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Developing cross-cultural competencies through international corporate volunteerism
Abstract
We propose three features of cross-cultural experiences, contextual novelty, project meaningfulness and social support, facilitate the development of cross-cultural competencies. Using a longitudinal design, the employees in Study 1 participated in an international corporate volunteerism program designed with all three features. These results found a positive change over time in cross-cultural competencies. Results of Study 2, also longitudinal, suggest that the participants’ post-assignment cross-cultural competencies are the highest: (1) when employees with higher baseline cross-cultural competencies work in high contextual novelty (i.e., international location) and (2) when employees with lower baseline cross-cultural competencies work in low contextual novelty (i.e., domestic location).
... Internationalization has significantly increased global interaction between different cultures around the world (Quintano et al., 2019). Advanced technology and frequent exchange between countries make people connect and work abroad easier than ever before (Caligiuri et al., 2019). As more and more people move to live and work overseas, the issue of managing and developing foreign employees becomes extremely important for host country companies Cultural adjustment of foreign workers (Hou et al., 2018). ...
... Research has reported that nearly 50% of foreign employees fail to accomplish their tasks due to poor adjustment to the host culture (Osman-Gani and Rockstuhl, 2009). Foreign employees' failure often causes tremendous cost and loss for both individuals and companies (Caligiuri et al., 2019). Obviously, enhancing foreign employees' ability to adapt to new culture not only helps employees fulfill their personal goals but also increases companies' performance and competitive capability in a global market (Huff et al., 2014). ...
... These factors include individual, work environment, organizational and contextual factors (see Koveshnikove et al., 2014 for a review of influencing factors). Still, evidence on factors influencing cross-cultural adjustment is needed and researchers and business managers are searching for ways to reduce and eliminate foreign employees' failure in new cultural settings (Caligiuri et al., 2019;Dang and Chou, 2019). In addition, prior studies tend to focus on cross-cultural adjustment of expatriates who are viewed as high-skilled employees (Caligiuri et al., 2019;Peng and Wu, 2019). ...
Purpose
This study aims to investigate the relationship between self-determined motivation and organizational commitment, with the mediating role of cross-cultural adjustment of low-skilled workers who come from an emerging economy working in a developed economy. This study also aims to determine the interaction effect between intrinsic and extrinsic motivation on organizational commitment.
Design/methodology/approach
This study collects a sample data of 236 Vietnamese laborers in Taiwan. Structural equation modeling is used to analyze data and test hypotheses.
Findings
Results show that intrinsic and extrinsic motivations are positively related to organizational commitment. Cross-cultural adjustment positively mediates the relationship between intrinsic motivation and organizational commitment and that between extrinsic motivation and organizational commitment. Furthermore, extrinsic motivation positively moderates the relationship between intrinsic motivation and organizational commitment.
Originality/value
This study helps to untangle the relationship between self-determined motivation and organizational commitment of low-skilled workers in an unfamiliar environment. Furthermore, this study also clarifies the mediating and moderating mechanisms of cross-cultural adjustment and extrinsic motivation in this relationship. The findings provide implications for researchers and managers to plan and implement policy and management systems that combine tangible and intangible incentives to motivate foreign workers and induce positive outcomes for companies in a new cultural context.
... Caligiuri, Mencin, Jayne, and Traylor (2019) reported the research results about "Developing Cross-Cultural Competencies Through International Corporate Volunteerism". There are three components in the business field to develop cross-cultural understanding competence such as contextual novelty, project meaningfulness, and social support (Caligiuri et al., 2019). Qi, Smith, and Yeoman (2018) analyzed cross-cultural understanding on volunteer's experiences at four events in New Zealand and China through international volunteer programs. ...
... International events provide experiences for cross-cultural understanding (Caligiuri et al., 2019). These events at UPI feature invited international speakers who focus on workshops and choreography with a subsequent performance. ...
... To understand ethical values, we encourage faculties to execute "project meaningfulness" (Caligiuri et al., 2019) which, as the term suggests, is beneficial and meaningful for individuals and groups who work on a project. One example is offered by UPI's dance program with a project called "Touching Unknown People" (Masunah, Sukmayadi, & Nugraheni, 2018). ...
