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Going International: How to Make Friends and Deal Effectively in the Global Marketplace
Abstract
Obra en que se ofrecen consejos para que las empresas norteamericanas triunfen en el extranjero.
... This would probably be particularly evident in the Chinese context for the following reasons: Chinese audiences' dominant concerns regarding a competitive sport is the performance of the team they support (Tan et al., 2007;Watanabe and Soebbing, 2017;Zhang et al., 2016); the primary sponsors' brand names are always reflected in the teams' (clubs') names in Chinese sponsorship (e.g. "Shenyang Kaixin Football Team" includes its primary sponsor's brand name: "Shenyang Kaixin"), and thus, audiences in China often associate sponsor brands with the sponsored team's performance; sports audiences in China generally do not have high affective commitment or identification to a specific Chinese sports team (Liu et al., 2017;Qian et al., 2017), which leaves the team performance as a key determinant of Chinese audiences' perceptions and evaluations of the sponsor's products and brands (Watanabe and Soebbing, 2017); lastly, China has a high-context culture relative to Western European and US culture (Copeland and Griggs, 1986), where people tend to interpret messages according not only to the words and their explicit meanings but also to the contextual clues and implied meanings of the message (Hall, 2000). Accordingly, poor team performance in sports sponsorship may trigger more negative interpretations and associations for Chinese audiences than their Western counterparts. ...
... Finally, it should be noted that the negative spillover effect revealed in this research may be restricted to conditions where the sports audiences are highly concerned with the scores in competitive matches; audiences have little knowledge about the sponsor, and/or low affective commitment (Lings and Owen, 2007) towards the sponsored team; and the social culture is a high-context culture in which poor team performance can give audiences many negative interpretations and associations (Copeland and Griggs, 1986). These conditions were often met in Chinese sports sponsorship (Copeland and Griggs, 1986;Tan et al., 2007;Watanabe and Soebbing, 2017;Liu et al., 2017;Qian et al., 2017). ...
... Finally, it should be noted that the negative spillover effect revealed in this research may be restricted to conditions where the sports audiences are highly concerned with the scores in competitive matches; audiences have little knowledge about the sponsor, and/or low affective commitment (Lings and Owen, 2007) towards the sponsored team; and the social culture is a high-context culture in which poor team performance can give audiences many negative interpretations and associations (Copeland and Griggs, 1986). These conditions were often met in Chinese sports sponsorship (Copeland and Griggs, 1986;Tan et al., 2007;Watanabe and Soebbing, 2017;Liu et al., 2017;Qian et al., 2017). For the sponsorship context where those conditions were not met, the negative spillover effect demonstrated in this research may be minimal. ...
Purpose
The purpose of this paper is to examine a possible negative spillover effect in sports sponsorship to answer whether the sponsored team’s poor performance will have a negative effect on audiences’ trust in its sponsor’s brand. The authors further analysed whether the audience’s attitude towards the team plays a mediating role and whether the audience’s personality type (active vs passive) plays a moderating role in this negative spillover effect.
Design/methodology/approach
Three experimental studies were conducted with 380 Chinese undergraduates and MBA student participants over two years. The authors designed the experiment as a computer-mediated intervention in which good, poor and neutral performance groups were compared. After the respondents were exposed to the intervention, we asked them to answer questions using a computer terminal. We analysed the data from the three experiments through analysis of variance (ANOVA), regression analysis and a bootstrap.
Findings
The audiences who were exposed to a team’s poor performance condition reported less trust in the sponsor’s brand relative to those exposed to a good performance condition, and the brand trust was even lower than for those who were exposed to a control condition (no performance information). Further, the audience’s negative attitude towards the sports team mediated the negative effect of the team’s poor performance on its sponsor’s brand trust. The negative effect was more obvious for individuals with Type A personalities (active) than for those with Type B personalities (passive).
Originality/value
The prior literature has neglected a possible negative effect of a sports team’s performance on its sponsor’s brand trust. In particular, questions of whether, how and when this negative effect occurs are critical for sponsors, teams, and audiences. Since sports team sponsorship is burgeoning in China, the negative implications are unclear in this new context. Thus, the revelation that the negative spillover effects of a team’s poor performance on audiences’ trust in the sponsor’s brand provides two original contributions. First, the negative effect reveals value for multiple sponsorship stakeholders. Second, the Chinese context in this study adds value for future research and practice regarding both Chinese-foreign and domestic Chinese decisions.
... Expatriate failure is a term that encompasses a broad range of themes such as adjustment problems (Copeland & Griggs, 1985;Mendenhall & Oddou, 1985), low performance, premature return (Bonache, Brewster, & Suutari, 2007;Thomas & Lazarova, 2006), turnover (Joshua-Gojer, 2012), transfer (Naumann, 1992), and recall rates (Tung, 1981). Lazarova and Cerdin (2007) studied commitment and turnover for expatriates and how long they would stay with the company depended on traditional or non-traditional support programs. ...
... Expatriate adjustment affects not only the finances of a company (L. Copeland & Griggs, 1985) but also non-financial costs such as lost business opportunities and reputation (J. ...
Research on International Human Resource (IHR) managers has gone mostly unnoticed so their thoughts on expatriate adjustment creates a significant gap in the literature. The purpose of this critical incident study was to explore how IHR managers interpret and influence expatriate adjustment. Questions guiding the study were 1) What types of expatriate adjustment experiences trigger learning for IHR managers? 2) How do IHR managers make meaning of expatriate adjustment? and 3) In what manner do IHR managers intervene in response to expatriate adjustment? The application of an a priori theory, a narrative analysis, and open coding, revealed several things about what triggers learning, the process of meaning making, and intervention. One conclusion of the study was that the dimension of expatriate general adjustment predominately triggered learning by 94%. Another conclusion showed that as part of informal learning, continuous contextualization was important through the progression of
... Accordingly, in highcontext cultures, the choice of the right word that satisfies tradition is of high importance, while in low-context cultures, the importance of a single word is reduced. As Copeland and Griggs (1986) proved, American culture belongs to a low-context type, while all Slavic cultures (Bulgarian, Polish, Russian, etc.) are of a high-context type; and our results do not contradict their conclusion. ...
