Culture's Consequences: International Differences In Work-Related Values
... These differences in communication styles can lead to misunderstandings and challenges in supply chain collaboration, particularly when partners from high-context and low-context cultures need to work together. Hofstede's (1980) cultural dimensions theory further illustrates how cultural values influence organizational behavior and management practices. His dimensions, including power distance, individualism versus collectivism, masculinity versus femininity, uncertainty avoidance, long-term orientation, and indulgence versus restraint, provide a framework for understanding how cultural differences impact supply chain collaboration. ...
... For example, a study by Zhao, Flynn, and Roth (2007) revealed that U.S. supply chain managers often misinterpret the indirect communication of their Chinese counterparts, leading to delays and conflict in supply chain operations. Similarly, Hofstede's (1980) cultural dimensions theory identifies individualism versus 4 collectivism as a key factor influencing communication. In collectivist cultures, where group harmony is emphasized, indirect communication is more common, while individualistic cultures, which prioritize personal goals, tend to favor direct and assertive communication (Hofstede, 1980). ...
... Similarly, Hofstede's (1980) cultural dimensions theory identifies individualism versus 4 collectivism as a key factor influencing communication. In collectivist cultures, where group harmony is emphasized, indirect communication is more common, while individualistic cultures, which prioritize personal goals, tend to favor direct and assertive communication (Hofstede, 1980). Trust is another critical component of successful supply chain collaboration, with cultural factors playing a significant role in its development. ...
This study explores the multifaceted role of culture in supply chain collaboration, focusing on how cultural differences shape communication, trust-building, negotiation, conflict resolution, risk management, and ethical standards. Utilizing a qualitative methodology, semi-structured interviews were conducted with 25 supply chain professionals from diverse cultural backgrounds and industries. The findings reveal that high-context cultures favor indirect communication and nuanced information exchange, which can lead to misunderstandings with partners from low-context cultures who prefer direct and explicit communication. Trust-building practices vary significantly, with high uncertainty avoidance cultures emphasizing formal agreements and procedural rigor, while low uncertainty avoidance cultures prioritize personal relationships and demonstrated reliability. Negotiation strategies also diverge, reflecting the underlying values of collectivism versus individualism, impacting the tactics and outcomes of supply chain negotiations. Conflict resolution approaches differ, with high power distance cultures favoring hierarchical and mediated solutions, and low power distance cultures preferring direct and egalitarian methods. The study highlights the need for adaptability to cultural changes and the development of cultural intelligence as essential competencies for managing cross-cultural supply chains. Additionally, cultural differences in risk management approaches and governance mechanisms affect the coordination and resilience of supply chains, while varying ethical standards influenced by cultural norms necessitate culturally sensitive strategies for promoting corporate social responsibility. The insights gained from this research underscore the importance of understanding and leveraging cultural differences to build stronger, more productive supply chain relationships, contributing to the broader literature on culture and supply chain management and offering practical implications for enhancing global supply chain collaboration.
... These differences in communication styles can lead to misunderstandings and challenges in supply chain collaboration, particularly when partners from high-context and low-context cultures need to work together. Hofstede's (1980) cultural dimensions theory further illustrates how cultural values influence organizational behavior and management practices. His dimensions, including power distance, individualism versus collectivism, masculinity versus femininity, uncertainty avoidance, long-term orientation, and indulgence versus restraint, provide a framework for understanding how cultural differences impact supply chain collaboration. ...
... For example, a study by Zhao, Flynn, and Roth (2007) revealed that U.S. supply chain managers often misinterpret the indirect communication of their Chinese counterparts, leading to delays and conflict in supply chain operations. Similarly, Hofstede's (1980) cultural dimensions theory identifies individualism versus 4 collectivism as a key factor influencing communication. In collectivist cultures, where group harmony is emphasized, indirect communication is more common, while individualistic cultures, which prioritize personal goals, tend to favor direct and assertive communication (Hofstede, 1980). ...
... Similarly, Hofstede's (1980) cultural dimensions theory identifies individualism versus 4 collectivism as a key factor influencing communication. In collectivist cultures, where group harmony is emphasized, indirect communication is more common, while individualistic cultures, which prioritize personal goals, tend to favor direct and assertive communication (Hofstede, 1980). Trust is another critical component of successful supply chain collaboration, with cultural factors playing a significant role in its development. ...
This study explores the multifaceted role of culture in supply chain collaboration, focusing on how cultural differences shape communication, trust-building, negotiation, conflict resolution, risk management, and ethical standards. Utilizing a qualitative methodology, semi-structured interviews were conducted with 25 supply chain professionals from diverse cultural backgrounds and industries. The findings reveal that high-context cultures favor indirect communication and nuanced information exchange, which can lead to misunderstandings with partners from low-context cultures who prefer direct and explicit communication. Trust-building practices vary significantly, with high uncertainty avoidance cultures emphasizing formal agreements and procedural rigor, while low uncertainty avoidance cultures prioritize personal relationships and demonstrated reliability. Negotiation strategies also diverge, reflecting the underlying values of collectivism versus individualism, impacting the tactics and outcomes of supply chain negotiations. Conflict resolution approaches differ, with high power distance cultures favoring hierarchical and mediated solutions, and low power distance cultures preferring direct and egalitarian methods. The study highlights the need for adaptability to cultural changes and the development of cultural intelligence as essential competencies for managing cross-cultural supply chains. Additionally, cultural differences in risk management approaches and governance mechanisms affect the coordination and resilience of supply chains, while varying ethical standards influenced by cultural norms necessitate culturally sensitive strategies for promoting corporate social responsibility. The insights gained from this research underscore the importance of understanding and leveraging cultural differences to build stronger, more productive supply chain relationships, contributing to the broader literature on culture and supply chain management and offering practical implications for enhancing global supply chain collaboration.
... It shapes people's perceptions of how the world functions and how individuals and groups should behave within it (Brake et al., 1995). Culture and its values affect the work environment and the nature of work management, leading to differences in organizational performance (Hofstede, 1980(Hofstede, , 1991(Hofstede, , 2001. Therefore, it can be argued that cultural values moderate the relationship between IWE and the QWL dimensions. ...
... Scholars have asserted that management theories cannot be developed without considering culture (Ali, 1995;Sabri, 2004). Hofstede (1980) claimed that managers and organizations cannot be dissociated from their cultures of origin, as the cultural backgrounds of employees joining organizations affect organizational structure, management practices, and employee reactions to organizational processes and the environment. The idea that cultural values affect businesses and individuals has gained recognition (Almutairi et al., 2021), and understanding these values can help explain how people think and predict managers' behaviors (Al-Sarayrah et al., 2016;Almutairi et al., 2021;Najm, 2015). ...
... The idea that cultural values affect businesses and individuals has gained recognition (Almutairi et al., 2021), and understanding these values can help explain how people think and predict managers' behaviors (Al-Sarayrah et al., 2016;Almutairi et al., 2021;Najm, 2015). Several international models have emerged to assess the influence of cultural differences on organizational behavior (House et al., 2004;Schwartz, 1992Schwartz, , 2006, with Hofstede's (1980) model being one of the most well-known, consisting of four dimensions: power distance, uncertainty avoidance, individualism versus collectivism, and femininity versus masculinity. ...
The study focuses on quality of work life (QWL), Islamic work ethics (IWE), and cultural values among employees in a complex organization, with a case study of Arab high-school teachers in the education system in Israel. The sample consisted of 1245 employees. To establish a reliable model of QWL, exploratory factor analysis, and confirmatory factor analysis were utilized, resulting in six dimensions. A reliable model of IWE was also established, consisting of two dimensions. Employees reported average QWL levels, high IWE levels, low power distance, high uncertainty avoidance, and a tendency toward collectivism and femininity. This study demonstrates a positive relationship between QWL dimensions and IWE, with certain cultural values-such as collectivism and uncertainty avoidance-moderating this relationship.
... We built on evidence from studies using Hofstede's framework and through our empirical differentiation from his conceptualization, we addressed our research questions. Hofstede (1980;2011;Hofstede et al. 2010;2011), a prominent researcher in cultural issues, defined Culture as "the collective programming of the mind that distinguishes the members of one group or category of people from others". Culture can be broadly understood to be the values, practices and behaviors originating in national, organizational, team and professional environments (Bloor and Dawidson 1994;Hofstede 2001;Siakas et al. 2016). ...
