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This study aims to investigate whether the three-dimensional leisure constraints model which is adapted to holiday tourism shows the same structure for mono- and bicultural people and perceptions of these groups differ from each other.

Separate surveys are conducted on Turkish people who are resident in Turkey, representing the mono-cultural structure, and Turkish people who live in Germany, representing the bicultural structure. The model is tested by factor analysis for each group, whereas perception differences on holiday tourism constraints are compared with t-tests.

The analysis results showed that the factorial structure of the leisure constraints model is not the same in the holiday tourism context. Hence, new constraints dimensions were obtained in each case. A comparison of the holiday tourism constraints also showed that the perceptions of the mono- and bicultural people were significantly different from each other.

The current study has contributions to the literature in terms of examining the holiday tourism constraints by using the adapted version of the leisure constraints model. Moreover, targeting Turkish people who live in Turkey and Germany, as the study samples, indicates a unique representation of mono- and bicultural structures.

This paper aims to contribute to the understanding of organizational conflict management from a multicultural perspective in the context of higher education institutions (HEIs).

Besides a theoretical discussion about multiculturalism and leadership, a case study based extensively, but not exclusively, on oral history has been undertaken within a unit of a HEI in Brazil. The case study, which illustrates the cost when multicultural leadership is absent, is based on a combination of first‐hand information and facts reconstruction.

The research discussed in this paper showed that the system of constructing “otherness” and isolating it can actually be characterized as workplace bullying condoned by extremely mono‐cultural leaders. An alternative scenario with more multiculturally competent leaders is discussed, providing possible tools and avenues for organizational conflict management.

HEIs should be viewed as multicultural organizations, not only for the purpose of developing multicultural curricula but also for reviewing the impact of institutional practices and leadership on the organizational climate. Leaders should be ethically and multiculturally accountable for ensuring an institutional identity that is open to cultural plurality and to the challenge of the institutionalization of differences.

This paper goes beyond multicultural issues restricted to individual and group identities and incorporates institutional cultural climate and the role of multicultural leaders in organizational conflict management in the context of HEIs, hitherto not much discussed, which may open up new debates in the area.

In this study of Korean and US negotiators, the authors aim to demonstrate limits on the presumption that inter‐cultural negotiations are doomed to generate low joint gains.

In a laboratory study with 45 bi‐cultural Korean students and 47 mono‐cultural American students, the authors created a total of 16 US‐US, 15 Korean‐Korean, and 15 US‐Korean dyads. The authors audio‐recorded their negotiation conversations and analyzed the content of the negotiation transcripts. The authors focused on the use of pronouns and coded how they were used and the impact this use had on the outcomes of the intra‐ and inter‐cultural negotiations.

Results show that inter‐cultural dyads generate higher joint gains than Korean or US intra‐cultural dyads. The explanation based on social awareness and social distance theorizing shows that inter‐cultural negotiators, one of whom is bi‐cultural, who use language, especially the pronoun “you” to close social distance, achieve higher joint gains than intra‐cultural negotiators who do not.

The authors conclude that the language people use in social interaction, especially pronouns, is an indicator of social awareness and signals attempts to close social distance.

This research demonstrates that the way negotiators use language predicts their economic outcomes.

The trend towards internationalisation in many service industries has increased the need for both managers and academics to collect cross‐cultural/national consumer‐perceived service quality data. Failure to establish cross‐cultural equivalence and to detect differences in cross‐national response bias will, however, affect data comparability, may invalidate the research results and could therefore lead to incorrect inferences about attitudes and behaviours across national groups. By initially focussing on developments in the mono‐cultural service quality literature, a framework is presented whereby academics and managers can assess the potential impact of these international measurement issues. Existing cross‐cultural service quality literature is reviewed and the extent to which these issues are addressed is highlighted. Methods for detecting and correcting cross‐national response biases are discussed.

This paper aims to draw attention to multicultural experience as a manager. It is an auto-ethnographic enquiry which comprises own experiences and intercultural and intra-cultural engagement of the author’s self in both mono-cultural and multicultural environments drawing from archival records of personal account of experience.

The paper adopted auto-ethnographic enquiry of the author’s experience in multicultural environment. The auto-ethnography as a research method is discussed along with its criticisms, validity, reliability and generalisability.

The findings include power distance, elitism in hiring practices, inclusivity of women, challenges in South Asian Muslim countries, challenges in the non-anglophone country and their implications for a practitioner.

As the author employed an auto-ethnographic enquiry based on the author’s prior experience, this raises questions about wider generalisability and applicable contexts. Findings of the enquiry can be tested using further qualitative enquiries such as in-depth interviews with a sample of stakeholders in a multicultural environment.

The paper provides insights useful in managing in multicultural environments discussed. Also, it provides implications for policy makers in organisations. Practitioners can use the paper to get an insight into the markets the author already have been to and use the learning for decision-making during market development efforts.

Auto-ethnography in multicultural environment is scant. This auto-ethnographical enquiry provides original content of practitioner experience compared with the related theory.

Prior research has found that consumers’ purchasing behavior varies amongst consumers of different cultures. The purpose of this paper is to examine the behavior of consumers of luxury products by investigating the relationships between their collective-oriented values (pertaining to religion, family, and community), and their materialism or materialistic orientation, resulting in them using such products to signal their social status to others, and whether they are getting satisfaction from using such products, in an effort to understand how the behaviors vary between Malaysian and Saudi Arabian consumers.