This article reviews preservice teacher arts education university course work with the goal of informing competencies for Indonesian teacher education. The authors are mid-career education faculty who visited 4 universities in 3 countries to observe cross-cultural content in teacher preparation courses. Cross-cultural competence relied on theories of globalization, intercultural and multicultural education. Using a narrative case study design, the authors gathered relevant literature, course descriptions, met with stakeholders, wrote and coded reflective and reflexive field notes, and identified trends. These trends included the infusion of eastern content into western course work, and the role of western arts forms in eastern settings. This finding supports the development of “cross-cultural communication through the arts” or “komunikasi silang budaya melalui seni” as a way of approaching cross-cultural teaching in Indonesia.
... A focus on the donation of job-related skills differs from previous definitions of employee volunteering that are broader in nature (e.g., Pajo & Lee, 2011;Rodell et al., 2016). Although some definitions of employee volunteering include the donation of employee skills (e.g., Caligiuri et al., 2019;Rodell, 2013), the current consensus is that job-relevant skill donation is not a necessary component of employee volunteering (Rodell et al., 2016). ...
... However, this dimension aligns with international service-based learning programs, several of which appeared in our review. These programs are discrete volunteer assignments located in international settings that are designed to help volunteers build knowledge about themselves and their professional role, while contributing to the creation of social goods (Caligiuri et al., 2019;Pless et al., 2011). For instance, five papers in our review examined Project Ulysses, an international service-learning program run by PwC. ...
... The use of international contexts was particularly germane to studies that looked to develop cross-cultural, global leadership and cultural intelligence skills. For example, Caligiuri et al. (2019) and Pless et al. (2012) found that volunteering in a global context enhanced cross-cultural competencies, while Pless and Maak (2009) identified that international volunteer assignments facilitated understanding of complex social issues, tolerance for other ways of life, and developed responsible global leadership skills. ...
Skills-based volunteering programs are designed by organizations to enable their employees to donate their job-related skills and develop new ones, while making a positive difference in the community. Although skills-based volunteering is one of the fastest growing trends in corporate citizenship, we know little about how employees respond to it. Using interview data from a financial institution (volunteering managers, n = 2; employee volunteers, n = 27), we explored this research question: How do employees react when volunteering is framed as an avenue for learning? Our findings show that one-third of volunteers expressed anger or defensiveness and ultimately rejected the notion of learning from volunteering; two-thirds reacted with curiosity, using the interview process to make sense of what they learned. These two groups of volunteers reported different attributions about why their firm supports volunteering. Whereas the former group was cynical about their firm’s motivations, the latter believed that the firm’s intentions were altruistic. However, not all of the participants fit neatly into this pattern; for a minority, manager support for volunteering altered the relationship between attributions and acknowledgement of learning. The key contribution of this paper is a theoretical model that explains how employees respond when volunteering is framed as a forum for learning.
... Social marketing focuses on the development of beneficial behaviors for individuals and society among the consumers (Soliman & Boenigk, 2019). Several firms encourage, incentivize and reward volunteering activities by their employees and managers, while others actively donate to charitable causes as a part of corporate social responsibility practices (Afridi et al., 2020;Caligiuri et al., 2019;Jain, 2016;Wilson et al., 2020). Corporate social responsibility (CSR) shows significant impact on business decisions and practices (Bachmann et al., 2017). ...
... In fact, volunteerism often helps counter the negative effects of for-profits businesses, thus providing a balance. Volunteerism is also used by businesses to address the CSR and good citizenship requirements (Afridi et al., 2020;Caligiuri et al., 2019;Jain, 2016;Wilson et al., 2020). It is also used to develop empathy and cross-cultural capabilities among their employees. ...
... External factors (17) Skills and Competency (Anderson et al., 2021;Selmer, 2010), Adjustment (Caligiuri et al., 2019;Noman et al., 2020;Okpara & Kabongo, 2011;Puck et al., 2008;Tahir, 2018;Wang & Tran, 2012), Job Performance (Bhatti et al., 2019;Chen, 2015;Prendergast, 2016;Ramalu et al., 2017;Reynolds et al., 2014;Spong & Kamau, 2012;Wurtz, 2014), Training Transfer (Combs & Luthans, 2007;Cunningham, 2012) Internal factors (25) Commitment (Kang et al., 2015;Saira et al., 2020;Thakur et al., 2016;Yap et al., 2010), Previous research has demonstrated that employee satisfaction and commitment are critically reflected in their interaction with consumers (Agyeiwaah et al., 2021;Brown & Lam, 2008;Jeon & Choi, 2012;Scotti et al., 2003). Furthermore, research has also established that employees' diversity intelligence (measured by CQ) impacts consumer interaction and satisfaction (Gaur et al., 2017;Netemeyer et al., 2010). ...