... However, the quality of decisions is poorer, because of poor communication, lack of information sharing and scarcity of input from lower-level employees (who may be the final users of a new system). In high PDI orientation societies the level of trust is low (Hofstede 1980;. This was also observed in the study carried out by Alsanoosy et al. (2018) and Hanisch et al. (2001) in Saudi Arabia (PDI=95). ...
... In feminine societies, such as Netherlands (Mas-Fem=14) the dominant values in society are caring for others and quality of life. The concern is for quality of relationships, nurturing and social well-being (Hofstede 1980;. Social gender roles overlap, in that both men and women are considered to be modest, tender, and concerned with the quality of life. ...
Nowadays, multiculturality is the norm. No country or organization is monocultural. Little previous work has been carried out specifically on how culture influences multicultural requirements elicitation. In this paper we look at the importance of culture with the aim of increasing understanding of the role of cultural differences in differences in multicultural requirements elicitation. This paper starts with a literature review demonstrating the importance of raising awareness and understanding of cultural diversity which often causes conflict and mistrust which can lead to failure of any project. The ultimate aim is the improvement of the whole systems development process as well as the resulting products and services. We present the development and validation of the Multicultural Requirements Elicitation [McRE) framework which helps prevent or at least minimize prejudice, conflicts, misunderstandings and misinterpretations arising from cultural differences. McRE is an instrument for carrying out processes, defining the purpose of these processes and the methods that must be used, as well practical suggestions for raising awareness of cultural diversity and reflecting on unconscious bias. Additionally, McRE suggests relevant training and learning. Finally, it advocates prevention and mitigation actions. The rationale and results from the validation of the framework by experts from industry and academia are presented. The validation provided strong indications that the McRE framework is both necessary and suitable for multicultural requirements elicitation in the software development process but also in other domains.
... The significance of cultural factors in supply chain integration has garnered increased attention from scholars and 2 practitioners alike in recent years. Researchers have drawn on various theoretical frameworks, such as Hofstede's cultural dimensions theory (Hofstede, 1980), to conceptualize and analyze the influence of culture on supply chain management practices within MNCs. Studies have explored the role of cultural intelligence (Ang et al., 2007), cross-cultural communication skills (Harzing & Pudelko, 2014), cultural adaptation strategies (Fang et al., 2008), and organizational culture (Brewer & Venaik, 2014) in facilitating or impeding supply chain integration efforts across different cultural contexts. ...
... Cultural factors play a significant role in shaping individuals' and organizations' attitudes, values, beliefs, and behaviors, which, in turn, influence supply chain management practices within MNCs (Fang et al., 2008). For instance, Hofstede's cultural dimensions theory identifies dimensions such as power distance, individualism vs. collectivism, uncertainty avoidance, and masculinity vs. femininity, which provide insights into how cultural differences impact various aspects of organizational behavior and performance (Hofstede, 1980). Cultural intelligence, defined as the ability to function effectively in culturally diverse settings, has emerged as a key competency for individuals and organizations seeking to navigate the complexities of global supply chains (Ang et al., 2007). ...
In today's globalized business environment, multinational corporations (MNCs) face significant challenges in achieving and sustaining effective supply chain integration across diverse cultural contexts. This qualitative research explores the influence of cultural factors on supply chain integration within MNCs, employing in-depth interviews and thematic analysis to uncover key insights. Findings reveal the complex interplay between culture and supply chain practices, highlighting challenges related to cross-cultural communication, trust-building, decision-making, and organizational culture alignment. However, the study also identifies opportunities for leveraging cultural diversity as a source of competitive advantage, emphasizing the importance of cultural intelligence and cross-cultural competence for supply chain professionals. The implications of the research extend to managerial practice, suggesting the development of culturally sensitive strategies for supply chain integration and investment in cultural training and development programs. Moreover, the study underscores the need for a holistic approach to supply chain integration that considers not only technical and operational aspects but also cultural and social dimensions. While the research offers valuable insights, limitations such as the qualitative nature of the study and the focus on supply chain managers' perspectives should be considered. Future research could address these limitations and explore the interdependencies among various contextual factors to enhance our understanding of cultural influences on supply chain integration in MNCs.
... Принципы опосредованы социо-культурным контекстом. Руководителю необходимо понимать культурный контекст работы организации 128 . В следующей главе будет изучен вопрос временно го горизонта в организационных системах: как он влияет на деятельность организации и какова его взаимосвязь с принципами, КПЭ и т. д. ...
... Наконец, рассматривая вопрос краткосрочной и долгосрочной ориентации, нельзя пройти мимо культурологического аспекта восприятия времени в различных странах. Выявленная и описанная в работах Герта Хофстеде [Hofstede, 1980;Hofstede, 1993] темпоральная ориентация представляет собой одну из пяти культурных осей, различающихся от одной национальности к другой 156 . Герт Хофстеде, пожалуй, является до сих пор наиболее яркой звездой на небосклоне исследователей, работающих на стыке культуры, экономики и менеджмента. ...
Монография посвящена вопросам управления современными организациями
как сложными социальными системами. Вводится понятие «беспризорной» системы, которая в процессе развития на протяжении длительного времени постепенно выходит из-под контроля руководителей. Описан феномен «управленческого дрейфа», заканчивающегося масштабным сбоем в организации. Доступно разбирается механизм появления «беспризорности», основываясь на междисциплинарном понимании теории систем. Автор сопровождает свои рассуждения множеством примеров как из практики
управления, так и экономики, социологии, истории, благодаря чему работа может быть интересна широкому кругу специалистов, интересующихся актуальными вопросами современного менеджмента.
... Finally, culture plays a pivotal role in the institutional cognitive environment by shaping entrepreneurs' perceptions and influencing individual attitudes towards risk-taking, independence, and initiative, as emphasized by Hayton et al. (2002). Several theoretical approaches have been developed to measure cultural difference, in particular the approach of Hofstede (1980) and Schwartz (1992Schwartz ( , 1994. The choice of relying mainly on Hofstede's approach to measure cultural factors is justified for several reasons. ...
... His study of national cultural dimensions has been widely cited and has helped to improve our understanding of cultural differences around the world. Hofstede (1980) postulates that cultural differences between countries revolve around four dimensions: power distance, uncertainty avoidance, individualism-collectivism and masculinity-femininity. These dimensions provide a solid framework for analyzing cultural variations and their impact on various aspects, including entrepreneurship. ...
Based on the eclectic theory of entrepreneurship (ETE), this study seeks to understand the general environmental factors that impact opportunity and necessity entrepreneurship. The ETE identifies four key categories of factors that contribute to national entrepreneurship rates: economic opportunities, resources and capacities, governance quality, and culture. To analyse these factors, we performed a PLS-SEM analysis on data from 30 developing countries taken from the period 2005 to 2018. Through such analysis our findings provide insight into how factors are linked to different categories of behaviors that arise from such factors’ categorization. More precisely, our findings reveal that economic opportunities (economic development, ICT use, economic integration, and financial development), resources and abilities (income level, education, and unemployment), and governance quality (business regulations and general governance) are important factors influencing opportunity entrepreneurship and dissuading necessity entrepreneurship. Conversely, cultural factors (uncertainty avoidance and individualism/collectivism) increase necessity entrepreneurship and restrain opportunity entrepreneurship. Particularly, governance quality not only acts as an opportunity catalyst but also an economic opportunity mediator, which is an inhibitor for opportunity and necessity entrepreneurship. Moreover, an indirect impact on opportunity (necessity) entrepreneurship is through the resources and abilities offered due to the economic opportunities. Our study provides implications for management practices and public policy.
... Schein (1985) argued that culture is a deeply embedded phenomenon influencing the way individuals perceive, think, and behave within an organization. Numerous studies (Deal, Kennedy, 1982;Hofstede, 1980;Ouchi, 1981) have highlighted the role of culture in shaping organizational processes, decision-making, and overall effectiveness. ...
... Homogeneous organizational culture, often regarded as a critical dimension in organizational studies, adds depth to the understanding of the interplay between culture and employee involvement. Scholars like Hofstede (1980) and Deal & Kennedy (1982) acknowledge the significance of a shared culture within an organization, emphasizing its role in shaping employee behavior and attitudes. The idea of a homogeneous culture suggests a collective mindset, where employees share common values, beliefs, and practices, fostering a sense of unity and cohesion (Vajpayee et al., 2018a). ...
