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1 – 9 of 9S. Kubra Canhilal, Elio Borgonovi and Elio Vera
The purpose of the paper is to explore the values in the public sector in Italy using the tri-axial model and explore the reasons why these values are important for the Italian…
Abstract
Purpose
The purpose of the paper is to explore the values in the public sector in Italy using the tri-axial model and explore the reasons why these values are important for the Italian public sector.
Design/methodology/approach
An online questionnaire was prepared in Italian and sent to the public sector employees all over Italy.
Findings
The findings demonstrate that Italian public sector is 100 percent economic-pragmatic according to the tri-axial model. One of the reasons of this result is the reforms made in the public sector which have stressed the importance of values like efficiency and professionalism.
Research limitations/implications
The main limitation of the study is the sample size. Further research should focus on increasing the number of the sample as well as compare the regions in Italy.
Practical implications
The conclusions derived from this research suggest that Italian public sector employees perceive themselves as economic-pragmatic.
Originality/value
This study is the first study that maps the values in the public sector in Italy using tri-axial model.
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S. Kubra Canhilal, Benedetto Lepori and Marco Seeber
The aim of this paper is to analyze responses of public universities to the introduction of New Public Management (NPM) as the outcome of balancing between the managerial logics…
Abstract
The aim of this paper is to analyze responses of public universities to the introduction of New Public Management (NPM) as the outcome of balancing between the managerial logics endorsed by NPM and the academic professional logics. Building on the institutional logics approach, we develop a framework concerning how universities will achieve compliance to conflicting claims by strategies like compartmentalization and blending stipulations of both logics. Empirical results based on a large-scale survey of 26 universities in eight European countries display how compatibility is achieved through highly differentiated adoption of logics that depends on the task considered. The results reveal that the strength of NPM pressures strongly affects the adoption of managerial practices within universities yet has no significant effect on the academic characteristics.
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S. Kubra Canhilal, Rachel Gabel Shemueli and Simon Dolan
The purpose of this paper is to explore the relative most important antecedent factors related to success in international assignment (IA) in specific context such as Peru. It…
Abstract
Purpose
The purpose of this paper is to explore the relative most important antecedent factors related to success in international assignment (IA) in specific context such as Peru. It reviews the full range of individual, organizational and contextual factors associated with success in IA as well as discusses the importance of context in expatriate research. Combined with limited interviews, synthesis is offered and the most relevant determinant factors are identified.
Design/methodology/approach
This is a qualitative approach based on semi-structured interviews with 45 participants who currently hold IA positions or have broad experience in overseas positions. The interviews were conducted in the English and Spanish languages. A priori coding system classification technique based on a content analysis methodology was administrated for the purpose of analyzing and codifying the interviews.
Findings
The findings reveal that a combination of individual, organizational and contextual antecedent factors are relevant for explaining success in IA. However, only nine of the 32 factors were found to be the most determinant to success. In particular, cross-cultural competencies, spouse adjustment, motivational issues, time on assignment, emotional competencies, previous international experience, language fluency and social relational skills, as well as contextual cultural differences and organizational recruitment and selection practices, were found to be the most associated to success in IA. The relative importance of the antecedents are discussed related to the context.
Research limitations/implications
Because of the nature of qualitative design, a single factor may affect the interpretation and generalization of the findings. In addition, the ample and broad conceptualizations and definitions of the antecedent factors examined from different viewpoints may cause theoretical overlapping and cross-over definition biases, which may result in misleading findings. Therefore, the authors encourage future research to continue examining the full range of antecedent factors employing different methodological approaches by integrating context in a more systematic manner.
Practical implications
The paper reviews the implications for IA selection design and process implementation, cross-cultural training and development.
Originality/value
To begin with, this paper fills a need to study the antecedents of IA success and determine their relevance. In particular, and to the best of the knowledge, this is one of the few studies that include multi-level perspective: individual, organizational and contextual factors. This comprehensive approach aids in better understanding of the role and relevance of the respective antecedent factors that leads to success in IA with an aim to integrate context in the equation. Second, the sample consists of expatriates in particularly in Peru which gives information about adjustment of expatriates in Peru.
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Ben Capell, S. Kubra Canhilal, Ruth Alas, Lutz Sommer and Carolin Ossenkop
The purpose of the paper is twofold. The first purpose is to provide a synthesis of the dominant cross-cultural models and to present the more recent tri-axial model as a…
Abstract
Purpose
The purpose of the paper is twofold. The first purpose is to provide a synthesis of the dominant cross-cultural models and to present the more recent tri-axial model as a promising alternative that responds well to the limitation of prevailing models. Consequently, the second purpose is to employ the model to explore key differences in the culture and values of public service organisations in old and new EU member states.