... or would better explain the chain of impact (in case of positive impact) (Anand & Winters, 2017). However, the findings of the current review demonstrate that authors have ignored these calls since only 18 papers examined the intermediate variables in the form of mediators or moderators in the context of DT (Bhatti et al., 2019; Bücker & Korzilius, 2015; Buckner et al., 2014;Caligiuri et al., 2019;Chen, 2015;Combs & Luthans, 2007;Ehrke et al., 2014;Fan & Lai, 2014;King et al., 2012;Lindsey et al., 2015;MacNab et al., 2012;Osman-Gani & Rockstuhl, 2009;Rehg et al., 2012;Saira et al., 2020;Thakur et al., 2016;Waight & Madera, 2011;Wang & Tran, 2012). ...
Diversity training is the most popular and effective tool for inclusion in the workplace, as evident from the growing research and investment interest. However, existing reviews have several limitations, including the absence of discussion on how and why diversity training can significantly impact consumer experiences. The current study utilizes a hybrid review combining systematic literature analysis with a theory‐context‐methodology framework to highlight future research directions. 259 articles were screened using the SPAR‐4‐SLR protocol to select 48 articles which were then analyzed to delineate the impact of diversity training on the employees and its impact on the consumer experience. The research findings demonstrate an overall positive impact of the training on employee‐related factors and underscore gaps in methodology, theory engagement, and contextualization. Future research directions, including suggestions and propositions for developing diversity training for enhancing consumer experiences, are delineated.
... The term CCC is a process of converting accounts receivable and inventory to cash, and it receives the cash used to pay the payable, which is used as a WCM proxy. (Caligiuri, Mencin, Jayne, and Traylor, 2019). Generally, the CCC identifies the firm's decisions about the merchandise, in receiving the account receivables (customer), and when to pay its suppliers. ...
... In the case of developed and developing economies, there is a clear difference between CCC and profit margins. (Caligiuri et al., 2019). In the case of SMEs and large companies, CCC has a significant and positive relationship with profitability. ...
This study examines the exchange rate exposure effect on a firm's financial performance and international contracts. This study additionally investigates the interaction relationship between exchange rates and receivables, payables days agreements. Empirical analysis obtained a period from 1999 to 2015, by utilizing static panel data of 302 non-financial companies of KSE. The study is utilizing 4,898 firm-year observations. The outcomes reveal that net exports, cash conversion cycle, and exchange rates have a negative association with return on assets. The negative association between the cash conversion cycle and return on assets means that if firms introduce a lengthy cash conversion cycle that affect negatively on return on assets. On the other side, a positive association found between receivable days, payable days, inventory turnover ratio, net exports, with return on assets. However, the exchange rate has a negative association with return on assets. Firms will get high profits ratio on the depreciation of the domestic currency, which is supported by economic theories. The increase in sales and export positively impact the profit margin. This study has not beyond the limitations. The sample is taken from the 4,898 non-financial firms-year observation of KSE. The research paper firm's selection criteria are selected firms must be engaged in international trade. The study is helpful for investors and international traders of emerging economies.
... The term CCC is a process of converting accounts receivable and inventory to cash, and it receives the cash used to pay the payable, which is used as a WCM proxy. (Caligiuri, Mencin, Jayne, and Traylor, 2019). Generally, the CCC identifies the firm's decisions about the merchandise, in receiving the account receivables (customer), and when to pay its suppliers. ...
... In the case of developed and developing economies, there is a clear difference between CCC and profit margins. (Caligiuri et al., 2019). In the case of SMEs and large companies, CCC has a significant and positive relationship with profitability. ...
This study examines the exchange rate exposure effect on a firm's financial performance and international contracts. This study additionally investigates the interaction relationship between exchange rates and receivables, payables days agreements. Empirical analysis obtained a period from 1999 to 2015, by utilizing static panel data of 302 non-financial companies of KSE. The study is utilizing 4,898 firm-year observations. The outcomes reveal that net exports, cash conversion cycle, and exchange rates have a negative association with return on assets. The negative association between the cash conversion cycle and return on assets means that if firms introduce a lengthy cash conversion cycle that affect negatively on return on assets. On the other side, a positive association found between receivable days, payable days, inventory turnover ratio, net exports, with return on assets. However, the exchange rate has a negative association with return on assets. Firms will get high profits ratio on the depreciation of the domestic currency, which is supported by economic theories. The increase in sales and export positively impact the profit margin. This study has not beyond the limitations. The sample is taken from the 4,898 non-financial firms-year observation of KSE. The research paper firm's selection criteria are selected firms must be engaged in international trade. The study is helpful for investors and international traders of emerging economies.