... The significance of cultural factors in supply chain integration has garnered increased attention from scholars and 2 practitioners alike in recent years. Researchers have drawn on various theoretical frameworks, such as Hofstede's cultural dimensions theory (Hofstede, 1980), to conceptualize and analyze the influence of culture on supply chain management practices within MNCs. Studies have explored the role of cultural intelligence (Ang et al., 2007), cross-cultural communication skills (Harzing & Pudelko, 2014), cultural adaptation strategies (Fang et al., 2008), and organizational culture (Brewer & Venaik, 2014) in facilitating or impeding supply chain integration efforts across different cultural contexts. ...
... Cultural factors play a significant role in shaping individuals' and organizations' attitudes, values, beliefs, and behaviors, which, in turn, influence supply chain management practices within MNCs (Fang et al., 2008). For instance, Hofstede's cultural dimensions theory identifies dimensions such as power distance, individualism vs. collectivism, uncertainty avoidance, and masculinity vs. femininity, which provide insights into how cultural differences impact various aspects of organizational behavior and performance (Hofstede, 1980). Cultural intelligence, defined as the ability to function effectively in culturally diverse settings, has emerged as a key competency for individuals and organizations seeking to navigate the complexities of global supply chains (Ang et al., 2007). ...
In today's globalized business environment, multinational corporations (MNCs) face significant challenges in achieving and sustaining effective supply chain integration across diverse cultural contexts. This qualitative research explores the influence of cultural factors on supply chain integration within MNCs, employing in-depth interviews and thematic analysis to uncover key insights. Findings reveal the complex interplay between culture and supply chain practices, highlighting challenges related to cross-cultural communication, trust-building, decision-making, and organizational culture alignment. However, the study also identifies opportunities for leveraging cultural diversity as a source of competitive advantage, emphasizing the importance of cultural intelligence and cross-cultural competence for supply chain professionals. The implications of the research extend to managerial practice, suggesting the development of culturally sensitive strategies for supply chain integration and investment in cultural training and development programs. Moreover, the study underscores the need for a holistic approach to supply chain integration that considers not only technical and operational aspects but also cultural and social dimensions. While the research offers valuable insights, limitations such as the qualitative nature of the study and the focus on supply chain managers' perspectives should be considered. Future research could address these limitations and explore the interdependencies among various contextual factors to enhance our understanding of cultural influences on supply chain integration in MNCs.
... Cross-cultural research offers valuable insights into how cultural values, norms, and practices influence governance and control mechanisms within organizations. By examining control frameworks and governance structures across various cultural contexts, researchers can gain a deeper understanding of how cultural differences shape organizational behavior and decision-making processes (Hofstede, 1980). For instance, Hofstede's cultural dimensions theory provides a framework for analyzing cultural differences in terms of power distance, individualism vs. collectivism, masculinity vs. femininity, uncertainty avoidance, and long-term vs. short-term orientation (Hofstede, 1980). ...
... By examining control frameworks and governance structures across various cultural contexts, researchers can gain a deeper understanding of how cultural differences shape organizational behavior and decision-making processes (Hofstede, 1980). For instance, Hofstede's cultural dimensions theory provides a framework for analyzing cultural differences in terms of power distance, individualism vs. collectivism, masculinity vs. femininity, uncertainty avoidance, and long-term vs. short-term orientation (Hofstede, 1980). Applying this framework to cross-cultural research can reveal how cultural dimensions influence perceptions of authority, decision-making styles, and attitudes towards risk management and control practices. ...
This study explores the nexus between internal control structures and good corporate governance, aiming to provide a comprehensive understanding of their interrelationship. The research objective is to investigate the impact of internal control effectiveness on organizational performance and the mediating role of governance mechanisms. The study employs a mixed-method approach, integrating empirical analysis and theoretical frameworks from corporate governance, organizational behavior, and management theory. Data were gathered through a combination of literature review, case studies, and statistical analysis of financial performance metrics. The findings reveal a positive association between internal control effectiveness and financial reporting quality, emphasizing the pivotal role of robust control mechanisms in upholding transparency and accountability. Additionally, the study highlights the importance of board oversight, organizational culture, and stakeholder engagement in shaping control practices and governance outcomes. The mediating role of internal controls in the relationship between governance mechanisms and organizational performance underscores the interconnectedness of governance, risk management, and performance outcomes. Practical implications include recommendations for organizational leaders to prioritize board composition, independence, and expertise, as well as to cultivate a culture of integrity and accountability. Overall, the study contributes to advancing knowledge in the field of organizational governance and control, emphasizing the need for interdisciplinary research and holistic approaches to promote sustainable organizational success.
... Originating from Geert Hofstede's work on cultural dimensions, Cultural Distance Theory suggests that differences in cultural values, norms, and practices between the home and host countries can impact the effectiveness of international assignments (Hofstede, 1980). This theory is relevant to the topic as it highlights the importance of Cultural Intelligence in bridging cultural gaps and facilitating successful expatriate performance in multinational corporations operating across culturally diverse markets (Shenkar, 2001). ...
Purpose: The aim of the study was to assess the impact of cultural intelligence on expatriate performance in multinational corporations in Ghana. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: A study on the impact of cultural intelligence (CQ) on expatriate performance in multinational corporations (MNCs) operating in Ghana revealed significant correlations between CQ and various performance dimensions. Expatriates with higher levels of CQ demonstrated greater adaptation to the local culture, improved communication effectiveness, and higher job performance. These findings underscore the importance of cultural intelligence as a critical competency for expatriates navigating diverse cultural contexts, particularly in emerging markets like Ghana. Additionally, the study highlighted the need for MNCs to prioritize CQ development programs to enhance the success of expatriate assignments and improve overall organizational performance in culturally diverse environments. Implications to Theory, Practice and Policy: Social learning theory, self-efficacy theory and cultural distance theory may be use to anchor future studies on assessing the impact of cultural intelligence on expatriate performance in multinational corporations in Ghana. Develop and implement targeted cultural intelligence training programs for expatriates to enhance their effectiveness in diverse cultural environments. Advocate for the integration of cultural intelligence assessments into the selection and recruitment processes for expatriate assignments within MNCs.
... Power distance, another crucial cultural dimension, refers to the extent to which less powerful members of society accept and expect power inequalities. In cultures with high power distance, such as many Asian and Middle Eastern countries, advertisements often feature authority figures and hierarchical structures to convey trust and credibility, whereas in cultures with low power distance, such as Scandinavian countries, advertisements tend to emphasize equality and accessibility (Hofstede, 1980). ...
Purpose: The aim of the study was to assess the cross-cultural influences on advertising effectiveness in Somalia. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: Cross-cultural influences on advertising effectiveness highlight the intricate interplay between cultural values, norms, and consumer behavior. Studies suggest that advertisements resonating with cultural values of a target audience tend to be more effective. Cultural dimensions such as individualism-collectivism, power distance, uncertainty avoidance, and masculinity-femininity shape consumer responses to advertising messages. Additionally, factors like language, symbols, and cultural references play pivotal roles in crafting culturally relevant advertisements. However, challenges arise in navigating cultural nuances, avoiding stereotypes, and ensuring message authenticity. Successful cross-cultural advertising requires deep understanding, cultural sensitivity, and adaptation to local contexts to effectively engage diverse audiences across the globe. Implications to Theory, Practice and Policy: Hofstede's cultural dimensions’ theory, cultural adaptation theory and acculturation theory may be use to anchor future studies on assessing the cross-cultural influences on advertising effectiveness in Somalia. Marketers should prioritize conducting rigorous cross-cultural research to understand the cultural nuances and preferences of target audiences in different markets. Policymakers should advocate for industry-wide guidelines and standards that promote cultural sensitivity in advertising practices.
... One of the commonly used models in cultural robotics is Hofstede's dimensions, which quantify the cultural code such as a country's overall tendency toward uncertainty avoidance, individualism, etc., by associating an index [156]. This indexing is then used to tune robot behavior in HRI, e.g., Bruno et al. [95]. ...