This article focuses on the use of impoliteness strategies in the discourse of American, Bulgarian, Polish, and Ukrainian parliaments. Our research of impolite rhetoric, also known as unparliamentary language, is located on the intersection of cognitive pragmatics, cultural linguistics, and discourse analysis. We use an integrative framework, in which the pragmatics of impoliteness is underpinned by the cognitive model of the concept of impoliteness. We offer a description of impoliteness strategies in parliamentary discourse, single out the leading strategy of devaluation of the opponent, and define the stereotypical for each parliament verbal means of the strategy of devaluation and its tactics: criticism and belittlement of one’s merits and importance. Their verbal markers are lexicalized and syntactic units bearing the meaning of negative characterization, disrespect, mockery, sarcasm. We hypothesize that the variation of impoliteness strategies is different parliamentary discourses corresponds to linguistic, pragmatic, and sociocultural dissimilarities, and provide support for this through an empirical study. Linguistically, discursive means of devaluation in the American, Bulgarian, Polish, and Ukrainian parliaments are context free and context dependent, and their ratio varies. In all these parliamentary discourses, the lexicalized markers of impoliteness come from common mental source domains: negative evaluation, legal offence, democracy, deception, hostilities, their variation is due to corresponding construals of the world. Culturally, we claim that the form and content of impoliteness strategies is indirectly connected with a low-context culture in the USA as opposed to a high-context type of Slavic cultures. In the former, devaluation of opponents is mostly reached by lexicalized markers with inherent negative meaning; and in the latter, by syntactic context-dependent means. Pragmatically, the specific properties of impoliteness strategies in the four parliamentary discourses reveal their relation to the dominant politeness principles, which are negatively oriented in modern English and positively in Bulgarian, Polish, and Ukrainian.
... Crucially, remaining in the position is a necessary but not a sufficient criterion to evaluate expatriate effectiveness. Evidence shows that a high proportion of expatriates who did not return prematurely nonetheless failed to complete the assigned tasks, failed to demonstrate adequate proficiency, or neglected duties and responsibilities in their overseas positions (Albrecht et al., 2018;Caligiuri, 1997;Copeland et al., 1985;Mendenhall & Oddou, 1985). Therefore, remaining in the overseas position as stipulated in the contract should be considered along with other performance components. ...
Expatriate effectiveness has been studied extensively in the expatriate literature. Despite its popularity, the construct has not been well-defined or properly operationalized. Adopting a performance perspective, we conceptualize expatriate effectiveness in terms of task, contextual, and adaptive performance. The relative importance of each type of performance may vary across expatriate jobs and over the course of the expatriate’s tenure. We propose six operational and implementation guidelines for expatriate effectiveness measurement in the contexts of the nature of the expatriate job, the prioritized performance at each stage of adjustment, rater sources and capabilities, rater culture, frequency of evaluation, and the fit between measurement methods and criteria. We contribute to cross-cultural management research by providing a thorough description of the criterion issues in this literature, offering a conceptual framework to differentiate and integrate a variety of constructs that reflect different aspects of cross-cultural effectiveness, and calling attention to the influential role of measurement operations and implementation for the validity of research studies.
... 커리 어에 대한 기대와 목표는 주재원 직무에 대 한 동기 및 태도에 영향을 미칠 수 있고(예, Mowday et al., 2013;Vroom, 1964 (Mendenhall, 2001;Tung 1998;Fing et al., 2005) Roh et al., 2012;Arthur & Bennett, 1995;Gertsen, 1990;Shaffer et al., 2006). 이문 화에 적응할 수 있는 역량에 대한 연구가 중 요한 이유는 부적응으로 인해 발생하는 재무 적․비재무적 비용의 증가 (Copeland & Griggs, 1985)와 주재원에게 미치는 심리적 부작용 (Hechanova et al., 2003;Mendenhall & Oddou, 1985;Schell & Solomon, 1997 Campbell, 1976;Maier, 1958;Mount et al., 1999;Nadler & Lawler, 1977;Wright et al., 1995 Campbell, 1976Campbell, , 1990Campbell, , 1994Nadler & Lawler, 1977) (Maier, 1958;Hollenbeck et al., 1988;Wright et al., 1995 ...
본 연구는 해외주재원의 역할과 직무수행에 대한 중요성이 높아지고 있는 현실에서, 주재원 개인의 글로벌 역량과 성격적 특성이 주재원의 직무열의와 이문화 적응에 어떠한 영향을 미치는지 검증하고자 하였다. 또한 글로벌 역량과 성격 특성이 직무열의를 거쳐 이문화 적응에 미치는 영향의 관계에서, 커리어비전이 어떻게 조절된 조절-매개효과로서 작용하는지 검증하고자 하였다. 구체적 가설은 글로벌 역량과 이문화 적응의 관계에서 직무열의의 매개효과를 검증하였고, 그와 같은 매개모형에서 성실성과 커리어비전의 상호작용을 통한 조절된 조절-매개효과가 있는지를 검증하였다. 이와 같은 연구목적의 달성을 위해 한국인 주재원들을 대상으로 설문을 진행하였으며, 최종 164명의 데이터를 분석하였다. 그 결과, 글로벌 역량이 직무열의를 통해 이문화 적응을 높이는 매개효과가 검증되었다. 그리고 커리어비전이 높고 성실성도 높았을 때, 글로벌 역량이 높은 주재원은 직무열의가 높아지고 이문화 적응에도 긍정적 영향을 미치는 것으로 나타났다. 하지만 커리어비전이 낮고 성실성이 높았을 때, 글로벌역량이 높은 주재원은 직무열의가 상대적으로 낮아지고 이문화 적응에도 부정적 영향을 미치는 것으로 나타났다. 이와 같은 결과를 바탕으로 연구의 의미와 시사점 그리고 한계점 및 향후 연구에 대해 논의하였다.