... Moreover, in their systematic review, Fang et al. (2018, p. 158) highlighted the vital role of context when assessing the effects of CQ. "Focusing on perceived group similarity provides a way of capturing diversity as it is subjectively experienced by group members" (Randal & Alexandra, 2024, p. 9). Recent articles call for renewed efforts to collect contextual information and more details about the CQ development process (Fang et al., 2018;Caligiuri et al., 2019;Pidduck et al., 2022;Stoermer et al., 2021). ...
This study aims to assess the effects of pre‐adult international experiences on expatriate workers' cultural intelligence (CQ). Two data sources were used to achieve this goal; a quantitative survey administered online to expatriates (n = 1713) and the culture database of Hofstede. The analyses identified six deep antecedents of CQ. This study contributes to the scientific literature on the antecedents of CQ by examining non‐work‐related international experiences before adulthood in two cultural contexts. It is also one of the first studies to use the third culture kids concept to explain expatriate CQ.
... Παρά τις σημαντικές διαφορές μεταξύ των διεθνών εθελοντικών προγραμμάτων, οι εθελοντές κατά τη διάρκεια της παροχής βοήθειας και φροντίδας αναμένεται να αυξήσουν την πολιτισμική τους ικανότητα εμπειρικά, ή «την ικανότητα να επικοινωνούν αποτελεσματικά και κατάλληλα σε πολιτισμικές καταστάσεις με βάσει τις πολιτισμικές γνώσεις, δεξιότητες και στάσεις του κάθε ανθρώπου» (Deardorff 2008). Αυτές οι ικανότητες περιλαμβάνουν την κατανόηση των παγκόσμιων απόψεων, την πολιτισμική αυτογνωσία, την προσαρμοστικότητα σε νέα πολιτισμικά περιβάλλοντα, τις δεξιότητες ακρόασης και παρατήρησης, τη γενική οξυδέρκεια στη διαπολιτισμική μάθηση και την ικανότητα προσαρμογής σε ποικίλες διαπολιτισμικές καταστάσεις (Caligiuria et al 2019). ...
Introduction: Non-Governmental Organisations (NGO) cover the gap that the public and private sectors leave in the provision of services to people in a critical time of their lives. Volunteers constitute a significant part of the personnel of NGOs today and they are often referred to as their backbone. Purpose: The purpose of this study was to investigate the knowledge and attitudes of NGO volunteers in relation to the care of persons with different cultural background. Methodology: A cross sectional study was performed using a convenience sampling. The data collection was conducted by anonymous self – completed questionnaire and lasted from January to May 2020. The access permit and the informed consent of the volunteers were obtained. For the analysis, the statistical program SPSS 22.0 was used. The significance level was set as two- tailed at 0,05. Results: The majority of the participants were males (80%) and 40,0 % were between 31-40 years. The 44,4 % was working on average 1-3 times a year in the Non – Governmental Organization and most of them had positive comments for that experience. The 29,2% of the participants declared to be highly trained for the provision of education and counseling in a way that respects the cultural identity of the people and for the management of moral conflicts rising from the intercultural healthcare, yet the level of knowledge was mediocre. Finally, the 62,5% agreed that there is prejudice on behalf of the health professionals towards the patients of different ethnic group. Conclusions: The intercultural differences regarding the perception and the expression of care, and the intercultural factors affecting its provision, must seriously be consindered since they constitute a fact that all the volunteers will face in their volunteering career. The volunteers through the intercultural training shall acquire the cultural skill in order to be able to provide a more integrated care in the multicultural environments they are working.
... Cross-cultural strategic public relations plays a crucial role in today's era of globalization, and it is a key strategy for organizations or enterprises to build up their brand image and maintain their reputation in the international arena, as well as to communicate effectively with target groups from multicultural backgrounds [1]. With the rapid development of economic integration and information and communication technology, enterprises are no longer restricted to a single market, but are constantly expanding their global business, which requires PR activities to be cross-culturally sensitive and adaptable [2]. Cross-cultural strategic PR can help companies accurately understand and respect the unique social customs, values and consumer behavior patterns of different countries and regions. ...