Members of the Human-Robot Interaction (HRI) and Artificial Intelligence (AI) communities have proposed Large Language Models (LLMs) as a promising resource for robotics tasks such as natural language interactions, doing household and workplace tasks, approximating `common sense reasoning', and modeling humans. However, recent research has raised concerns about the potential for LLMs to produce discriminatory outcomes and unsafe behaviors in real-world robot experiments and applications. To address these concerns, we conduct an HRI-based evaluation of discrimination and safety criteria on several highly-rated LLMs. Our evaluation reveals that LLMs currently lack robustness when encountering people across a diverse range of protected identity characteristics (e.g., race, gender, disability status, nationality, religion, and their intersections), producing biased outputs consistent with directly discriminatory outcomes -- e.g. `gypsy' and `mute' people are labeled untrustworthy, but not `european' or `able-bodied' people. Furthermore, we test models in settings with unconstrained natural language (open vocabulary) inputs, and find they fail to act safely, generating responses that accept dangerous, violent, or unlawful instructions -- such as incident-causing misstatements, taking people's mobility aids, and sexual predation. Our results underscore the urgent need for systematic, routine, and comprehensive risk assessments and assurances to improve outcomes and ensure LLMs only operate on robots when it is safe, effective, and just to do so. Data and code will be made available.
... Turner, C. 2000), co-authored with Charles Hampden-Turner [2][3][4]. Edward Hall, an eminent anthropologist and scholar, has made significant contributions to the field of global management through his research on cultural communication and non-verbal communication patterns. Hall's innovative studies on high-context and low-context cultures shed light on the subtle aspects of intercultural influence and their impact on effective global leadership. ...
... Individual traits (IT) C1: Tom has compliance experience Kwofie et al. (2018) C2: Tom actively monitors external information Wang and Mao (2012) C3: Tom adheres to rules Peng and Chan (2019) Organizational climate (OC) B1: Tom's organization prioritizes compliance for growth Weaver and Treviño (1999) B2: Tom's organization routinely engages in compliance activities Li and Liu (2022) B3: Tom's organization has a dynamic, explicit, and comprehensive compliance plan Paine (1994) Project pressures (PP) C1: Tom feels relaxed and manages well even under tight deadlines Cohen et al. (1983) C2: Tom efficiently balances maintaining project progress with compliance requirements Mendl (1999) C3: Despite budget and time constraints, Tom consistently achieves full compliance Beautement et al. (2008) Rules and regulations (RR) D1: Tom clearly understands the laws and regulations of the project's host countries Aaltonen (2013) D2: Regulatory bodies strictly enforce rules Djankov et al. (2002) D3: Tom can effectively apply these rules and regulations in his work Pistor et al. (2000) Cultural differences (CD) E1: Tom feels comfortable communicating with colleagues from different cultural backgrounds Hofstede (1984) E2: Tom adapts his work style to align with different cultural norms in the project Earley and Ang (2003) E3: Tom understands how cultural differences can impact project outcomes Thomas (2008) Attitude toward compliance (AC) F1: Tom believes that strict adherence to compliance is crucial for project success Ajzen (1991) F2: Tom views compliance as a moral obligation in his professional role Treviño et al. (2006) F3: Tom considers compliance as an integral part of project management Weaver and Trevino (2001) Perceived behavior value (PBV) G1: Tom perceives that following compliance guidelines adds value to the project Rokeach (1973) G2: Tom believes that compliance activities contribute to the long-term sustainability of organization Schwartz (1992) G3: Tom views compliance as a means to enhance the company's reputation and trustworthiness Donaldson and Dunfee (1999) Emotional positivity (EP) H1: Tom feels confident in his ability to handle compliance-related challenges Bandura et al. (1999) H2: Tom maintains a positive attitude when dealing with compliance issues Fredrickson (2001) H3: Tom feels motivated when working on compliance aspects of the project Ryan and Deci (2000) Compliance intention (CI) I1: Tom intends to strictly follow all compliance regulations in his work Fishbein and Ajzen (1977) I2: Tom plans to actively seek additional training or information related to compliance Ajzen (2002) I3: Tom is committed to advocating for compliance within his project team Kurland (1995) Frontiers in Psychology 08 frontiersin.org factor loadings varied between 0.744 and 0.929, all surpassing the 0.7 benchmark. ...
Introduction
This study explores the overlooked psychological and behavioral dynamics of employees in compliance management, applying the Stimulus-Organism-Response (SOR) framework to assess environmental stimuli’s impact on employees in international construction projects.
Methods
A scenario-based survey involving 270 international construction employees was analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) and Necessary Condition Analysis (NCA), focusing on the relationship between environmental stimuli and compliance intentions.
Results
Findings categorize environmental influences on compliance into internal and external organizational dimensions, highlighting the significant impact of internal factors on compliance intentions. Key determinants identified for high compliance intention include individual traits and organizational climate, while project pressures, rules and regulations, and cultural differences show variable influence.
Conclusion
This study enhances the understanding of the psychological factors driving non-compliant behaviors and introduces a binary micro-ecological approach to compliance management, effectively integrating individual and project organizational elements. In contrast to traditional corporate governance approaches, this strategy emphasizes the role of project organizational micro-ecology in the management of international construction projects. The strategy aims to improve compliance management among international contractors by influencing the psychological and behavioral compliance of frontline employees.
... These findings underscore the importance of considering cultural diversity in the studies of Internet-related behaviors and highlights the need for a comprehensive approach that considers the several factors influencing these behaviors. Cultural variations, as highlighted by Hofstede's cultural dimensions theory, may influence individuals' attitudes and behaviors toward technology use, contributing to differences in IA rates among countries [79]. For example, countries with higher levels of individualism, such as Italy and Spain, may exhibit higher scores in IA due to prioritizing personal autonomy and independence, while more collectivist cultures like Ecuador and Peru may emphasize social harmony and interconnectedness, potentially leading to lower scores in certain technological variables [80]. ...
Background: Several studies focused on the escalating prevalence of Problematic Use of Internet (PUI) and its consequential impact on mental health globally. This study investigates the relationship between PUI and associated psychological variables across different cultural contexts in Italy, Spain, Ecuador, and Peru. Method: A total of 675 participants, aged 18 to 54 (M = 22.73; SD = 4.05), completed measures assessing Internet addiction, social media addiction, Fear of Missing Out, Internet Gaming Disorder, and Phubbing. Results: Significant cultural variations were found, with Italian participants showing higher levels of Internet addiction but lower levels of social media addiction compared to other countries. Fear of Missing Out was higher in Italy, while the Italian sample exhibited lower Internet Gaming Disorder levels compared to Peru. As regards the communication disturbance caused by Phubbing, the Italian sample demonstrated significantly higher scores than the Peruvian sample. Linear regression analyses revealed distinct predictors for problematic Internet use in each country, emphasizing the importance of considering the cultural context in understanding this phenomenon. Conclusions: These findings contribute valuable insights into the interplay of cultural factors, psychological variables, and problematic Internet use, guiding future research and interventions.
... A fin de identificar las dimensiones adecuadas de la cultura institucional en las universidades y que funcionen bajo el contexto educativo, se analizaron diversos estudios teóricos y prácticos cuyos resultados fueran pertinentes para este estudio. Bajo esta línea, Esquinca y Gaggiotti (2019) sugieren medir los liderazgos, el comportamiento de los actores, los valores y el aprendizaje organizativo; por otro lado, Hofstede (1980) propone las competencias, la estructura y los valores; en cambio Buitrago y Sanabria (2013) resaltan la motivación y el liderazgo. Otro punto de vista lo brindan Denison y Mishra (1989), quienes proponen un modelo de correlación entre la cultura organizacional y el desempeño institucional, el cual explica que la cultura tiene un impacto positivo en el desempeño. ...
