis to synthesize the research on UTAUT2 since 2012. In total, 163 documents were analyzed for type of studies, theories and frameworks, methodologies, author wise collaboration, organizations that contributed to the body of knowledge in the UTAUT2 research and journals that published studies in this domain. VOSviewer and Tableau were used for the data visualization, whereas TCCM, which means theory (T), context (C), characteristics (C) and methodology (M) framework is used to propose the future research directions.

The findings reveal research on UTAUT2 is growing. The structured literature analysis of the top 15 cited articles further analyzed the parsimony of new models in detail. In addition, the study highlights the inception by and promoters of UTAUT2 in a separate section. The data for this study was collected by searching the title, abstract and keywords of documents in the Scopus database.

This study is based on research papers, published in the UTAUT2 research area, that have been extracted from the Scopus database by keywords only. Future studies can also perform a meta-analysis of various clusters generated by bibliometric analysis.

This study is useful for practitioners to devise strategies for increasing technology acceptance, adoption and utilization in the times to come.

To the best of the authors’ knowledge, this study is one of the very few and early studies, which examined patterns and growth trends of the UTAUT2 studies with the TCCM framework, to suggest scope for future research studies.

As a multinational corporation (MNC) implements a new innovation campaign at its worldwide operations, varying degrees of success stories are reported. The extent of how an innovation campaign and methodology can be transferred from its corporate office to its overseas operations has been the subject of considerable debate. Implementing an innovation methodology such as the total quality management (TQM) can be challenged by the organizational culture unique to each operation. The purpose of this paper is to investigate the relationship between organizational culture stemming from national culture and TQM implementation performance.

In total, 186 managers of MNCs are surveyed in their cultural orientations and TQM implementation experiences. The survey result is analyzed by regressing cultural elements on TQM elements.

Our result suggests that an organization's TQM practices are significantly influenced by the organization culture. However, each dimension of organization culture is related to TQM in different fashions. For instance, power distance influences all the TQM elements, but masculinity has positive impact on business performance of TQM practice only.

Our findings may assist MNCs in explaining varying success stories of quality management implementation efforts. Furthermore, MNCs can focus their efforts towards improving certain organizational culture that is more significantly related to a certain quality management element.

No previous research has reported on how organizational culture stemming from national culture affects quality management methodology implementation.

The indexing techniques most commonly applied in information retrieval systems associate weights to the terms of documents; this association is carried out in order to quantify the term’s capacity for representing the document. Subsequently, these weights are used in query processing, playing an important role in the performance of the system. This work presents a method for the adjustment of index weights by processing text that has been highlighted by users. Text in a document is highlighted using an application which provides annotation facilities in order to support active reading. Highlighted text is supposed to be of special relevance and the method tries to improve the index weights of terms located in these highlighted fragments.

The purpose of this research is to automatically separate and extract meta‐data and instance information from various link pages in the web, by utilizing presentation and linkage regularities on the web.

Research objectives have been achieved through an information extraction system called semantic partitioner that automatically organizes the content in each web page into a hierarchical structure, and an algorithm that interprets and translates these hierarchical structures into logical statements by distinguishing and representing the meta‐data and their individual data instances.

Experimental results for the university domain with 12 computer science department web sites, comprising 361 individual faculty and course home pages indicate that the performance of the meta‐data and instance extraction averages 85, 88 percent F‐measure, respectively. Our METEOR system achieves this performance without any domain specific engineering requirement.

Important contributions of the METEOR system presented in this paper are: it performs extraction without the assumption that the object instance pages are template‐driven; it is domain independent and does not require any previously engineered domain ontology; and by interpreting the link pages, it can extract both meta‐data, such as concept and attribute names and their relationships, as well as their instances with high accuracy.