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Article
Publication date: 14 September 2021

Lee Gazit, Nurit Zaidman and Dina Van Dijk

The question of responsibility for career development is critical for virtual employees who work remotely. The purpose of this paper is to (1) compare the perceptions of virtual…

1035

Abstract

Purpose

The question of responsibility for career development is critical for virtual employees who work remotely. The purpose of this paper is to (1) compare the perceptions of virtual and on-location employees in the high-tech industry about where responsibility lies for career management, as reflected in their psychological contract (PC) and (2) evaluate the ability of virtual employees to exercise behaviors capable of enhancing their career development.

Design/methodology/approach

A mixed-methods approach was used for this study. Study 1 consisted of semi-structured interviews (N = 40) with virtual and on-location employees working for the same high-tech organization, exploring perceptions responsibility for career self-management as captured by their PCs. Study 2, a quantitative survey of virtual and on-location employees (N = 146) working for various organizations in the high-tech sector, examined perceptions of career self-management through the perceived PC, as well as the perceived ability to exercise behaviors that would enhance career development.

Findings

Both categories of employees assumed that they, together with their direct manager, had responsibility for managing their career development. Nevertheless, virtual employees had lower expectations of support from their managers in this respect (Study 1) and felt that they actually received less support from their managers (Study 2). The results of both studies show, however, that virtuality does not have any significant effect on employees’ self-reported proactive career-influencing behaviors.

Originality/value

The study contributes to existing research by highlighting the perceived joint responsibility for career management and the critical role played by line management in this regard and by showing that virtuality does not have a significant effect on employees’ self-reported proactive career-influencing behaviors.

Details

Career Development International, vol. 26 no. 6
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 25 July 2008

Nurit Zaidman, Dov Te'eni and David G. Schwartz

The purpose of this research is to suggest a framework based on the discourse approach to analyze intercultural communication problems in multinational organizations. The paper…

2216

Abstract

Purpose

The purpose of this research is to suggest a framework based on the discourse approach to analyze intercultural communication problems in multinational organizations. The paper also aims to suggest solutions to these problems by designing support in computer‐mediated communication.

Design/methodology/approach

The paper uses qualitative methodology to discover communication problems and strategies as they are used by employees in a multinational organization.

Findings

Communication problems and strategies were associated with differences between communicators at three levels of discourse: different assumptions about communication; different ways of structuring information and differences in style.

Research limitations/implications

The implementation of the suggested tools introduces potential sensitivities that need to be considered.

Originality/value

The paper highlights how to apply the discourse approach to the analysis of intercultural communication problems and suggests several implementations of computer‐mediated communication mechanisms and techniques that can effectively mitigate communication problems in multinational organizations.

Details

Journal of Communication Management, vol. 12 no. 3
Type: Research Article
ISSN: 1363-254X

Keywords

Article
Publication date: 3 April 2007

Amos Drory and Nurit Zaidman

The purpose of this paper is to compare patterns of impression management in two organizational systems, namely, organic and mechanistic.

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Abstract

Purpose

The purpose of this paper is to compare patterns of impression management in two organizational systems, namely, organic and mechanistic.

Design/methodology/approach

Qualitative data were gathered from 23 employees by means of in‐depth, semi‐structured interviews. In addition, questionnaires pertaining to the use of impression management strategies toward superiors and peers were given to 208 employees from military and R&D organizations.

Findings

The results suggest that employees in mechanistic systems engage more in impression management behavior and direct their efforts more often toward their superiors than toward their peers, most frequently by using the strategy of “Ingratiation”. On the other hand, employees in the organic system sample use impression management to a lesser extent, and they direct it more equally toward superiors and peers. Their predominant strategy is “Initiation.” These results are discussed in light of the differences in the norms and structural characteristics of the two organizational systems.

Research limitations/implications

The mechanistic system was represented by a military organization and there is disproportionate representation of males in the survey sample.

Originality/value

The paper demonstrates the importance of the specific characteristics of an organizational system in shaping employees' impression management behavior.

Details

Journal of Managerial Psychology, vol. 22 no. 3
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 3 October 2008

Nurit Zaidman, David G. Schwartz and Dov Te'eni

The purpose of this paper is to explore the challenges to information and communication technologies (ICT) implementation in multinationals. The paper focuses on contextual…

1042

Abstract

Purpose

The purpose of this paper is to explore the challenges to information and communication technologies (ICT) implementation in multinationals. The paper focuses on contextual variables relevant to the understanding of the implementation of ICT in organizations operating in the Middle East, such as organization culture and power relations.

Design/methodology/approach

The study is based on interviews with 31 employees of a multinational company that operates in the Middle East. In addition, 60 days of electronic mail of two senior managers were studied and random samples of messages from the computers of six participants collected. Altogether 200 e‐mail messages, spanning seven months were surveyed.

Findings

It was found that the transplantation of ICT was based on the construction of technology as symbolizing the value of modernity. Although employees did not resist the implementation of ICT tools, several problems related to language and access to data had an impact on their work. Furthermore, the ICT tools implicitly assumed a utilitarian discourse that values computer‐mediated more than face‐to‐face communication, but the organization rejected this aspect of the tools.

Practical implications

We argue that more flexible designs of ICT should take into account the particular discourse system employed in order to achieve a better fit between the ICT tools and the users.

Originality/value

The paper focuses on a neglected area of research, the implementation of ICT tools in culturally diverse organizations and discusses contextual variables relevant to the understanding of the implementation of ICT in organizations such as organization culture and power relations which have not been extensively discussed in the literature.

Details

Education, Business and Society: Contemporary Middle Eastern Issues, vol. 1 no. 4
Type: Research Article
ISSN: 1753-7983

Keywords

Content available
Article
Publication date: 3 October 2008

288

Abstract

Details

Education, Business and Society: Contemporary Middle Eastern Issues, vol. 1 no. 4
Type: Research Article
ISSN: 1753-7983

Article
Publication date: 14 April 2022

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

Abstract

Purpose

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

Design

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Findings

Israeli researchers found that virtual employees shared responsibility with their managers for career development in the same way as on-location workers. But virtual employees felt they had relatively lower expectations of support from managers and believed they received less support

Originality

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Details

Human Resource Management International Digest , vol. 30 no. 4
Type: Research Article
ISSN: 0967-0734

Keywords

Content available
Article
Publication date: 14 September 2012

196

Abstract

Details

Journal of Management Development, vol. 31 no. 9
Type: Research Article
ISSN: 0262-1711

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