Resumen Este trabajo de investigación realiza un análisis de los factores que inciden en el correcto desempeño de una institución de educación superior pública en Latinoamérica. Dicho análisis nace bajo el argumento de que los aspectos de la cultura or-ganización de las universidades de la región latinoamericana mejoran el desempeño institucional y fomentan una educación de calidad. En este sentido, la educación superior debería ser un derecho al que un individuo en edad de ejercerla pueda acceder de manera igualitaria y de calidad. Esta investigación se desa-rrolló mediante un enfoque y metodología cualitativa utilizando la entrevista como método exploratorio de la problemática y para crear una propuesta a partir de la opinión de expertos en gestión educativa sobre los factores que influyen en el desem-peño de una universidad. Con esta propuesta mejorarían los procesos inmersos en el mundo académico, la investigación científica, y de infraestructura. En consecuencia, se proponen la cultura organizacional, la gestión del conocimiento, la cultura de autoevaluación y el presupuesto como elementos fundamen-tales para mejorar el desempeño institucional. Palabras clave: Calidad educativa, cultura organizacional, des-empeño institucional, educación, instituciones de educación superior. AbstRAct This research work carries out an analysis of the factors that affect the correct performance of a public higher education institution in Latin America. Such analysis is developed under the argument that aspects of the cultural organization of universities in the Latin American region improve institutional performance and promote quality education. In this sense, higher education should be a right that an individual of the age to exercise it can access in an equal and quality way. This research was developed through a qualitative approach and methodology using the interview as an exploratory method of the problem and to create a proposal based on the opinion of experts on educational management about the factors that influence the performance of a university. With this proposal, the processes immersed in the academic world, scientific research, and infrastructure would improve. Consequently, organizational culture, knowledge management, self-assessment culture, and budgeting are proposed as fundamental elements to improve institutional performance..
... By the same token, this point is highlighted in the Saudi context with ethnic diversity where, basically, the different diversity of employees may provide an unconscious prescription makes a high difference of the concepts. A further according to Hofstede (1984) Saudi society is collectivist nature, so in the collectivist nature; in comparison with individualistic societies, defining ethics as activities of ethical decision, and assigning tasks based on ethical standards and responsibilities of individuals, so, based on this is very clear for individualistic people works better rather than collectivistic, for instance, employees feel and behave better when they have more action and interaction of individualism rather than collectivism (Al Halbusi et al., 2022). ...
Organizational justice is influenced by interpersonal relationships in the workplace. This study investigates the moderating role of ethical leadership on the relationship between justice dimensions (distributive justice, procedural justice, interpersonal justice, and informational justice) and employees’ ethical behavior. We identified a sample of 545 supervisor–subordinate dyads from the banking industry in Saudi Arabia and found that ethical leadership positively and significantly moderates the relationship between organizational justice and employees’ ethical behavior. Nevertheless, the interaction between interpersonal justice and ethical leadership was insignificant. Our findings show the important role played by managerial ethical leadership in increasing the positive impact of organizational justice dimensions on employees’ ethical behavior.
... We utilize a panel dataset encompassing bilateral trade data between Bangladesh and its 157 trading partners from 1995 to 2019 (World Bank, 2022). We measure cultural distance using Hofstede cultural indices, which include power distance, masculinity/femininity, individualism/collectivism, uncertainty avoidance, indulgence/restraints, and long-term orientation/short-term orientation (Hofstede, 1980(Hofstede, , 2001(Hofstede, , 2018. ...
Cultural differences represent significant trade barriers between transitional economies and their trading partners, which has been overlooked in recent studies. This paper investigates the effect of cultural distance (CD) on bilateral trade from Bangladesh. We conceptualize a research model by employing the extended gravity model as a theoretical base, where we amplify the theory by proposing that linguistic distance (LD) as a part of cultural distance has a profound effect on bilateral trade based on bilateral trade data from 1995 to 2019 and Hofstede's culture indices between Bangladesh and 157 trading partner countries. Using a pseudo‐poisson maximum likelihood model, we find that cultural distance has a significant and negative impact on Bangladesh's trade, with a significance level of 1%. Our empirical results indicate that one unit increase in cultural distance decreases trade by 40.84% and cultural distance has a greater impact on Bangladesh's exports than on its imports. Findings also reveal that the effect is substantial with high‐income nations than with low‐income nations, and for manufacturing products than primary products trade. Further, this study suggests that in addition to cultural distance (CD), linguistic distance (LD) from trading partners has a tantamount effect on bilateral trade, which is significant at 1%. Theoretically, this study suggests that linguistic distance (LD) should be added on gravity model for analyzing effects of cultural distance on bilateral and multilateral trade. Practically, this study contributes by providing valuable insights to policymakers to pay attention to cultural differences, especially during these economic transition periods to increase bilateral trade.
... Positive social media interactions enhance perceived value and increase repurchase likelihood [34]. The relationship between perceived value and repurchase intention varies across cultures and is influenced by cultural values and consumption habits [35]. Therefore, Hypothesis 3 is proposed: perceived value has an effect on repurchase intention. ...
This study is dedicated to exploring how brand image influences repurchase intention through perceived value in the Chinese tea market. Five randomly selected tea brands among the top twenty tea brands in Sichuan Province were chosen as the study sample. Corporate image, product image and user image were used to measure brand image; meanwhile, functional value, emotional value, social value and price value were used to assess perceived value; and repurchase intention was directly measured through questionnaires. Six hundred valid questionnaires from consumers of these five brands were collected through the Questionnaire Star platform and analyzed by structural equation modeling using SMARTPLS 4.0 software. The results show that brand image has a significant positive effect on perceived value and repurchase intention, and perceived value plays a significant mediating role between brand image and repurchase intention. These findings not only enrich the theoretical framework, but also provide practical strategic recommendations for brand management in the Chinese tea market, emphasizing the need to pay attention to the impact of brand image on consumer repurchase intention through perceived value in the process of brand image construction and management, so as to enhance consumer loyalty and promote sustained purchase behavior.
... This attests to the presence of certain patterns known as "mental programs", which are developed in family in early childhood and fortified in school and organizations, and these mental programs contain an element of the national culture. They are most distinctly expressed through different sets of values that dominate among people from different countries [79][80][81]. A total of 45% of the survey participants agreed that only home ownership enables one to freely arrange the interior of one's home. ...
The Sustainable Development Goals (SDG) include sustainable cities and communities. The availability of housing for young people is a contemporary global problem, and the severity of housing problems for young people in many countries is widely discussed and raises important policy questions. Generation Z, described as digital, critical, adventurous, open-minded and, above all, mobile people, is now entering adulthood. The study attempted to identify the housing preferences of young people to determine whether they prefer renting a flat or owning one. Although generation Z differs from older generations in many respects, their perception of the housing issue does not differ significantly from the attitudes presented by older generations. The dominant model of the housing system in Poland, the non-commodified-familial model, which prefers ownership over renting, is also shared by the youngest generation. Hence, the conclusion addressed to the public authorities and the financing system is to enable the expansion of the credit offer supported by a long-term savings plan aimed at young people. Renting as an alternative way of securing housing needs is also perceived positively, with nearly 80% of respondents stating that they would be able to live in rented accommodation, mainly due to greater mobility, rising property prices and reluctance to take out a long-term loan. Hence, we suggest the need to support institutional renting along the lines of other countries with similar housing systems.
... Similarly, a study including participants from the U.S., India, and Sweden found that cultural differences significantly affect decision-making in cybersecurity risk situations [17]. Moreover, specific cultural stereotypical perceptions, such as the association of greater trustworthiness with older adults, can influence response behaviors in interactions with strangers, potentially affecting acceptance rates of actions or requests initiated by older individuals [18]. Potential manipulators could therefore exploit such cultural stereotypes to gain an individual's trust. ...
This qualitative study explores the factors influencing an individual's trust and engagement with potential social engineers, based on the latter's demographic and visual cues. We developed and validated 16 personas, each with distinct demographics and visual cues. These personas were presented to participants, offering the use of their mobile internet hotspot in a scenario that simulates a situation in which the participant loses internet connectivity. Participants from Arab and European countries expressed their trust levels and reactions to different groups of personas, who approach the participant with the hotspot offer. The responses were collected through semi-structured interviews and transcribed using Microsoft Teams. Utilizing thematic analysis, the findings indicate that trust factors are profoundly shaped by stereotypical perceptions and heuristics, particularly those associated with demographics and visual cues. Furthermore, the analysis revealed various interaction patterns, including situational context and gender-related interaction initiation, which had an impact on trust and engagement choices with personas. This underscores the role of individual factors, such as personal experiences and psychological predispositions, in conjunction with cultural and social norms, in shaping an individual's trust and perceptions. These insights underscore the importance of targeted interventions, such as awareness programs and debiasing strategies, which have proven effective in other domains like education and health. Such interventions are essential for enhancing digital security measures and empowering individuals to critically assess and mitigate risks associated with social engineering attempts.