... It is well worth noticing here that English culture and its derivatives (Australia, English Canada, New Zealand, United States) are low-context, whereas Russian culture is high-context (Copeland, Griggs, 1985). While low-context cultures tend to be precise in their language, highcontext cultures develop rather lax discourse models where a lot of things are understood from the cultural context rather than the text as it is. ...
Foreign (especially English) language learning has witnessed growing popularity in Russia over the last decades due to the enormous change in economic, political, legal, and cultural domains in the current period. The increasing need for good English speaking and writing skills put forward a demand for the accurate use of lexical items and grammatical structures by those who study English as a foreign language (EFL). Lexical and grammatical accuracy acquires a crucial importance in reasoning and argumentation. A slapdash word or syntactic construction in the argument structure may submit the listener to a conclusion, which is completely different from what the speaker implied. Such issues may be particularly frustrating in academic, legal, business, medical, and other types of institutional discourse. The rules of Aristotelian logic, underlying the good majority of reasoning structures, are generic. Therefore, it is a certain difference between the two languages, native (Russian) and foreign (English), that makes Russian students of English misinterprete logical chains and use irrelevant lexical items and grammatical constructions.
... This has been the case despite complaints from multinational managers of 'high failure rates and low job performance (emphasis added)' (Boyacigiller, 1991). According to Copeland and Griggs (1985) a large portion of expatriates who do complete their overseas assignments are marginally effective or ineffective in their job performance. ...
... To illustrate, a person from a high-context culture may say s/he agrees with you when in fact s/he does not but wants to display what s/he believes is polite behaviour. In contrast, a person from a low-context culture would be more confrontational and is likely to explicitly disagree with you (Copeland & Griggs, 1986). ...
Purpose. Lie-tellers tend to tell embedded lies within interviews. In the context of intelligence-gathering interviews, human sources may disclose information about multiple events, some of which may be false. In two studies, we examined when lie-tellers from low- and high-context cultures start reporting false events in interviews and to what extent they provide a similar amount of detail for the false and truthful events. Study 1 focused on lie-tellers’ intentions and Study 2 focused on their actual responses.
Methods. Participants were asked to think of one false event and three truthful events. Study 1 (N = 100) was an online study in which participants responded to a questionnaire about where they would position the false event when interviewed and they rated the amount of detail they would provide for the events. Study 2 (N = 126) was an experimental study that involved interviewing participants about the events.
Results. Although there was no clear preference for lie position, participants seemed to report the false event at the end rather than at the beginning of the interview. Also, participants provided a similar amount of detail across events. Results on intentions (Study 1) partially overlapped with results on actual responses (Study 2). No differences emerged between low- and high-context cultures.
Conclusions. This research is a first step towards understanding verbal cues that assist investigative practitioners in saving their cognitive and time resources when detecting deception regardless of interviewees’ cultural background. More research on similar cues is encouraged.
... Because cultural rules are not routinely explicit, it is often difficult to access cultural expectations and preferred practices concerning emotion display and regulation by directly asking participants of the culture what the rules are. This may be particularly true of cultural contexts such as Ghana, where in contrast to many North American settings, the preferred communication style is high context (Hall, 1992); indirectness and symbolism rather than explicit communication is common (Copeland and Griggs, 1986;Yankah, 1995); emotion is considered less important to attend to in everyday life (Dzokoto, 2010); and emotion discourse in the description of emotionally significant positive and negative life events is less elaborate (in terms of total number of emotion words used) (Dzokoto et al., 2013). In such settings, a better approach may be to target the symbolism through which the cultural rules are communicated. ...
Proverbs are widely used by the Akan of West Africa. The current study thematically analyzed an Akan proverb compendium for proverbs containing emotion references. Of the identified proverbs, a focus on negative emotions was most typical. Emotion-focused proverbs highlighted four emotion regulation strategies: change in cognition, response modulation, situation modification, and situation selection. A subset of proverbs addressed emotion display rules restricting the expression of emotions such as pride, and emotional contagion associated with emotions such as shame. Additional themes including: social context influences on the expression and experience of emotion; expectations of emotion limits; as well as the nature of emotions were present in the proverb collection. In general, Akan emotion-related proverbs stress individual-level responsibility for affect regulation in interpersonal interactions and societal contexts.
... However, the Asian participants preferred white, which was the second most popular color. In Eastern Asia, because red is positive, for instance, in China red is a color of fortune (Copeland and Griggs 1986), it was supposed that among Asians, it would be frequently recalled. In both groups, the most recalled color was silver/gray. ...
Previous studies indicate that Westerners and non-Westerners vary in terms of culture and in the degree of focus on objects and the background of advertisings. In this study, the divergences in the perceptions of advertisements for luxury cars are tested by using eye-tracking technology. Going beyond previous studies that considered the time spent on the observations, we use a mixed-methods approach to complement experimental results with survey data. As expected, Europeans pay more attention to the object (i.e., luxury product) in the advertising compared to Asians. In contrast, Asians focus more on the background of the stimuli. Seizing these results, practitioners will be able to design better-targeted advertising for luxury brands based on whether the audience is Asian or Western. The study also shows how an advertiser distracts the attention of the target group from the object (product) by adding focal objects on the sides.
... The literature on international marketing strategy has emphasized the important impact of the competitive environment's cross-market variation on standardization decisions, arguing that when a multimarket brand faces a more varied set of competitors, standardization of its own image-positioning strategy may be detrimental for performance. Specifically, Jain (1989, p. 74) cites theoretical arguments in the prior literature (Copeland and Griggs 1985;Quelch and Hoff 1986) to propose that "if a firm competes with varying rivals in different markets, it should lead to reduced standardization in the focal firm's marketing strategy." Samiee and Roth (1992) list the presence of similar standardized products marketed by the firm's major competitors as one of the external factors that favors a more globalized marketing strategy. ...
