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Many employees do not use work-family practices to their full extent, even when they are in need of them. Drawing on the concept of psychological safety the authors propose a new construct: psychological accessibility– employees' sense of embracing the benefits of work-family practices without experiencing a fear of using them. The authors argue that the psychological accessibility of work-family practices could explain the variations in the utilization of work-family practices among employees with similar levels of family needs. Furthermore, the authors propose multilevel contextual factors that could affect the psychological accessibility of work-family practices.

The authors develop a theoretical multilevel framework for work-family practices that places psychological accessibility at its core and addresses accessibility of work-family practices from a macro level that includes institutions and the different attributes of the national culture, a meso level that includes work time norms in organizations, and a micro level, that includes the social context at the team level in organizations.

As part of the conceptual development the authors offer 10 propositions.

The authors' multilevel model of psychological accessibility could explain the variations in the utilization of work-family practices across different national, organizational and group contexts. This paper refocuses scholarly attention to the psychological antecedents of the utilization of work-family practices. The authors offer some practical recommendations to make the utilization of work-family practices a psychologically safe activity.

Based on uncertainty reduction theory, this study explores how perceived information transparency mitigates users' perceived uncertainty, which in turn influences their actual purchase behavior. In addition, the moderating effects of cultural tightness on the relationship between perceived information transparency and perceived uncertainty are also considered.

Users with the shopping experience on Xiaohongshu are invited to participate in the survey. Finally, 355 valid longitudinal data are collected.

The results indicate that the three dimensions of perceived information transparency (i.e. perceived product transparency, perceived seller transparency and perceived transaction transparency) can reduce users' perceived uncertainty significantly. Besides, the negative impacts of perceived product and seller transparency on users' perceived uncertainty are stronger when cultural tightness is higher. However, cultural tightness does not moderate the relationship between perceived transaction transparency and users' perceived uncertainty.

First, the authors' research extends the uncertainty reduction theory to the context of social commerce. Second, the authors' research explores the boundary condition under which perceived information transparency varies by identifying cultural tightness as the moderator of the relationship between perceived information transparency and uncertainty. Third, the authors' research enriches the understanding of the cultural tightness of China.

The authors probe the relationships between country institutional support for entrepreneurship and new venture survival. Specifically, the authors unpack the nuanced influences of entrepreneurs' perceived environmental uncertainty and their subsequent entrepreneurial behavioral profiles and how this particularly bolsters venture survival in contexts with underdeveloped institutions for entrepreneurship.

Coleman (1990) ‘bathtub’ framework is applied to develop a model and propositions surrounding how and when emerging market entrepreneur's perceptions of their countries institutional support toward entrepreneurship can ultimately enhance new venture survival.

Entrepreneurs' interpretations of regulatory, cognitive and normative institutional support for private enterprise helps them embrace uncertainties more accurately reflective of “on the ground” realities and stimulates constructive entrepreneurial behaviors. These are critical for increasing survival prospects in characteristically turbulent, emerging market contexts that typically lack reliable formal resources for cultivating nascent ventures.

This paper has implications for international policymakers seeking to stimulate and sustain entrepreneurial ventures in emerging markets. The authors shed light on the practical importance of understanding the social realities and interpretations of entrepreneurs in a given country relating to their actual perceptions of support for venturing—cautioning a tendency for outsiders to over-rely on aggregated econometric indices and various national ‘doing business' rankings.

This study is the first to create a conceptual framework on the mechanisms of how entrepreneurs in emerging economies affect new venture survival. Drawing on Coleman's bathtub (1990), the authors develop propositional arguments for a multilevel sequential framework that considers how developing economies' country institutional profiles (CIP) influence entrepreneurs' perceptions of environmental uncertainty. Subsequently, this cultivates associated entrepreneurial behavior profiles, which ultimately enhance (inhibit) venture survival rates. Further, the authors discuss the boundary conditions of this regarding how the national culture serves to moderate each of these key relationships in both positive and negative ways.

The purpose of this paper is to examine how employee voice in small and medium enterprises (SMEs) is shaped by national culture. Specifically, the paper explores the relationship between national culture and organisational norms and signals. Furthermore, it explores the impact of such norms on employee voice behaviours. The paper chooses to address these issues in the SME context, in three countries with divergent cultural dimensions.

The authors use Kwon and Farndale’s (2020) typology as our “a priori” framework to explore the influence of national cultural values and cultural tightness on SME organisation norms, signals and employee voice behaviours. Our study uses qualitative data gathered through in-depth interviews with SME employees in England, Nigeria and Thailand.

The results from our interviews are presented thematically. The data illustrates how the cultural dimensions identified by Kwon and Farndale (2020) can have an influence on organisational voice norms. The dimensions are power distance, uncertainty avoidance, in-group collectivism, performance orientation, assertiveness and cultural tightness.

Historically, the impact of national culture as a macro factor on voice has been largely ignored by academic research. Studies in non-western contexts are especially rare. This paper derives its originality by offering unique insights into the culture–voice relationship from both western and non-western perspectives. This provides an international, cross-cultural, comparative dimension to our study. This research includes findings from under-researched settings in Nigeria and Thailand.