Design/methodology/approach
The paper surveyed public sector employees in four different countries, two old EU (OEU) states (Germany, The Netherlands) and two new EU (NEU) states (Estonia, Lithuania). The employees were asked to classify 60 values on the three axes of the tri-axial model and to select the five most important values in their organization. The survey replies were analyzed and mapped to facilitate comparison of the tri-axial cultural profile of the two EU clusters.
Findings
The results show differences in value orientation between the two groups of countries: the public sector in the OEU member states appears to be more ethically and less pragmatically oriented than in the NEU member states. Findings show that in the new member states, value congruence is very high across demographic groups, in contrast to the situation encountered in the OEU member states.
Research limitations/implications
Further research should include more countries before generalising the conclusions of this study to the rest of the OEU and NEU countries. Furthermore, although collecting data from a homogeneous unit (e.g. public sector) suggests more valid comparison, in the future, research should strive to also examine additional units, for example private companies.
Practical implications
The conclusions derived from this exploratory cultural mapping provide useful knowledge for improving international collaboration across public sector organizations.
Originality/value
This study is the first study that maps the values in the public sector using the tri-axial model.
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Martin Mabunda Baluku, Dorothee Löser, Kathleen Otto and Steffen Erik Schummer
The purpose of this paper is to examine the role of protean-related traits and attitudes in the development of international mobility (expatriation) and entrepreneurial intentions…
Abstract
Purpose
The purpose of this paper is to examine the role of protean-related traits and attitudes in the development of international mobility (expatriation) and entrepreneurial intentions among early career professionals. Career mobility is of increasing relevance to achieving career success in the era of protean and boundaryless careers, and in the present day highly globalized labor market. International mobility provides opportunities for work in organizations (corporate expatriation) as well as in entrepreneurship (expat entrepreneurship).
Design/methodology/approach
This paper reports two studies examining the role of “protean career personality,” conceptualized as consisting of personal initiative and flexibility on entrepreneurial and expatriation intention, looking at career orientation attitude as the mediating mechanism. In study 1, the impact of personal initiative and flexibility on the two career mobility paths is explored using a sample of 442 German undergraduate students. Study 2 replicates these relationships among a sample of 100 early career professionals who graduated with a diploma in psychology.
Findings
Results indicate that for the sample of undergraduate students, flexibility and career orientation were positively related to expatriation intention. However, the mediation path was non-significant. On the other hand, personal initiative and career orientation were essential for entrepreneurial intentions, with a significant mediation path. For the early career professionals in contrast, only flexibility turned out to be resourceful for both expatriation and entrepreneurial intentions.
Practical implications
Suggestions for supporting early career professionals to develop interest in working abroad or in entrepreneurship are provided. Particularly, the results indicate that protean traits affect mobility intentions differently. To strengthen intentions for expatriation work, attention should be paid enhancing the ability for staying flexible when it comes to career choices. This applies to both undergraduate students and early career professionals. However, a strong career orientation is also essential to the development of expatriation intention among current students. On the other hand, enhancing proactivity could strengthen entrepreneurial intention among undergraduate students.
Originality/value
This study applies protean-related traits and attitudes; and how they work together in the development of mobility intentions among undergraduate students and early career professionals. The study reveals differential roles of these traits and attitudes among these groups, with regard to expatriation and entrepreneurship. This is important for career guidance.
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This study focuses on variations of the importance of core values through motivational domains of individuals by their cultural background. The effect of motivational domains on…
Abstract
Purpose
This study focuses on variations of the importance of core values through motivational domains of individuals by their cultural background. The effect of motivational domains on operational performance has also been investigated.
Design/methodology/approach
The study used survey as the main data collection method to elicit data from managerial workers in spa businesses in four regions of Thailand. An unpublished database of spa businesses was provided to the study by the Thai Chamber of Commerce.
Findings
Significant variations of the importance of motivational domains of managerial workers can be found according to the subculture of each of the four regions of Thailand. In addition, the motivational domains have found their significant impact on worker operational performance.
Research limitations/implications
One of the limitations of this study may be the distribution of samples because the study focuses on spa businesses, most of which in each region are located in big tourism provinces that may not be wholly representative of the characteristics of each region.
Practical implications
This study will be of practical value for practitioners or managers of any firms since it is important to consider value variations when assessing the operational performance; workers, especially managerial workers, in each subculture may have different priorities in the motivational domains of their lives. This could affect their operational performance.
Originality/value
This is an original attempt to ascertain variations of core values through motivational domains by subculture. It fills a knowledge gap in under-researched area in the literature since so far a few studies have examined this issue in the ASEAN countries.
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