Building on cultural values research, we identify specific image attributes on which multi-country brands should position themselves consistently across markets. Leveraging prior research, we identify three life values that are most equal in their cross-national importance (benevolence, universalism, and self-direction – “BUS”) versus two that are not (power and hedonism – “PH”). We link specific brand image attributes (e.g., friendly, social, elite style, arrogant) to these life values through empirical data and semantic analysis. Taking advantage of an extensive field dataset on consumer perceptions and preferences from 22 countries on over 1,700 brands, we then show that greater global consistency of a brand's image decreases overall brand attitudes if the specific image attribute is one of those that is not equally desired worldwide. We also find that the attitudinal impact of a multi-country brand's positioning consistency on commonly-valued image attributes is greater when the set of competitors the...
... The second objective of this study is to provide Chinese educators with information on the use of media in the cultural adaptation of foreign students to enable educators to develop policies that facilitate the integration of foreign students into Chinese education programs. Cross-cultural adaptation is inherently difficult (Yoshikawa 1988) and the personal and institutional cost of troubled adaptation can be significant, ranging from painful life experience by international students to poor academic performance and ultimately to early returns to the home country (Black 1988;Copeland and Griggs 1985). This study may provide Chinese educators with a better understanding of the cultural adaptation process of international students and insights into better institutional responses to the needs of this group. ...
While there have been many studies of the relationship between cultural adaptation and media usage by immigrants to Anglo countries, there have been no studies published in English of media use by international students in China. Researchers investigating media use of international students in Dalian, China initially assumed outcomes consistent with results in other locations. Survey results revealed different patterns of usage, however, most likely attributable to the unique media environment in Chinese universities where the only television and newspapers readily available to students are state owned and provide only official perspectives on the news. Improvement of Internet access and provision of more Chinese newspapers and television stations to sets in student dormitories by universities might facilitate greater cultural adaptation by international students and improve their perceptions of study in China.
... eye contact, paralanguage and prosody, etc.), and communication styles. For example, North American culture often uses low context communication where the message is literally encoded and communicated verbally, while in high context communication cultures, communication may be embedded and inclusive of indirect communication and is context dependent (Copeland and Griggs 1985;Hall 1976). Empathy requires the ability to understand and see things from the others' perspective (Davis 1983). ...
To provide effective psychotherapy in cross-cultural situations, cultural issues need to be adequately addressed. We describe core concepts of cultural competence relevant for psychotherapists to consider. A contextualized approach to conducting cultural competent assessment and formulation is recommended, including the use of DSM-5 Outline for Cultural Formulation and Cultural Formulation Interview. We introduce a cultural competent framework to help therapists become more mindful of culturally relevant interactions in therapy. Finally, a three-tier system is proposed for the examination of psychotherapy models through a cultural lens. The concepts and framework described can be flexibly and pragmatically integrated into a therapist’s regular clinical work, increasing the therapy’s effectiveness across diverse populations.
... In the last century, the term 'expatriate' was historically used to describe Westerners that have lived abroad for varying lengths of time (Cleveland, Mangone, & Adams, 1960;Copeland & Griggs, 1985;Fechter, 2007;Lay, 1925), including artists, musicians, colonials, writers (e.g., Hemingway, Fitzgerald, Stein), and generally anyone else (e.g., small-scale entrepreneurs, teachers, those working for small local NGOs, students, interns, journalists, and volunteers) with a mission of some kind (Curnutt, 2000). If in paid employment, they are typically classified as 'local hires' and they received local salaries (Bickers, 2010;Cohen, 1977;Earnest, 1968;Morrison, 1993). ...
... Our group assignment procedure was thus based on cultural identity, which assumes that individuals are socialized by their environment and adopt the cultural identity of the country of birth [68]. [69]). Because the cultural identify of participants could be biased by spending prolonged periods of time in different countries [16,46], we asked participants to list the countries in which they had lived and the duration of their stay. ...
National culture influences natural language communication. Yet, semi-formal or documented communication media such as process models have largely ignored these influences. In process models, secondary notation elements such as colors, however, provides designers with visual cues to potentially increase the efficiency and effectiveness without changing the semantics of the model itself. We propose that colors are a promising mechanism in tailoring process models to meet cultural preferences in order to enhance understandability. We test this assumption through an experiment with postgraduate students from a Confucian culture (China) and a Germanic Culture (Germany and Austria). Past research has shown that people understand such models better if important elements are highlighted through colors. We hypothesize that this general design principle only works if the applied color schemes match cultural preferences while mismatches can even diminish the level of understanding. Our results show that colors that are preferred in Asian cultures aid process model understandability of Confucian participants. In contrast, diverse effects occur if models with these colors are provided to members of a Germanic culture. Based on our findings, we derive implications for the culturally appropriate presentation of conceptual process models and we emphasize a need to construct modeling studies with cultural values and norms in mind.
... A high-context culture, higher levels of uncertainty avoidance, traditional societal norms and values, and higher levels of ambivalent sexism are the relevant cultural characteristics of TR that also differentiate it from the U.S. context. Seen in TR, as well as other Mediterranean, Middle Eastern and Asian cultures (Copeland & Griggs, 1986), a community displaying a high-context culture (Hall, 1976) depends on indirect modes of communication. Direct means of sending a message could be regarded as rude, embarrassing, bold, overly assertive, aggressive, or inappropriate. ...
Certain social-sexual behaviors that could be potentially encountered in workplaces are ambiguous in nature and perceiving them as sexual harassment can depend on the culture. With an aim to delineate the overlap and distinctions of sexual harassment perceptions of such behaviors across samples of women university students from Turkey (TR, N = 215) and the United States (US, N = 209), measurement invariance and latent mean differences in perceiving three ambiguous forms; sexist hostility, sexual hostility, and insinuation-of-interest, were examined. It was hypothesized that the US sample would perceive sexist hostility more sexually harassing as sexist workplace discriminatory practices are emphasized as a form of sexual harassment, and that the TR sample would perceive sexual hostility and insinuation-of-interest as more sexually harassing as women in TR operate in a conservative context. Despite similarities in rank ordering, US participants perceived sexist hostility more sexually harassing; insinuation-of-interest and sexual hostility less sexually harassing than Turkish participants, supporting all three hypotheses. There are implications of differing perceptions across cultures for organizations in terms of disseminating awareness via training programs about the forms of sexual harassment (SH) in a local context and for taking account of local findings in shaping the labor code of countries in relation to SH.