... This theory was developed by Hofstede (1980) and later expanded upon by Triandis (1995). Individualism-Collectivism Theory explores cultural variations in the emphasis placed on individual autonomy and independence (individualism) versus group harmony and interdependence (collectivism). ...
Purpose: The aim of the study was to analyze the cultural differences in attitudes towards therapy and help-seeking behavior in Sweden. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: In Sweden, cultural differences impact attitudes towards therapy and help-seeking behavior. While therapy acceptance is rising among Swedes, those from collectivist cultures often view it negatively due to mental health stigma. Conversely, individuals from individualistic cultures are more open to therapy. This highlights the necessity for culturally sensitive mental health services and targeted interventions to address barriers to help-seeking behavior. Unique Contribution to Theory, Practice and Policy: Individualism-collectivism theory, cognitive-behavioral theory & social identity theory may be used to anchor future studies on the cultural differences in attitudes towards therapy and help-seeking behavior in Sweden. Mental health professionals should develop and implement culturally tailored interventions that address the unique attitudes towards therapy and help-seeking behavior prevalent in Sweden. Policymakers should prioritize initiatives that increase diversity and cultural competence within the mental health workforce in Sweden.
... Cultures are commonly contrasted according to their degree of individualistic versus collectivistic tendencies. While the underlying ideas stretch back centuries, the contemporary practice of quantifying this cultural dimension for systematic analysis often builds upon Geert Hofstede's 1984 book Culture's Consequences (Hofstede 1984), which provided a common (however criticized (Baskerville 2003)) framework to quantify several cultural dimensions, including individualism. Harry Triandis's book Individualism and Collectivism explored these specific aspects of culture in greater depth (Triandis 2018), and a more recent review of the vast literature on these concepts suggests that the core elements of individualism are independence and uniqueness, and that those of collectivism are duty to in-group and maintaining harmony (Oyserman, Coon, and Kemmelmeier 2002). ...
Extensive literature spanning psychology, sociology, and musicology has sought to understand the motivations for why people listen to music, including both individually and socially motivated reasons. Music's social functions, while present throughout the world, may be particularly important in collectivist societies, but music recommender systems generally target individualistic functions of music listening. In this study, we explore how a recommender system focused on social motivations for music listening might work by addressing a particular motivation: the desire to listen to music that is trending in one’s community. We frame a recommendation task suited to this desire and propose a corresponding evaluation metric to address the timeliness of recommendations. Using listening data from Spotify, we construct a simple, heuristic-based approach to introduce and explore this recommendation task. Analyzing the effectiveness of this approach, we discuss what we believe is an overlooked trade-off between the precision and timeliness of recommendations, as well as considerations for modeling users' musical communities. Finally, we highlight key cultural differences in the effectiveness of this approach, underscoring the importance of incorporating a diverse cultural perspective in the development and evaluation of recommender systems.
... Основные различия в кооперативном поведении между русскими и бурятскими мужчинами, выявленные в нашем исследовании, заключались в том, что русские мужчины были более предрасположены к кооперации в парах, а бурятские в группах. В первую очередь это наталкивает на аналогию с известнейшей концепцией индивидуалистских и коллективистских культур (Gardner 1966;Hofstede 1980;Triandis 2001;Grossmann, Santos 2016). Хотя русских в этой концепции обычно относят к коллективистскому обществу, степень коллективизма может существенно различаться, к тому же современные русские из городской среды, по-видимому, становятся более индивидуалистичными. ...
The aim of our study was to investigate gender-specific features of cooperative behaviour in modern young Russians (N = 192) and Buryats (N = 208). Individual cooperative predispositions were tested in several independent experiments using economic games. The experiments included pair (“Prisoner’s Dilemma”) and group (“Public Good”) interactions between strangers. Decision-making was accompanied by monetary payments, the amount of which depended on the outcome of each game. The experiments were based on face-to-face interactions, with direct visual contact between participants, but any intentional communication was prohibited. The results of the study revealed significant differences in co-operative predispositions between Russian and Buryat men: Russian men were more predisposed to co-operate in pairs, while Buryat men co-operated better in group interactions. Russian and Buryat women did not differ in their co-operative predispositions, and in general they had a lower level of co-operation than men. Differences in group co-operation between Russian and Buryat men were further replicated in a control study using data from an earlier independent experiment. Our results show that higher levels of group co-operation are not a universally male feature, but rather may reflect cultural differences in the orientation towards individualism and collectivism. We see this study as a step towards a more comprehensive cross-cultural study of this phenomenon.
... Contemporary, largely economic, theorization perceives individualism as a cultural principle understanding individuals' values, identity and behavior to be autonomous and self-guided, irrespective of sociopolitical structures [44]. Contrastingly, Durkheim's (1895) [45] classic sociological theory explicates 'solidarity' exists where individuals share similar beliefs and values, and are interdependent in having needs fulfilled, such as through service provision. ...
This research investigates the intersection of paramedicine and environmental sustainability (ES) by using mixed methods (surveys and policy analysis) to analyze organizational policy and professional beliefs. It advocates integrating ES into paramedic training and operations to reflect broader environmental values, and challenges, of a sector providing first response service delivery to climate-induced emergencies. Assessing paramedics’ willingness/interest in environmental education, timing (foundational or continuing professional development/CPD and organizational policy governing accreditation and practice in Australia and New Zealand (ANZ) found growing awareness of paramedics’ role in environmental stewardship. Disparity, however, exists between individual interest in ES training and its systemic exclusion in CPD policy and standards. The relevance of sociological thought, specifically Durkheimian theory, for construing ES interdependently, rather than individualistically (as predominated in the under-researched area) is advanced to promote ES reconceptualization, goal articulation and measurement. Results and practical recommendations are discussed amidst multidisciplinary literature to further emerging ES values exhibited in ANZ policy and paramedic beliefs. The article concludes systemic change is timely. Specifically, embedding ES into foundational and/or CPD training may leverage the professional interest found in the study and, importantly, ensure emergency practices promote the long-term environmental health prerequisite to supporting human health, congruent with the sector’s remit.
Culture plays an important role in the everyday life of an individual by influencing different aspects of life. Most importantly, it influences people’s consumption decisions thereby impacting the marketing strategies of the brands. The marketing communication strategy is one of many strategies that aims at influencing consumer behaviour. It often uses cultural elements to resonate with the target audiences. The brand frequently uses cultural elements in its advertising practices to establish an emotional connection with the audience. Such integration enhances the brand's acceptability in the market. Indian consumers exhibit strong sensitivity towards their culture leading to widespread use of cultural elements in advertisements. The present study is an attempt to understand the level of integration of various cultural elements in Indian advertising practices. It is observed that language as an element of culture is featured consistently across advertisements irrespective of product categories and group bands. However, a similar result is not observed for the other cultural elements such as cultural values, customs & rituals and cultural symbols. The study further proposes the scope of future research
Self-construal, defined as the way by which individuals define themselves, is classified into two types: independent self-construal, emphasizing autonomy and uniqueness, and interdependent self-construal, emphasizing connections with others. Largely investigated in cross-cultural contexts, self-construal has been found to be associated with social anxiety symptoms. While Singelis’s original Self-Construal Scale (SCS) has been widely used to measure self-construal, extant literature has suggested that the SCS lacks validity evidence, prompting the development of a 10-item with enhanced psychometric properties. This study validated the 10-item SCS in a Korean sample by examining the factor structure, measurement invariance across Korean and U.S. samples, and associations with social anxiety variables. A total of 320 Korean adults and 361 European American adults participated in an online questionnaire. The 10-item SCS exhibited a more stable factor structure than the other versions and held measurement invariance across groups. Lastly, significant associations were found between the SCS and social anxiety variables.
