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Article
Publication date: 2 November 2021

Robert J. Pidduck and Yejun Zhang

Drawing on image theory, the authors investigate how and when cross-cultural experience cultivates two core entrepreneurial sensing capabilities: opportunity recognition and…

Abstract

Purpose

Drawing on image theory, the authors investigate how and when cross-cultural experience cultivates two core entrepreneurial sensing capabilities: opportunity recognition and creative behavior.

Design/methodology/approach

The authors develop and test a second-stage moderated mediation model across two studies. Study 1 consists of a sample of prospective entrepreneurs from the UK using perceptual scale measures (n = 153). Building on this, core findings are replicated using task-based measures on a sample of US participants (n = 342).

Findings

Results show that cross-cultural experience is positively related to both entrepreneurial sensing capabilities through the mediating role of self-image fluidity. No support is found for the moderating role of regulatory focus orientations.

Research limitations/implications

These findings contribute to the burgeoning literature on multicultural experience and initiating skills in nascent venturing by providing insight on the mechanisms and boundary conditions relevant for entrepreneurial capabilities to emerge.

Practical implications

The results reinforce the need for educators, policymakers, and entrepreneurs to facilitate and encourage opportunities for cross-cultural and overseas experiences as they are influential for stimulating entrepreneurial skills.

Originality/value

Positive linkages between international mobility and entrepreneurial activity are of continued interest, yet individual-level mechanisms that explain this have been limited. The authors find that exposure to foreign cultures is potent for entrepreneurship as it can stimulate flexibility and exploration of the self-image and break frames of reference. This fosters greater tendencies for opportunity recognition and creative behaviors.

Details

International Journal of Entrepreneurial Behavior & Research, vol. 28 no. 1
Type: Research Article
ISSN: 1355-2554

Keywords

Article
Publication date: 16 November 2007

Min Li, Leigh Plunkett Tost and Kimberly Wade‐Benzoni

The purpose of this article is to review and comment on recent and emerging trends in negotiation research, and to highlight the importance of the interactions between various…

1738

Abstract

Purpose

The purpose of this article is to review and comment on recent and emerging trends in negotiation research, and to highlight the importance of the interactions between various dimensions of negotiation.

Design/methodology/approach

Consistent with the behavioral negotiation framework, a two‐level structure is maintained consisting of the contextual characteristics of negotiation, on the one hand, and the negotiators themselves, on the other. The framework is supplemented with updated research, and the influence of culture in negotiation is commented upon – noting its increasing role in negotiator cognition, motivation, attribution, and cooperation. The paper also adds new themes to reflect the recent advancements in negotiation research. In particular, it focuses on the ways in which negotiator effects can mediate and/or moderate contextual effects, as well as the ways in which contextual effects can mediate and/or moderate negotiator effects.

Findings

The paper suggests that efforts to integrate the recent developments in negotiation research are necessary and that the behavioral negotiation perspective, due to its simultaneous simplicity and flexibility, is appropriate and effective for incorporating the various streams of negotiation research into a systematic framework. Critically, this framework highlights the dynamic interaction between the two levels and leaves much room for further exploration of these dynamics.

Originality/value

The paper identifies emerging areas of inquiry that can be especially fruitful in helping negotiation scholars to expand more traditional approaches to conflict in bold new ways and open up innovative avenues for thinking about the domain of negotiation. The paper offers a comprehensive model that integrates various dimensions of negotiation and illustrates the interaction among them.

Details

International Journal of Conflict Management, vol. 18 no. 3
Type: Research Article
ISSN: 1044-4068

Keywords

Article
Publication date: 20 May 2021

Lu Yu and Hong Ren

This study aims to develop a model for female expatriate work adjustment from the identity conflict perspective.

Abstract

Purpose

This study aims to develop a model for female expatriate work adjustment from the identity conflict perspective.

Design/methodology/approach

This is a theoretical paper that focuses on integrating the existing literature and proposing new constructive relationships.

Findings

We study female expatriates' adjustment processes in the work domain from the identity conflict perspective. Specifically, we categorize female expatriates' identities in the work domain into their gender identity and a work-related role identity cluster and propose that when gender identity is salient, unsupportive national and organizational cultures will lead to gender–work role identity conflicts and eventually result in maladjustment in the work domain.

Originality/value

First, we suggest that female expatriates' work role identities can form a cluster that includes expatriate role, managerial role and occupational role identity. We further theorize how the gender role identity and the work-related role identity cluster of female expatriates interact to influence how they adjust to their work. Second, we explore two contingency factors – host organizational culture and host national culture–and explain how they influence the interaction between female expatriates' gender identity and work-related role identities. Finally, we introduce the concept of gender–work role identity conflict and theorize how it serves as the underlying mechanism linking female expatriate identity patterns and work adjustment.