Data were collected by a questionnaire survey where 1,388 self-administered questionnaires were collected from Baby boomers, Generations X and Y respondents in two major cities: Kuala Lumpur, Malaysia and Jeddah, Saudi Arabia. The data were analyzed using structural equation modeling. The authors also assessed the structure and reliability of the constructs developed for this research as well as tested some hypotheses regarding their interrelationships, across the two different cities/cultures.

Findings demonstrate the complexity of cultures and lifestyles of consumers and societies. For Saudi consumers, their materialistic tendency is significantly influenced by their religious, family values (inverse relationship), and community values, whereas for the Malaysian consumers, this tendency was only significantly influenced by their family values. For the Saudis, there were strong positive relationships between materialistic values and product status signaling and between product status signaling and product satisfaction, whereas for the Malaysians, both relationships were also positive but only moderate in strength. Overall, the results show that the Malaysians were more materialistic than the Saudis. But, since the Saudis have higher income, they are in a better position to fulfill their materialistic desire than their Malaysian counterparts.

The convenience sampling used for the study is the main limitation. Another limitation of this study is that it was done in only one major city in each of the two countries.

Consumers from the two cultures/cities do use luxury products to signal their status in the society, despite their different cultures and country income levels and that the consumption of those products gave both of them satisfaction. Hence, as a practical implication, international marketers of luxury products and services could and should continue to market their products and services in these two countries. However, they need to understand that the factors that influence the consumers’ materialism are different between the two cultures/cities and hence their marketing strategies need to take this into consideration.

All the issues discussed in this study have not been previously empirically investigated and compared in two different developing countries – Saudi Arabia, a mono-cultural and high-income country) and Malaysia (a multi-cultural and upper middle income country) despite their rapid growth rates and economic importance.

Discusses diversity in the South African library and information work environment recognising major theories of diversity, and describing diversity provisions in the Constitution, policies and legislation of South Africa. Observes that diversity is not a focus issue in the library and information work environment and speculates that such insignificant attention to diversity could arise from the assumption that existing policies and legislation are sufficient to manage diversity interests. There is also a fear that making an issue on diversity can divide people rather than unite. Recommends that a major research project be conducted on diversity in the library and information workplace to provide insight into the true situation and help in strategizing, planning and intervention.

Established educational leadership discourse has been dominated by Anglo‐American perspectives oblivious to the cultural diversity that characterizes the contemporary world. It has frequently privileged mono‐cultural, mainstream values which have meant indigenous and ethnic groups have suffered alienation, exclusion and disadvantage. Western‐led educational interventions in developing nations also frequently fail to acknowledge the rich cultural traditions of recipient societies and theories and practice are rarely appropriately scrutinized for “cultural fit”. The purpose of this paper is to construct a theory for leadership in intercultural contexts.

The article reviews how monocultural assumptions of colonial and national leadership cultures in the past were frequently inappropriate for the diverse populations they were intended to serve. The global era has witnessed the emergence of cross‐cultural theory and research paradigms to combat cultural blindness and develop cultural sensitivities. While applauding these developments, the epistemological assumptions that underlie such research are questioned. A case for more nuanced theory, which acknowledges complex interactions between agents from different cultures, is developed. This includes a call for more dynamic research tools based upon constructivist and phenomenological premises.

Cross‐cultural research has generated territorial maps that promote insight and mutual understandings. However, it relies upon essentialist stereotypes that mask the existence of complex sub‐cultures and dynamic forces of change within national cultures. Case study research which taps the subjective understandings of cultural actors is cited to reveal a more complex process of interaction between cultural agents.

This is a theoretical exploration, not an empirical report. It is limited by the scarcity of existing research in a fledgling field.

The article encourages researchers to move from observationally based, stereotypical portraits to more nuanced concepts of cultures as complex, multi‐layered and changing phenomena. It establishes the epistemological foundations for future research in inter‐cultural contexts.

The paper develops new directions for future theory and research.

Persistent wave of armed conflicts – militancy and terrorism – and the mono-cultural structure of the Nigerian economy, as well as extensive reliance on revenue from crude oil, highlights how external vulnerabilities, weakening internal structure and insecurity could significantly exacerbate public revenue loss. Understanding the nature, trend and impact of these factors on government revenue is one of the questions that still remain unsolved. The purpose of this paper is to examine the impact of global oil prices, militancy and terrorism on government revenue in Nigeria.

The study focusses on the state-failure and frustration-aggression hypotheses to explain the nature and trend of armed conflicts in Nigeria. The autoregressive distributed lag (ARDL) model is used to examine the effect of global oil prices, militancy and terrorism on government revenue.

The study reveals that crude oil price, terrorism and militancy have significant negative effect on government revenue in short- and long-run Nigeria. Evidence from the study therefore supports the theory that macroeconomic fluctuation is largely determined by endogenous and exogenous factors in Nigeria.

In view of this review, future studies should empirically analyse the interactive impact of militancy, terrorism and global oil prices on government expenditure or a combination of government revenue and expenditure.

The study provides evidence on the role of internal and external factors on macroeconomic fluctuation, and recommended appropriate suite of policies that could mitigate external and internal vulnerabilities, especially during upsurge in armed conflicts.

This article addresses some issues for Western women in negotiating with individuals and organisations in China. To be successful in a Chinese negotiation requires an awareness and understanding of cultural differences, and negotiation characteristics and behaviour to avoid any misunderstanding or tension. Research results show that there are no major hurdles for Western women negotiators in China. There are, in fact, advantages if they follow a few guidelines. These include having a professional and businesslike approach and understanding the cultural characteristics of a Chinese negotiation. The advantages include being easily noticed, remembered and receiving concessions more readily than Western men. As a result, the negotiation receives more attention and consideration, thus facilitating the achievement of the negotiation goals.