... The common failure rate (the rate of early return) of expatriates is up to 40 percent for assignments to developed countries and 70 percent when the assignment is in an underdeveloped country (Andreason, 2003). The organizational cost of these failures is significant; estimates of cost per failure to adjust ranged between $50,000 to $200,000 or more over 20 years ago, depending on moving expenses (Copeland & Griggs, 1985). Today's costs are probably much more. ...
... Em uma pesquisa realizada em 2011, apenas 25% das expatriações organizacionais foram avaliadas pelos gestores de recursos humanos internacionais como satisfatórias (BROOKFIELD GLOBAL RECO-LOCATION SERVICES, 2011). Como diversas empresas têm centenas de expatriados, os custos diretos envolvendo problemas de adaptação transcultural no mundo ultrapassavam, em 1985, o valor de US$ 250 mil (COPELAND;GRIGGS, 1985). Esse valor exclui custos de oportunidades e outros de natureza indireta. ...
O objetivo deste artigo, realizado sob uma perspectiva epistemológica funcionalista, foi verificar a relação existente entre valores pessoais e a adaptação transcultural de expatriados. Embora diversos pesquisadores busquem relacionar características individuais dos expatriados com a sua adaptação transcultural, desconhecem-se pesquisas anteriores que o tenham feito usando o constructo de valores humanos, o que caracteriza a originalidade desta pesquisa. Para tal, realizou-se um estudo com expatriados brasileiros, funcionários de uma filial de uma empresa nacional, situada em um país no Oriente Médio. As abordagens de Schwartz (1992) e Black, Mendenhall e Oddou (1991) foram empregadas como perspectivas teóricas para o estudo de valores pessoais e adaptação transcultural de expatriados, respectivamente. A amostra final válida foi composta por 221 expatriados, que responderam às escalas de adaptação transcultural de Black (1988) e de valores pessoais - PVQ-21 (ESS EDUNET, 2009). As técnicas de escalonamento multimensional confirmatória e modelagem de equações estruturais, com estimação por mínimos quadrados parciais (PLS), foram utilizadas para a análise dos dados. Os resultados mostram que o polo de abertura à mudança correlacionou-se positivamente com as facetas de adaptação geral e à interação, e não apresentou correlação com a adaptação ao trabalho. Já o polo de conservação não apresentou relação significante com nenhuma das facetas da adaptação transcultural de expatriados. Os resultados permitem apontar valores pessoais como antecedentes de duas dimensões da adaptação transcultural, o que representa um avanço na literatura a respeito da influência de características individuais de pessoas em designações internacionais, em sua adaptação transcultural. Como limitação do estudo, aponta-se a amostra composta por expatriados brasileiros em uma empresa de mesma nacionalidade, o que pode ter influenciado na ocorrência de relação não significante entre a adaptação ao trabalho e a abertura à mudança. Em termos práticos, sugere-se que as empresas usem os valores humanos como critério adicional em processos seletivos para designações internacionais.
... And, many such favors might border on corruption, and some might question its legitimacy. However, as Copeland and Griggs (1985) describes that "The informal (guanxi) structure is there for a reason: the official system does not work. The unofficial system is a legitimate solution that creates jobs and allows business to function." ...
... The literature on international marketing strategy has emphasized the important impact of the competitive environment's cross-market variation on standardization decisions, arguing that when a multimarket brand faces a more varied set of competitors, standardization of its own image-positioning strategy may be detrimental for performance. Specifically, Jain (1989, p. 74) cites theoretical arguments in the prior literature (Copeland and Griggs 1985;Quelch and Hoff 1986) to propose that "if a firm competes with varying rivals in different markets, it should lead to reduced standardization in the focal firm's marketing strategy." Samiee and Roth (1992) list the presence of similar standardized products marketed by the firm's major competitors as one of the external factors that favors a more globalized marketing strategy. ...
We suggest and show that multi-country brands should position themselves consistently across markets more on those specific imagery attributes that are themselves more consistently valued across countries. Leveraging prior research, we first identify four life values that are relatively more equal in their cross-national importance (universalism, benevolence, self-direction, achievement) versus two that are not (hedonism and power), and link specific brand imagery attributes (e.g., traditional, energetic, independent, rugged) to these life values. Using an extensive proprietary field-data set on consumer perceptions and preferences from 22 countries on over 1,700 brands, we then show, in an attribute-level analysis, that greater global consistency of a brand’s image decreases brand attitudes if the specific image attribute is one of those that is not consistently desired worldwide. Importantly, the attitudinal impact of a multi-country brand’s positioning consistency is also moderated by the heterogeneity of the brand’s competitive set across its markets. Implications are discussed for global brand management theory and practice.
... Ting-Toomey (1985) argued that low-and high-context cultures will differ in their perceptions and approaches to conflict and aggression. Thailand has generally scored as a high-context culture and the United States as a low-context culture (Copeland & Griggs, 1986), thus providing further grounds for comparing the nations. Furthermore, this research answers the calls of other scholars who have studied aggression and Thailand. ...
This study analyzes the verbal aggressiveness of Americans (n = 592) and Thais (n = 232). Specifically, the analysis of this convenience sample revealed that Thais are more verbally aggressive than Americans. Cultural differences between the 2 nations are discussed as explanations for differences between the 2 nations in verbal aggressiveness.
... Cultures with a "low" cultural context are for instance the German, US American and Scandinavian. Cultures with a "high" context are, for example, the Italian, Indian or Latin American [Copeland and Griggs, 1986]. ...
Die Dissertation wurde am 28.03.2012 bei der Technischen Universität München eingeree icht und durch die Fakultät für Informatik am 06.07.2012 angenommen.