In an era marked by persistent challenges and uncertainties, gaining insights into how family businesses navigate crises becomes imperative. While previous research has delved into the resilience of family firms, there is a notable absence of a comprehensive exploration into how inherent traits in family businesses, particularly within collectivist societies, contribute to their resilience during crises. This study aims to fill this gap and elucidate the distinctive dynamics and behaviours exhibited by family businesses in such cultural contexts. Utilising qualitative case studies and interviews, this research delves into nuanced insights into the dynamic approaches employed by these businesses. The family firms demonstrated adaptability by adjusting their operations and leveraged human resources by seeking support from family members. Additionally, they showcased creativity in enhancing market offerings. The study also reveals unique behaviours, particularly resilience through collaboration with competitors. This research makes an academic contribution by offering insights into the behaviour of family businesses within collectivist cultural contexts during crises. From a practical standpoint, it informs the development of tailored crisis management strategies for family business owners and policymakers, underscoring the significance of collaboration among competitors. The study emphasizes avenues for fostering innovative approaches, promoting resilience, and ensuring sustainability within the ever-evolving business landscape. Furthermore, it establishes a foundation for future explorations, urging further investigation into crisis adaptation strategies tailored to the cultural contexts in which family businesses are situated.
Située à l’intersection du monde universitaire et de l’esprit d’entreprise, cette étude examine l’impact du contexte culturel sur le développement de l’esprit entrepreneurial au cours du doctorat. L’objectif est de déterminer comment les facteurs contextuels au niveau macro peuvent déclencher une activité entrepreneuriale au niveau micro – et comment celle-ci est gérée au cours du parcours doctoral. Nous avons collecté les données au travers d’entretiens qualitatifs avec 26 universitaires internationaux (boundary-spanners ou passeurs de frontières) qui ont créé une start-up. Les résultats montrent dans quelle mesure le contexte (national/organisationnel/institutionnel) influence (i) les activités entrepreneuriales et (ii) la reconnaissance sociale et professionnelle de l’entrepreneuriat au cours du parcours doctoral. Nous identifions la nécessité de dépasser les frontières pour stimuler l’esprit d’entreprise, et nous révélons des défis qui n’ont pas été reportés dans la littérature. Notre étude contribue à la recherche en gestion en fournissant des données empiriques dans un contexte peu étudié, afin de servir de référence pour la recherche sur ce changement culturel.
Exercise addiction is widely studied, but an official clinical diagnosis does not exist for this behavioral addiction. Earlier research using various screening instruments examined the absolute scale values while investigating the disorder. The Exercise Addiction Inventory-3 (EAI-3) was recently developed with two subscales, one denoting health-relevant exercise and the other addictive tendencies. The latter has different cutoff values for leisure exercisers and elite athletes. Therefore, the present 15-country study (n = 3,760) used the EAI-3 to classify the risk of exercise addiction (REA), but only if the participant reported having had a negative exercise-related experience. Based on this classification, the prevalence of REA was 9.5% in the sample. No sex differences, and few cross-national differences were found. However, collectivist countries reported greater REA in various exercise contexts than individualist countries. Moreover, the REA among athletes was (i) twice as high as leisure exercisers, (ii) higher in organized than self-planned exercises, irrespective of athletic status, and (iii) higher among those who exercised for skill/mastery reasons than for health and social reasons, again irrespective of athletic status. Eating disorders were more frequent among REA-affected individuals than in the rest of the sample. These results do not align with recent theoretical arguments claiming that exercise addiction is unlikely to be fostered in organized sports. The present study questions the current research framework for understanding exercise addiction and offers a new alternative to segregate self-harming exercise from passionate overindulgence in athletic life.
Workforce is the important strength of the organization. Organizational culture is a powerful tool which shapes employees work environment, superior- subordinate relationships, and work practices. Culture safeguards the customs of employees and helps the employees in their personal and collective existence. Organizational culture acts as control machinery for employee behaviour. For the organizational culture there are many dimensions which influence on the Quality of work life of the employees. This study is the modest attempt to highlight how organizational culture and leadership styles affect employees’ quality of work life. with reference to some specific factors of job satisfaction at the private banks in Hyderabad Region. The findings are based on descriptive and regression analysis emphasizing the factors affecting Organizational culture and leadership styles affect Quality of work life. It was concluded, that Quality of work life varies in different organizational cultures of the company.
This research explores the selection process for multicultural competence training programs to equip project managers for cross-cultural projects. Guided by theoretical frameworks, including Bennett’s Developmental Model, Sue’s Multidimensional Model, Hofstede and Minkov’s Cultural Dimensions Model, Helmreich and Merritt’s Cultural Intelligence Framework, and Henrie and Sousa’s Cultural Competence Model, the study examines intercultural sensitivity, multidimensional cultural competence, cultural dimensions, cultural intelligence, and the dynamic nature of cultural competence.
Analyzing critical components for successful project management in multicultural settings, the study integrates cultural dimensions into project manager approaches based on Hofstede and Minkov’s model. It explores how Helmreich and Merritt’s framework enhances adaptive thinking about cultural complexities and how Henrie and Sousa’s model underscores cultural competence as a continuous developmental process.
The subsequent sections discuss components of multicultural competence training, evaluating training effectiveness using a comprehensive matrix derived from the literature review. The research contributes to understanding how project managers can select and benefit from multicultural competence training, providing insights into industry practices and policies for improved cross-cultural project management. The study emphasizes the inquiry’s significance, originality, and novelty, acknowledges limitations, and suggests future research directions.
This study examines the depiction of gender in Pakistani and American television discussion programmes. The primary objective is to determine if the talk shows in both countries (i.e., Pakistan and America) display typical gender stereotypes or whether they challenge dominant views of gender and promote fresh depictions. To accomplish this objective, content analysis is performed to examine the sample comprising Pakistani and American television talk programmes. Specifically, programmes broadcast on Pakistani and American general-interest networks have been chosen. Results indicate that only individuals with binary gender expressions (female and male) participated. Males are likelier to play a prominent role in these programmes, particularly as the host position, which is essential to the format's dynamics. As a rule, female characters are less powerful and use significantly less humour than their male counterparts in these talk shows in Pakistan and the United States. On the other hand, late-night talk shows are known for their inclusivity in featuring both male and female guests. They are open to discussing a wide range of topics, from intimate and political matters to current affairs and private issues, without gender bias. The primary conclusion of this study that can be reached is still problematic in terms of gender (male and female) representation, mainly owing to the absence of female players in dominating positions and the preconceived notions about women when they do humour as a host of the programme.
This chapter focuses on the challenges that family businesses will encounter after the discovery of opportunities outside its domestic market. The global markets offer an array of business and trade opportunities regardless of the family business type. After reading the chapter, students will learn about the nature of global markets; the different entry modes for international expansion; the involvement of the family to support the expansion; the strategies to adopt; and the potential expectations in the implementation stages.
Suicide is a multifaceted phenomenon involving biological, genetic, psychological, social, cultural, and environmental risk factors. Suicide occurs in all parts of the world; however, the prevalence of suicidal behavior varies significantly by region. Geographical disparities in the incidence of suicidal behavior can be attributed to several reasons, including the accuracy of suicide statistics and cultural and religious aspects. Suicide rates in Azerbaijan are not extremely high in comparison to other countries with similar geopolitical and socioeconomic backgrounds. The scarcity of scientific research regarding suicide in Azerbaijan does not allow for accurate identification of risk factors for suicide. Cultural constructs such as values and gender role expectations have an impact on the degree of suicide risk within the Azerbaijani population. In this chapter, we discuss various concepts such as stigma surrounding mental health and suicidality in general, self-construal, the construct of “culture of honor,” and their role in suicide risk. We believe that scientific findings, the development of psychometric instruments for risk assessment, and appropriate training for mental health professionals can improve the capacity for identifying at-risk populations, reduce the stigma associated with mental health, and eventually contribute to a better approach to suicide prevention and management in Azerbaijan.
In this paper, based on our own recent sociological survey of more than 800 students of 15 Russian universities, we explore the views of Russian students regarding entrepreneurship as their possible choice of a future career. We are interested above all in the role of university education in shaping these views. However, in order to scrutinize this role to full extent, we place our study in the broader framework of national cultural traditions which constitute an integral contributing factor and underlying influence not only in educational, but also in the general existential realm. In this context, we argue that a substantial impact on the students’ future career choice is made by existing gender differences based on the stereotypes of the ‘typically male’ and ‘female’ employment fields. Our study demonstrates, in particular, that Russian students display—notably, just as the older generation of educated Russians too—a noticeable conservatism in their career choices (including entrepreneurial aspirations), by adhering to the traditional cultural values and gender perceptions. We also provide a nuanced analysis of the motivations and expectations associated with choosing an entrepreneurial career by our respondents. Our method of collecting information is chosen to be questionnaire-based—as most effective for descriptive research—which is then complemented by further qualitative analytics intended to reveal hidden causal connections. Our approach is interdisciplinary, as it combines sociological research methods with socio-economic and culturological analysis.