Article
Publication date: 21 December 2023

Lan H. Phan and Peter T. Coleman

For decades, conflict resolution (CR) educators working cross-culturally have struggled with a fundamental dilemma – whether to offer western, evidence-based approaches through a…

Abstract

Purpose

For decades, conflict resolution (CR) educators working cross-culturally have struggled with a fundamental dilemma – whether to offer western, evidence-based approaches through a top-down (prescriptive) training process or to use a bottom-up (elicitive) strategy that builds on local cultural knowledge of effective in situ conflict management. This study aims to explore which conditions that prompted experienced CR instructors to use more prescriptive or elicitive approaches to such training in a foreign culture and the implications for training outcomes.

Design/methodology/approach

There are two parts to this study. First, the authors conducted a literature review to identify basic conditions that might be conducive to conducting prescriptive or elicitive cross-cultural CR training. The authors then tested the identified conditions in a survey with experienced CR instructors to identify different conditions that afforded prescriptive or elicitive approaches. Exploratory factor analysis and regression were used to assess which conditions determined whether a prescriptive or elicitive approach produced better outcomes.

Findings

In general, although prescriptive methods were found to be more efficient, elicitive methods produced more effective, culturally appropriate, sustainable and culturally sensitive training. Results revealed a variety of instructor, participant and contextual factors that influenced whether a prescriptive or elicitive approach was applied and found to be more suitable.

Originality/value

This study used empirical survey data with practicing experts to provide insight and guidance into when to use different approaches to CC-CR training effectively.

Details

International Journal of Conflict Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1044-4068

Keywords

Article
Publication date: 7 April 2021

Ying Zhang, Yuran Li, Mark Frost, Shiyu Rong, Rong Jiang and Edwin T.C. Cheng

This paper aims to examine the critical role played by cultural flow in fostering successful expatriate cross-border transitions.

1236

Abstract

Purpose

This paper aims to examine the critical role played by cultural flow in fostering successful expatriate cross-border transitions.

Design/methodology/approach

The authors develop and test a model on the interplay among cultural intelligence, organizational position level, cultural flow direction and expatriate adaptation, using a data set of 387 expatriate on cross-border transitions along the Belt & Road area.

Findings

The authors find that both organizational position level and cultural flow moderate the relationship between cultural intelligence and expatriate adaptation, whereby the relationship is contingent on the interaction of organizational position status and assignment directions between high power distance and low power distance host environments.

Originality/value

Previous research has shown that higher levels of cultural intelligence are positively related to better expatriate adaptation. However, there is a lack of research on the effect of position difference and cultural flow on such relationship. Our study is among the first to examine how the interaction between cultural flow and organizational position level influences the cultural intelligence (CI) and cultural adjustment relationship in cross-cultural transitions.

Details

Cross Cultural & Strategic Management, vol. 28 no. 2
Type: Research Article
ISSN: 2059-5794

Keywords

Article
Publication date: 10 August 2020

Evrim Buyukaslan, Fatma Baytar and Fatma Kalaoglu

Virtual garment fit will be an important determinant for the online purchase decision of consumers in the near future. Therefore, the purpose of this study was to develop a…

Abstract

Purpose

Virtual garment fit will be an important determinant for the online purchase decision of consumers in the near future. Therefore, the purpose of this study was to develop a conceptual model to explore the factors that might impact consumers’ virtual garment fit satisfactions (VFS).

Design/methodology/approach

Virtual body satisfaction (VBS), acceptance of the virtual try-on technology and virtual fabric properties were examined as factors that would potentially impact consumers’ VFS. Forty-five women, from 18 to 35 years old, were recruited for the study. Participants were scanned by using a 3D body scanner and their scans were used for virtual try-on. Seven circular skirts with different fabric properties were created by using a commercial 3D simulation software. Participants evaluated the fit of these virtual skirts on their own virtual bodies. Participants’ VFSs and their correlations with VBSs, acceptance of virtual try-on technology and virtual fabric properties were analyzed by Pearson’s correlation test.

Findings

Participants’ VBSs at hips were correlated fairly good with their VFSs (r = 0.50, N = 180, p < 0.01) and their acceptance of virtual try-on technology was weakly correlated to VFSs (r = 0.24, N = 180, p < 0.01). However, no significant correlation was found between virtual fabric properties and participants’ VFSs.