... These questionnaires were refined over time, as new findings from the literature emerged and as the authors gained first-hand experience in international negotiating. In the 1980s, five sources especially influenced early questionnaires: Calero and Oskam (1983), Copeland and Griggs (1985), Fisher (1980), McCall and Warrington (1984), and Sheth (1983). Refinements occurred throughout the 1990s, and 14 sources were especially influential in this process of improving our questionnaire: Drake (1995), Engholm (1992), Foster (1992), Frances (1991), Frank (1992), Gulbro and Herbig (1995), Hendon-Hendon-Herbig (1996), Herbig and Kramer (1991), Husted (1994), Kramer-Gray-Herbig (1994), Kramer and Herbig (1992), Reardon and Spekman (1994), Salacuse (1991), and Walsh (1993). ...
HIS paper examines the characteristics of an skillful international business negotiator. These characteristics have emanated from an extensive review of the pertinent literature, authors' hands-on experience in actual negotiating in many nations on six continents and from a survey questionnaire, that was administered to executives in these same nations who often negotiate.
... There are many examples of how behaviors differ across cultures, and there are commercial firms and authors who offer advice on specific interpersonal actions needed to work effectively in a specific culture. Copeland and Griggs (1985), Rhinesmith (1993), Harris and Moran (1987), and Hampden-Turner and Trompenaars (2000) are just some examples of authors offering advice on how to live, travel, or work in a different culture. Moreover, as Margaona (this issue, asserts, ICPs should not assume culture is the same throughout a particular region of the world. ...
This article synthesizes information presented by the other authors in this Special Issue with my own research and experience to address issues in the field of international organizational consulting psychology. This synthesis describes the complexity of the field; sets forth major skills, knowledge, and attitudes necessary to be effective as an international consulting psychologist; and discusses the future of the field. (PsycINFO Database Record (c) 2013 APA, all rights reserved)
... As mentioned earlier, difficulty in managing cross-cultural business relationships is both common and costly (Copeland & Griggs, 1985), and many of these failures may be attributed to insufficient levels of CQ (Earley & Ang, 2003). CQ, though an individual difference, can indeed be deVeloped. ...
To better understand how humor is used in today's multicultural virtual environment, this study investigates the humor styles of Hispanic Americans in a virtual community. Based on the four humor styles, the current study builds a theoretical framework to explain why cultural norms, gender role, acculturation, and education influence the humor styles of Hispanic Americans in computer-mediated communication. Two research questions and five hypotheses are developed in the research framework. The statistical analysis is based on content analysis of 400 Hispanic Facebook users, 93 of whom use humor in most recent News Feed. The results provide preliminary evidence of the influences of cultural norms, gender role, acculturation, and education on Hispanic humor styles.
Bu çalışmada; “COVID-19 salgınının toplumsal değişimi ve güvenlik ortamını nasıl etkileyeceği” araştırma sorusuna cevap bulunmaya çalışılmış ve kolluğa bazı pratik öneriler getirilmiştir. Bu kapsamda nitel bir araştırma yöntemi benimsenerek keşifsel bir araştırma yürütülmüştür. Veri türü olarak ikincil kaynaklar ve açık kaynak istatistikleri kullanılmıştır. Ancak COVID-19 ile ilgili sürecin devam ediyor olması nedeniyle bilimsel olarak genellemeler, radikal sonuçlar ve büyük çıkarımlarda bulunulmaktan özellikle kaçınılmıştır. Virüsün yayılmasının devam etmesi durumunda, asayiş suçlarında azalma, buna karşı siber, dijital, finansal teknoloji ve yağmacılık suçlarında artış olabileceği öngörülmektedir. Ayrıca devletlerin kişisel özgürlükler ile kamu güveni ve sağlığı arasında bir seçim yapma ikilemiyle karşılaşabileceği değerlendirilmektedir. Çalışmanın sonunda COVID-19 salgını sonrası dönem için kolluk yetkililerine kolluğun teşkilatlanma ve görevlerine yönelik öneriler getirilmiştir.
This study compared information-seeking behavior in the context of electronic word-of-mouth and user generated content between United States and South Korean consumers. Authors content analyzed 1,871 postings on six online product discussion boards in both countries. By tapping into Hofstede’s individualistic/collectivistic dimension, and Hall’s high/low cultural contexts, this study evaluated cross-cultural differences between the two countries. Authors used content analysis framework developed by Fong and Burton. This study examined consumer willingness to engage in product information-seeking and -giving, and the use implicit versus explicit communication styles. Implications and agendas for future research are also suggested.
Adinkra symbols are a collection of Akan patterns that have significance in the African Diaspora. Aesthetically pleasing, these symbols are used to adorn a variety of items used in everyday life, such as fabric and furniture. Although the Adinkra symbols communicate specific messages about a variety of social behaviours, and expectations about how members of society ought to conduct themselves, the intersection between the meaning of the symbols and social rules about the experience and expression of affect has hitherto not been given much attention in the literature. Our examination of affect-related messages encapsulated within Adinkra symbols showed that they encourage the maintenance of social harmony and conflict avoidance; address expectations about coping with adversity by promoting values of tenacity and hardiness; promote awe and respect of human and spiritual authority, and promote feelings of love, care and security. These messages are instrumental for the regulation of emotion in the Akan society of Ghana, and may have similar cultural significance for the African–American community which recognizes the important of the symbols as their connection to Africa.
Effective managers lead and motivate their followers to perform their jobs successfully. The ability of a manager to lead and motivate affects his/her ability to manage. Organizational performance is based on the collective contribution of all members. Organizations could suffer without an effective leader to increase and combine these contributions. To attain an organization’s goals, managers must be able to guide and direct its members to perform to the best of their abilities.
To manage a business organization effectively, it is essential to understand people’s values and assumptions, which are shaped by their cultures. Cultural norms and values are not universal, although there are some similarities. Among these similarities are a desire to be helpful, respect for authority and power, and the tendency toward comfort. But even those concepts and values that at first glance appear to be universal show vast differences on closer scrutiny.