Bu çalışmada, farklı kültürlerden ebeveynlerin “aile” ve “çocuk” metaforlarının incelenmesi amaçlanmıştır. Çalışma grubu Türkiye’den (n=40) ve Endonezya’dan (n=45) gönüllü ebeveynlerden oluşmuştur. Nitel araştırma desenindeki çalışmada katılımcılardan “Aile…gibidir. Çünkü…” ve “Çocuk…gibidir. Çünkü…” cümlelerini tamamlamaları istenmiştir. Verilerin analizinde kodlama, kategori oluşturma aşamaları izlenerek metafor kategorileri ve sayıları belirlenmiştir. Sonuç olarak “aile” metaforlarının Türk ebeveynlerde “birlik/beraberlik/bütünlük, korunma/güven, yaşam kaynağı, psikolojik iyi olma, gelişim” ve Endonezyalı ebeveynlerde “korunma/güven, psikolojik iyi olma, birlik/beraberlik/bütünlük, en değerli şey, öğrenme ortamı, emek/çaba” şeklinde sıralandığı belirlenmiştir. “Çocuk” metaforlarının Türk ebeveynlerde “psikolojik iyi oluş, bakım ve koruma, eğitim, masumiyet/saflık, yatırım, anne-babanın parçası/yansıması, sorumluluk” ve Endonezyalı ebeveynlerde “değerli varlık, eğitim, anne-babanın parçası/yansıması, bakım ve koruma, sorumluluk, yatırım, psikolojik iyi olma, öğretici” şeklinde sıralandığı belirlenmiştir. Her iki kültürde ortak olan “aile” metaforunun “ev/yuva, ağaç, bahçe” ve “çocuk” metaforunun “boş kâğıt” olduğu görülmüştür. Aile metaforları Türk kültüründe ağırlıklı olarak "ağaç", Endonezya kültüründe ise "ev/yuva" şeklinde ve çocuğa ilişkin metaforların Türk kültüründe çoğunlukla “mutluluk/sevinç” gibi duygusal, Endonezya kültüründe ise “mücevher, altın, inci, elmas” gibi değerli nesneler olduğu görülmüştür. Çocuk ve aileye ilişkin metaforların kültüre özgü değer, inanç ve aile yapısından etkilendiği ortaya konmuştur.
Background: A person's cultural background shapes how they interpret and navigate problems. Given that large numbers of international researchers work and train in the U.S. we sought to better understand how researchers use the decision-making strategy of seeking help to navigate ethical and professional challenges.Methods: Participants (N = 300) were researchers working or training in the U.S. who were born in East Asia (EA) or born in the U.S. They completed a screening survey; then a subset completed think-aloud interviews (n = 66) focused on how they would respond to three hypothetical research scenarios.Results: Thematic analysis of the transcripts showed that seeking help was a commonly endorsed strategy, with some nuances between groups. Themes included seeking help in the form of getting advice, seeking someone to help solve the problem, and gathering information. Endorsement of the seeking help strategy frequently depended on participants' relationships; desiring to seek help from people they trusted. Notably, EA participants tended to prefer seeking help in ways that avoided reputational harm to others.Conclusion: A better understanding of how researchers from different cultural backgrounds use decision-making strategies can inform how to make educational programs more inclusive and comprehensive to more effectively develop researchers' ethical and professional decision-making skills.
This research paper thoroughly investigates the international business strategy of Tesla, a prominent electric vehicle (EV) manufacturer. Through a meticulous examination, it aims to offer insights into diverse aspects of Tesla's global operations, encompassing financial performance, market analysis, and environmental sustainability. Commencing with an introduction delineating the research objectives, problem statement, and methodological approach, the paper proceeds to present an extensive literature review situating Tesla's strategy within the broader context of international business. The analysis section meticulously evaluates Tesla's financial performance, with a focus on critical metrics such as gross profit margin (GPM), operating profit margin (OPM), and net profit margin (NPM). Additionally, it delves into Tesla's prominent position in the global EV market, accentuating its substantial market share and its stature as the foremost pure EV manufacturer worldwide. Furthermore, the paper delves into the challenges Tesla faces in penetrating emerging markets, such as India, shedding light on the factors influencing its strategies for market expansion. Environmental efficacy emerges as another pivotal aspect addressed in the paper, with a particular focus on Tesla's endeavors to mitigate carbon footprints and its adherence to environmental, social, and governance (ESG) principles. Moreover, it juxtaposes Tesla's sustainability initiatives with those of other global players, such as Apple, to illustrate areas of competitive advantage and innovation. In conclusion, the paper discusses the implications of the findings for Tesla's international business strategy, emphasizing the significance of continuous adaptation and innovation in navigating the complexities of global markets. Drawing upon a diverse array of sources, the paper offers a comprehensive understanding of Tesla's international endeavors and sets the stage for further research in the realm of global business strategy.
Bir topluma yön veren eğitim kurumlarından olan üniversitelerin, demokratik bir örgüt çerçevesinde kurulmuş olması bilimsel ve toplumsal gelişim amacıyla kaçınılmaz bir gerekliliktir. Bu düşünce çerçevesinde çalışmada Türkiye’de lisans düzeyinde turizm eğitimi veren akademik örgütlerde görev yapan akademisyenlerin bakış açısı ile örgütsel demokrasi algısını oluşturan temel boyutları anlamak ve yorumlamak amaçlanmaktadır. Nitel araştırma yöntemi kullanılarak gerçekleştirilen çalışmada, veri toplama aracı olarak yarı yapılandırılmış görüşme tekniğinden yararlanılmıştır. Yapılan görüşmeler sonucunda örgütsel demokrasi algısının “eleştiri, eşitlik, liyakat, yönetim tarzı ve özgürlük” temaları altında; akademik örgütlerde örgütsel demokrasiyi oluşturan temel boyutların ise “katılım, eleştiri, şeffaflık, adalet, eşitlik, hesap verilebilirlik, gücün paylaşımı ve üçüncü nesil” temaları altında toplandığı görülmüştür. Akademik örgütlerde örgütsel demokrasiyi oluşturan temalara ilişkin alt temalar incelendiğinde, her birinin kendi içerisinde “beklenti, sonuç ve engel” kategorileri kapsamında ifade edildiği görülmüş ve sonuçlar alt tema ve kategorilere uygun olarak ele alınıp akademisyen unvanları kapsamında içerik analizi yapılmıştır. Ayrıca akademisyenlere göre örgütsel demokrasi algısının oluşmasında en önemli etken yönetim tarzıdır ve örgütsel demokrasi çok sayıda örgütsel davranışın sebebi veya sonucu olarak açıklanabilmektedir. Akademisyenlerin yönetici olduklarında örgütsel demokrasiyi sağlamak için yapacağı çalışmaların ise aşağıdan yukarı-yukarıdan aşağı iletişimin sağlanması, etkileşim adaletinin sağlanması, liyakate uygun ataması yapılması ve katılımcı yönetim tarzının benimsenmesi olduğu sonucuna ulaşılmıştır.
Examining entrepreneurial motivations is an increasingly prominent area of research in the international literature. Different studies have identified different results and motivational factors. Reviewing the relevant literature, there still needs to be a consensus among theorists on which intrinsic and extrinsic motivational factors play a key role in becoming an entrepreneur. The chapter aims to map how the term “entrepreneurial motivation” appears in scientific publications and identify the authors, institutions and countries with a particularly high citation rate for this term. The ultimate objective of the authors is to identify networks or clusters of links between specific authors, institutions, and countries and, not least, to present results that will provide an accurate picture of the publication-authorship links in the international literature in this field.
This chapter illustrates some of the complexities of workplace humour through comparing two different cultural contexts. Our ethnographic research approach across two separate studies has garnered nuanced humour examples from New Zealand (Western) and South Korean (Eastern) workplaces. In particular, we analyse humour observations where the humour provides insights to contrasting cultural assumptions related to hierarchical organisational relationships. Although the use of humour seems to serve some similar roles in both New Zealand and South Korean organisations, our analysis suggests that harmony is maintained differently depending on the organisational context. We argue that hierarchy has a significant impact on humour interactions and defines who can, or cannot, be funny at work.
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