In the process of globalization, the operations and management of multinational corporations (MNCs) are increasingly affected by different cultural environments. The purpose of this article is to explore the key strategies employed by MNCs in implementing cross-cultural strategic PR practices and to provide an in-depth assessment of the effectiveness of these practices. The article will analyze the challenges faced by MNCs in formulating and implementing cross-cultural PR policies, including language barriers, value differences, adaptation of legal systems, and localization implementation. Through case studies of a number of internationally renowned multinational corporations, it will show how they have successfully implemented cross-cultural PR activities by building a diverse and inclusive corporate culture, customizing communication content to match local culture, and building effective multilateral communication mechanisms.
... The authors investigate three factors influencing the effectiveness of crosscultural competency develop ment during such projects: contextual novelty, project importance, and social support. In two independent studies, the researchers confirmed the impact of contextual novelty on the increase of crosscultural competencies (depending on the initial level of competency), but they were unable to confirm the impact of the other factors [Caligiuri et al., 2019]. ...
The aim of the article is to explore the poorly researched phenomenon of the use of projects as a talent development tool within talent management programmes. The author conducted a literature scoping review to examine the state of knowledge on the use of projects and project management in talent management programmes. The author identified 7 articles that address the research question. The literature review confirmed that the phenomenon exists, but it is poorly researched. Factors influencing the effectiveness and efficiency of using projects in talent management were identified, conclusions were drawn regarding the potential impact of talent management on projects carried out within talent management programmes and a preliminary conceptualization of the relation ships between projects and talent management programmes was presented. This study may serve as a basis for planning field studies exploring talent management programmes that use projects as one of the tools for employee development.
... Developing a culturally intelligent manager is difficult because it is costly and time-consuming (Reichard et al., 2015). In fact, even MNCs struggle to cultivate their professional managers to be culturally competent in managing their international operations (Caligiuri et al., 2019;Zhang, 2013). ...
Purpose
The growing demand for halal products has attracted small and large companies looking to secure their market share in the lucrative global halal market. However, it is difficult for resource-constrained firms, such as small and medium enterprises (SMEs), to compete internationally. Therefore, drawing from a resource-based view, this paper aims to examine how intangible resources affect the export performance of Malaysian SMEs exporting halal food and beverages (F&B) products.
Design/methodology/approach
This study used a purposive sampling technique, and respondents were reached out by mail. Out of 517 local SMEs exporting halal-certified F&Bs contacted, 193 firms responded, and only 188 responses were eligible to be used for data analysis. The partial least squares structural equation modelling technique was used to conduct the analysis. The data underwent measurement and structural model evaluation to confirm the hypotheses postulated.
Findings
Based on the data analysis conducted, it was discovered that intangible resources, namely, international orientation and marketing capability, significantly influence the export performance of Malaysian SMEs exporting halal F&B. However, the influence of cultural intelligence on export performance could not be demonstrated.
Originality/value
This paper fills the gap of the need for more attention to SMEs in developing countries, especially in the halal industry. This research paper also contributes to international business and halal studies by promoting an understanding of intangible resources as strategic resources for SMEs to create competitive advantages and elevate their export performance in the emerging global halal market.
... Our research highlights that embarking on global work can be a mixed blessing. Although global work experience brings clear benefits, including enriched personal capabilities and career success (Caligiuri et al., 2019), such experience may come with surprising challenges and side effects, such as loneliness. Loneliness is a low-activation emotion that does not signal a sense of urgency or immediate emotional management (Seo et al., 2004), but it can have an extremely negative impact on individuals' well-being. ...
All globally mobile employees (GMEs) share a common propensity to experience loneliness when they relocate to a new country where they have yet to establish social connections. To better understand how GMEs combat this feeling, we offer a conceptual process model grounded in the conservation of resources (COR) theory to describe how they achieve social integration. The process begins with an assessment of GMEs’ desired versus perceived social relations, with most perceiving a relational deficiency or loneliness. This then triggers an audit of available social resources, which we differentiate in terms of source (personal vs. contextual) and stability (enduring vs. transient) to develop a typology of resources. Depending on the availability of resources, GMEs will follow one of three resource-management pathways to become socially integrated. Those who choose an expansion pathway will achieve what we refer to as deep-level (authentic) social integration and those who follow a protection pathway will attain surface-level (functional) social integration. The underutilization pathway is an interim route that may lead to either a resource-expansion or resource-protection pathway depending on changes in the availability of resources. Our iterative and recursive cyclical process model has implications for international management research, workplace loneliness studies, and COR theory.
... The whole world is emerging with new business strategies and ideas to improve their organisational position in the global market and thus the world is evolving with multicultural global business communities. However, interacting with new multicultural businesses helps to understand the differences between these various strategies that help to improve the productivity of global organisations to increase the satisfaction level of global customers [7]. Besides that, it is very important to understand the impact of cross-cultural management in international business to establish the effective competitiveness of organisations in the global market. ...