Ponorogo with all its uniqueness has a famous art that is a Reyog Ponorogo. On its
development, Reyog Ponorogo experiencing a paradigm that makes the different form of Reyog Ponorogo
performance into two versions, namely; Reyog obyogan and Reyog festival. Dancers, instrument
accompaniment, stories or myths, costume almost the same but it has different shows. Reyog with festival
concepts is likely more modern than Obyogan form. Festival concept filled by the spirit to win the game
and to get the president trophy, while reyog obyogan occupied with a sense of kindship, solidarity, and it
has hidden and indirect meaning of communication. This forms and the way how to communicate became
the style of the communication within these group. This study is based on the theory of high / low culture
context of Edward Hall differentiates the delivery of information in a culture and is influenced by the
surrounding context. Research Method that used in these style of Reyog Ponorogo communication show
is using participant observation and in-depth interviews. The results of this study about communication
styles in the Reyog Ponorogo show indicates that obyogan version belongs with the category of high
culture context with the characteristics of harmony with nature, self-awareness becomes part of the
community, delivering a message indirectly and fraternal. In Contrary with Obyogan, Reog Ponorogo
Performance that set up in a festival format included in the category of low context culture with the
message delivery model direct and clear, written rules, a competitive attitude and orientation towards the
future is clear and systematic.
In this chapter, we will first discuss the motives of both assigned expatriates (AEs) and self-initiated foreign expatriates (SIEs) for international work. Second, the nature of careers and jobs of AEs and SIEs are analysed. Third, we discuss the outcomes of expatriation for different types of expatriates. After that, we will explore the management of such expatriates. Finally, we will draw some conclusions and discuss future research needs.
This article is an addendum to Austin's “Cross-Cultural Reentry: An Annotated Bibliography” (1983). The initial work had 291 reference citations divided among the following groups: Corporations, Federally Employed Civilians, Internal Education. Military. Missionaries (Families, Singles, and Furlough), and General. The current article has the same format for 210 additional entries. North American resources were augmented by database searches and extensive contacts in the United Kingdom. Less emphasis was given to inquiries about materials in the categories of Military and International Education.
Communication is a fundamental aspect of human interaction in that individuals cannot but not communicate.1 One may be effective or ineffective in accurately conveying what one wishes to say to the other party, but without question whenever we interact with another individual one does convey some message, whether or not we intended to convey that message to the other party. Above all, communication is a goal-driven activity in which one is either conveying some information to the other party to get them to do something or are trying to extract information from another person to further one’s own objectives. Whether it is setting up a business meeting, or making an offer to buy or sell a particular commodity, communication serves as the medium to help accomplish these goals.
As we know, the ability to negotiate is an important managerial skill. Whether dealing with employees, external stakeholders, or other business partners, managers must possess the skill to negotiate effectively. Managerial effectiveness in negotiating will determine whether a joint venture deal is signed, or a valuable employee is retained by a company, even though he/she may have other more lucrative offers. Negotiation is most fundamentally a tool for resolving conflict when actors have goals that are partially congruent and partially conflicting. If there were complete goal congruency, there would be no need for negotiation and likewise if the goals were completely incongruent, there would be no basis for negotiation.
Einzelne Autoren nehmen an, dass wegen der verbreiteten Industrialisierung der Einfluss der Ethnokultur auf die Unternehmungskultur unbedeutend ist. Empirische Untersuchungen der kulturvergleichenden Managementforschung belegen dagegen einen starken Zusammenhang und betonen die daraus entstehenden Folgen für die Unternehmungsführung. Der folgende Beitrag gibt einen Ueberblick über einige ausgewählte, bedeutungsvolle Studien. Dem Praktiker wird gezeigt, wie mit dem Rollenkonzept und dem Beobachtungslernen ethnokulturspezifischen Problemen begegnet werden kann.
Acculturation attitudes, referred to as “sojourner reactions to adaptation into new language and cultural communities” (Culhane, 2004: 51), can be a predictor of translators’ level of intercultural competence during educational sojourns. Intercultural competence, defined as a “complex of abilities needed to perform effectively and appropriately when interacting with others who are linguistically and culturally different from oneself” (Fantini 2006: 12), can accordingly be a predictor of translation quality. To assess the actual relationship between acculturation attitude and quality of translation of culture-bound texts, the current study was conducted on 82 Iranian postgraduate students of Master of English translation at universities in England. The East Asian Acculturation Measure (EAAM), developed by Berry (2001), was adapted to assess translation students’ level of acculturation attitudes toward English culture. Some news excerpts adopted from the British Broadcasting Corporation (BBC) were also selected to assess the quality of translation of culture-bound texts. The analysis of Spearman rank order correlation (rho) revealed the significant positive relationship between acculturation attitude and quality of translation of culture-bound texts. The pedagogical implications of the findings suggested encouraging and providing language learners with opportunities to assimilate or integrate into the host country culture to be able to develop their intercultural competence to an optimal level.
In Chapter 18 Justin Kraemer and Chao Chen also take a cross-cultural perspective in their analysis of the importance of social resources in understanding social relationships. They point out several potential limitations of SRT, e.g., that the dimension of particularism may confound the inherent characteristics of a resource with relational characteristics of the interacting parties. The authors also discuss how differences in general social relationships and social orientations may influence resource exchange across cultures, and they compare social exchange across three levels of relationships (peer, supervisor-subordinate and employer-employee relationships in the U.S. and China). The authors conclude with ideas for future research and offer a general comparative cross-cultural model of social resource exchange.
Dass sich die Wirtschaft „längst von der Politik emanzipiert“ hat und Programme nationaler Regierungen im Rahmen der Globalisierung immer unwichtiger werden (Die Woche 40/1998, 17), belegen die Entwicklungen auf den internationalen Kapitalmärkten nahezu tagtäglich in äußerst variantenreicher Form. Allerdings gilt hierbei auch für die Wirtschaft, was Bundeskanzler Schröder als ein entscheidendes Entwicklungsmerkmal der Politik bezeichnet: „Politik ist sehr viel mehr als in der Vergangenheit Kommunikation. Erfolgreich ist, wer kommunikativer ist als andere“ (Die Woche 40/1998, 3).