Research limitations/implications

This study did not examine the ideal beauty notion, which may affect consumers’ expectations about how the garments should fit on them. Another limitation was the use of a single skirt design as a stimulus.

Originality/value

Studies that explore virtual garment fit often measure the garment ease or the virtual fabric tension and ignore consumer perspective, which is essential for online purchase decision. This study is unique as it prioritizes consumers’ perspectives.

Details

Research Journal of Textile and Apparel, vol. 24 no. 4
Type: Research Article
ISSN: 1560-6074

Keywords

Article
Publication date: 2 May 2017

Jeanne M. Brett

This study aims to explain to negotiators how to go about learning about their counterpart’s interests and priorities and the strategies they are likely to bring to the…

8857

Abstract

Purpose

This study aims to explain to negotiators how to go about learning about their counterpart’s interests and priorities and the strategies they are likely to bring to the intercultural negotiation table.

Design/methodology/approach

This study provides a review of theoretical and empirical literature on culture and negotiation strategy.

Findings

This study helps to understand the counterpart’s environment, including recent developments on the political economic and social front that define and constrain the role of the firm in society, affect the firm’s access to capital, generate the criteria by which society evaluates the firm and determine the level of involvement of government in the firm’s affairs. This study also explains how to investigate the counterpart’s interests and priorities – the motivations that underlie negotiator’s positions. Finally, it explains how to use multi-issue offers (MIOs) and patterns of changes in MIOs to infer the counterpart’s interests and priorities.

Originality/value

Negotiating in a global environment benefits from a clear understanding of how negotiators’ cultures influence their interests and priorities and the strategies they bring to the intercultural negotiation table.

Details

Journal of Business & Industrial Marketing, vol. 32 no. 4
Type: Research Article
ISSN: 0885-8624

Keywords

Article
Publication date: 11 September 2017

Jeanne Brett

The purpose of this paper is to discuss cultural causes of conflict in the workplace and call for research to address what happens when cultures collide generating workplace…

24097

Abstract

Purpose

The purpose of this paper is to discuss cultural causes of conflict in the workplace and call for research to address what happens when cultures collide generating workplace conflict. The author assumes that because cultures differ in terms of functional solutions to problems of social interaction that there will be conflict when people from different cultures are interdependent in the workplace. The author discusses types of culture and their conflict management profiles with respect to three characteristics of conflict management: direct vs indirect confrontation; emotional expression, and third party conflict management. The author proposes what happens when cultures collide and calls for research on those collisions.

Design/methodology/approach

Application of the cultural literature on self-worth to three elements of workplace conflict: direct vs indirect confrontation of conflict, feelings and expressions of negative emotions associated with conflict and timing and type of third party intervention.

Findings

When people from dignity, face, and honor cultures are working together the fundamental differences in the logic of self-worth in these three types of culture may cause conflict. People from dignity and honor cultures are likely to confront conflict directly, while those from face cultures are more likely to confront conflict indirectly. Workplace conflict generates negative emotions, but culture seems to affect whether that emotion is anger, shame or both. The timing of third party intervention into workplace conflict, that is, how managers intervene in workplace conflict has some parallels with how community mediators act in that culture.

Research limitations/implications

There is limited research comparing management of workplace conflict in dignity, face, and honor cultures. The author generates propositions and suggests a research strategy for collecting data to test propositions.

Practical implications

Understanding what is culturally normative in terms of self-worth, confrontation, emotional expression, and managerial intervention can help people involved in workplace conflict understand what they are experiencing. It can also help managers intervene effectively.

Social implications

How people react to workplace conflict varies with culture as does how managers intervene. Knowing this provides people with the first element of cultural intelligence that may help them manage conflict to facilitate a more creative and effective multicultural work environment.

Originality/value

This paper integrates theory and research from cross-cultural psychology, the psychology of emotion and the literature on third party intervention into community conflict to explain the patterns of cultural conflict and conflict management in the workplace. It also suggests what it may take to manage cultural conflict in the workplace successfully.

Details

Cross Cultural & Strategic Management, vol. 25 no. 1
Type: Research Article
ISSN: 2059-5794

Keywords

Book part
Publication date: 2 December 2019

Frank Fitzpatrick

Abstract

Details

Understanding Intercultural Interaction: An Analysis of Key Concepts
Type: Book
ISBN: 978-1-83867-397-0

Content available
Book part
Publication date: 24 January 2022

Abstract

Details

The Study and Practice of Global Leadership
Type: Book
ISBN: 978-1-83867-617-9

21 – 30 of 117