This paper aims to examine the asymmetric effect of cultural distance on the relationship between cultural intelligence and expatriate adjustment through the mechanisms of conflict management styles.

This paper conceptualizes a model depicting the interplay between culture intelligence, conflict management styles, cultural flows and expatriate adjustment.

The authors argue that the integrating style aggravates the positive effects of cultural intelligence on expatriate adjustment, while the avoiding style may undermine such effects. There is also a possible moderating effect of cultural distance asymmetry on the relationship between cultural intelligence and expatriate adjustment such that, the positive influence of cultural intelligence on adjustment is reinforced when the expatriate is sent from a loose cultural environment to adjust to a tight cultural environment, and that the positive influence of cultural intelligence on adjustment is diminished when the expatriate is sent from a tight cultural environment to adjust to a loose cultural environment.

This paper explicates the mediating effect of conflict management styles and the moderating roles of cultural distance asymmetry on the relationship between cultural intelligence and expatriate adjustment. The authors suggest that the level of adjustment is contingent on the direction of cultural flows that the assignment operates in.

This study aims to examine the effect of state culture on the readability of narrative disclosures in annual reports based on firms located in all 50 states of the USA.

The author uses the cultural tightness and looseness (Harrington and Gelfand 2014) index at the state level and the BOG index (Bonsall and Miller, 2017) as the primary measures of annual report readability.

Using US data from 1994 to 2019, this study finds that the state level of cultural tightness in which firms are located positively affects firms’ annual report readability. In addition, the study finds that the positive effect of cultural tightness on annual report readability is pronounced in subgroups with high litigation risk while the result does not hold with subgroups that have low litigation risk. The results are robust when alternative proxies for annual report readability are used and historical location and the states in which firms are incorporated are considered.

This study contributes to the growing literature on the determinants of readability in annual report because firms’ narrative disclosure in annual report varies depending on the information environment, litigation risk, embedded in each state culture where firms are located.

The goal of this study is to propose and test a model of the effect of the socio-cultural context on the disability inclusion climate of organizations. The model has implications of hiring people with disabilities.

To test the model, we conducted a cross-sectional study across four countries with very different socio-cultural contexts. Data were gathered from 266 managers with hiring responsibilities in Canada, China, Norway and France. Participants responded to an online survey that measured the effect of societal based variables on the disability inclusion climate of organizations.

Results indicated support for the theoretical model, which proposed that the socio-cultural context influenced the disability inclusion climate of organizations through two distinct but related paths; manager’s value orientations and their perception of the legitimacy of legislation regarding people with disabilities.

The vast majority of research regarding employment of people with disabilities has focused on supply side factors that involve characteristics of the people with disabilities. In contrast, this research focuses on the less researched demand side issue of the socio-cultural context. In addition, it responds to the “limited systematic research examining and comparing how country-related factors shape the treatment of persons with disability” (Beatty et al., 2019, p. 122).

The purpose of this paper is to examine how the exercise of power by leaders is impacted by cultural factors. The authors present a conceptual framework to examine the interaction of various cultural dimensions with harsh and soft power bases, thereby delineating the cross-cultural appropriateness of various power bases that may be tapped by organizational leaders.

Compatibility of each cultural dimension with harsh of soft power bases is conceptually examined, in the context of Raven’s power interaction model of interpersonal influence.

Soft power bases are more likely to be activated by managers in cultures that are collectivist, loose, long-term oriented, but low on power distance and uncertainty avoidance. Harsh power bases are expected to be chosen for influencing subordinates in cultures that are tight, short-term oriented, and high in power distance.

This is only an initial attempt to look at the exercise of social power in the context of societal culture. The framework can be extrapolated to a more fine-grained examination of the phenomenon.

The conceptualization has potential implications for developing training programs aimed at improving managers’ cross-cultural competencies.

Using a cross-cultural lens to examine how a leader exercises power contributes to a holistic view of power and culture. A cross-cultural extension of the power/interaction model, as suggested by the authors, adds value to the field of management development thinking and practice.

As part of the globalizing work environment, new forms of organizations have emerged, ranging from international to multinational and transnational organizations. These forms of organizations require high levels of cross-national interdependence, and often the formation of multicultural teams (MCTs), nested within multinational organizations. Employees who operate in the global multinational context should share common meanings, values, and codes of behaviors in order to effectively communicate with each other and coordinate their activities. What helps global multicultural team members create the social glue that connects them to each other, above and beyond the national cultures to which they belong? We propose that a more macro-level meaning system of a global work culture, which is the shared understanding of the visible rules, regulations, and behaviors, and the deeper values and ethics of the global work context, that is formed outside of the level of national cultures, binds members of MCTs. At the individual level, the representation of these global work values in the self leads to the emergence of a global identity, which is an individual's sense of belonging to and identification with groups (such as MCTs), operating in the global work environment of multinational organizations. The chapter focuses on the potential influence of a global work culture, and of a global identity on the effectiveness of MCTs.