Kulturdimensionen sind Modelle zur Quantifizierung geteilter Werte und Anschauungen in Kulturen und können als Deutungsmuster für bestimmte Verhaltensweisen in der Kommunikation dienen. Insbesondere die Kulturdimension "hochkontextuelle vs. niedrigkontextuelle Kulturen" nach Hall ist möglicherweise eine Erklärung für bestimmte Unterschiede in der Strukturierung von Begriffssystemen und der Benennungsbildung und daher auch für die Terminologiearbeit interessant. Diese systematischen Unterschiede können zu generellen Übersetzungsproblemen bei bestimmten Sprachrichtungen und Problemen bei der Automatisierung des Übersetzungsprozesses führen. Weitere Kommunikationsmuster im Spannungsfeld zwischen Sprache, Kultur und Kognition, die zu Problemen in der Terminologiearbeit und bei Übersetzungen führen können, sind unterschiedliche Raum- und Farbwahrnehmungen, deren Auswirkungen im vorliegenden Beitrag untersucht werden.
Studies of international human resource management (IHRM) have pointed out that Japanese multinational companies (MNCs) tend to use more parent-country nationals (PCNs) than do western MNCs. The ethnocentric staffing policies imply that the management of expatriation has a greater influence on the success of Japanese MNCs. We use survey data from 149 Japanese repatriates to examine the relationship between IHRM practices – selection, preparation and corporate support – and expatriate adjustment and job performance, as well as identify differences by the location of assignment. We find that selection criteria, language ability and familiarity with local cultures are positively related to work adjustment, and that leadership and relational abilities are slightly associated with job performance though there were no significant relationships between considerations for family situations and adjustment or job performance. The results also reveal that HRM practices while abroad, in particular the interactive exchange of information between expatriates and the headquarters, have a significant influence. Pre-departure preparation programs are not related to the dependent variables. The data also suggests that living and working in China is a particular problem for Japanese expatriates.
Este artigo teve como objetivo avaliar a relação entre o suporte organizacional e a adaptação do cônjuge de expatriados organizacionais (EO) e a relação entre a adaptação do cônjuge e a adaptação do EO. Trata-se de um estudo quantitativo, desenvolvido por meio de modelagem de equações estruturais (structural equation modeling – SEM) com estimação por mínimos quadrados parciais, com 217 casais de expatriados e cônjuges. Constatou-se que o suporte organizacional oferecido ao cônjuge explica 22,6% de sua adaptação, que, por sua vez, explica 17,6% da adaptação transcultural do EO. Os instrumentos para a mensuração dos construtos adotados na pesquisa mostraram-se adequados, visto que tiveram suas propriedades psicométricas validadas (validade convergente, validade discriminante e confiabilidade), o que confere robustez à avaliação do modelo estrutural. Esses resultados sugerem que as organizações devem considerar a adaptação do cônjuge do EO como parte do processo a ser gerenciado em uma designação internacional.
Comprehension of target language implicatures requires familiarity with the culture-specific
conventions encoded in target language expressions which presupposes tendency to learn about the culture of target language community. To this end, a study was conducted over 80 Iranian undergraduates of English in universities in Australia to explore the relationship between acculturation attitude and pragmatic comprehension ability. Data for the study were collected through an acculturation attitude questionnaire and a pragmatic comprehension test. The results of the spearman rank order correlation indicated a strong positive relationship between level of attitude toward target language culture and pragmatic comprehension ability. Pedagogical implications of the findings suggested a high level of interaction with target language speakers and familiarity with culture of target language community for language learners during educational sojourns.
The costs associated with long-term expatriation are high, yet it is possible a minimal return on investment (ROI) is gained from international assignments. This article uses a strategic ROI approach to extend understanding of the current literature on expatriate return on investment. The literature review develops a conceptual foundation based on three theoretical approaches. First, we apply Becker, Huselid, Pickus and Spratt's (1997) systems theory in which the inter-relationship of human resource management (HRM) activities are seen as a group of activities that can more fully explain increases and decreases in expatriate costs and benefits than individual activities alone. Second, we examine Edstrom and Galbraith's (1977, 1994) model in which the motives for using expatriates help explain why ROI outcomes differ according to the specific objectives of international assignments. Within this context, we examine Barney's (1991) resource-based theory of the firm to explain why the use of expatriates, as a potential source of strategic competitive advantage, can influence increases and decreases in ROI. Third, we apply Dyer and Reeves (1995) performance model to develop a strategic ROI approach, suggesting that firm performance is affected by both the financial and strategic value of an international assignment. The literature review examines current and potential expatriate costs and benefits and suggests a number of key antecedents which can cause expatriate ROI to increase and decrease. The antecedents include planning the assignment, selection and recruitment, the relocation process, training, compensation, family support practices, performance management, turnover, and repatriation. The article concludes with key research questions requiring further investigation. They include defining the ROI equation in terms of the financial and non-financial costs and benefits associated with international assignments, and identifying the factors which can increase and decrease ROI. The research findings are intended to provide MNCs with useful approaches to calculating returns on investment from their international assignments.
Résumé La vie des expatriés de longue durée traverse une série d’étapes assez prévisibles. Ils vivent d’abord une période d’exaltation, à laquelle succède une phase dépressive. Ayant réussi à composer avec la réalité du pays d’accueil lorsqu’ils se rapprochent de la fin de leur mandat, ils rentrent chez eux pour découvrir un choc inattendu, celui du retour. Dans cet article, nous vous proposons de découvrir ces différentes phases de la vie des expatriés de longue durée. Ensuite, afin d’optimiser les retombées et de minimiser les inconvénients de l’expatriation sur les plans individuel et organisationnel, nous formulons des recommandations destinées aux employés expatriés ainsi qu’aux entreprises qui recourent à leurs services.
The costs associated with a long-term international assignment, defined as the relocation of an employee abroad by a firm for a year or more (Cendant, 2002, 2004; Boyacigiller, 2000; Kobrin, 1988; KPMG Inter- national, 2003; Mercer Human Resource Consulting, 2003), are high. Some evidence suggests that the costs exceed 75 billion a year (Copeland and Griggs, 1985; Sheridan, 1998). In spite of the costs, a recent industry survey indicated that it is possible that long-term international assignments provide little return on investment (ROI) (GMAC/NFTC/SHRM 2002 survey).
ResearchGate has not been able to resolve any references for this publication.