Cross-cultural leadership management is an effective process of business that gives a competitive advantage to the organisation in the global market. The overall performance of multinational projects can be improved by improving the cross-cultural leadership process. The cross-cultural leadership management process is effective to improve business negotiation techniques, communication and trust with people of other cultures and ultimately it improves the overall business of the organisation. Considering the diversity of international projects, efficient leadership and management provide an advantage to the business by improving potential barriers. Therefore, understanding the major impacts of cross-cultural leadership and management processes in international projects and their challenges is very important in the contemporary days. This research is thus emphasising the major impacts and challenges of the cross-cultural leadership processes and also provides different strategies to overcome the challenges through qualitative data collection and analysis process. On the other hand, thematic analysis has helped to give an insightful overview of the topic and also supported in making international projects more effective and easy. Hence, the following study gives an intense analysis of cross-cultural leadership processes that supports the organisation in a competitive international market. Keywords : Business Process, Cross-Cultural, Effective Business Process, Leadership Management.
... International volunteers gain a plethora of knowledge, skills, and abilities during international volunteer assignments. They develop interpersonal skills, learn or practice new languages, develop cross-cultural competencies, contribute to a global society, and positively change their attitudes about foreign cultures and international social and economic development [21,23,36,[60][61][62]. After volunteers return home, they report more employment possibilities and increased life satisfaction [63][64][65]. ...
Some graduate education programs support experiential learning but do not require practical experiences for students specializing in international agriculture development. We examined U.S. land grant university graduate international agricultural education program descriptions for experiential learning requirements and found them lacking. The literature surrounding volunteerism is reviewed and examples are described. International volunteerism can fill the experience gap for future international agricultural development professionals studying at U.S. land grant institutions. Graduate students can acquire practical field experiences through short-or long-term volunteer assignments, such as those in the USAID Farmer-to-Farmer volunteer program for international agriculture development. Graduate students build their capacities by providing technical and agricultural assistance in Farmer-to-Farmer assignments, whereas host country participants enhance their knowledge, skills, and abilities to expand and increase agricultural sector productivity. Short-term international volunteer assignments help graduate students gain practical experience, improve interpersonal skills, and enhance cultural competencies. Host communities and volunteers alike benefit by engaging in intercultural exchanges that promote increased understanding of differing societies worldwide.
... Lineberry (2012) proposed that when expatriates adapt and identify with the host culture, it impacts their adjustment and performance in the new environment. This further helps expatriates in managing themselves, their interpersonal relationships and their organisational demands in various cultural environments (Caligiuri et al. 2019). Therefore, the finding from the current study considers sociocultural adjustment a crucial determinant of expatriates' effectiveness and success. ...
From an expatriate’s viewpoint, an international job assignment is a high-pressure situation that requires them to adjust as expeditiously as possible. Therefore, a considerable strand of the international human resource management (IHRM) literature is dedicated to the subject of expatriate adjustment. Drawing upon Folkman and Lazarus’ coping framework and Bandura’s self-efficacy theory, the present study examines the influence of expatriates’ coping self-efficacy and sociocultural adjustment on their skill development process. Based on the hypotheses, mediating effects of socio-cultural adjustment on coping self-efficacy and skill development were also studied. Using questionnaire survey method, data was collected from 161 expatriates currently working in Taiwan. The results highlighted the key role that coping self-efficacy plays in the sociocultural adjustment of expatriates, such that, the individuals with a higher level of coping self-efficacy were found to experience higher levels of sociocultural adjustment. The results further show that this interrelationship also facilitated skill development through the mediating effects of sociocultural adjustment. This study contributes to expatriate literature by showcasing the underlying impact of different factors on skill development and provides insights for skill-building to human resource (HR) managers and expatriates working in Taiwan. Lastly, the author also presents implications, limitations, and future research directions.
... To benefit from cultural experiences, it is necessary to consider the interaction between the person and the cultural environment. For instance, international corporate volunteers made noticeable gains in cross-cultural competencies only when 1) those with higher pre departure crosscultural competencies were sent to situations with high contextual novelty, and 2) when those with lower pre departure cross-cultural competency volunteered in situations with low contextual novelty (Caligiuri et al., 2019). Clearly, the research supports that for development to occur, the cultural experiences need to provide opportunities to stretch someone just enough to grow but not so far as to become overwhelmed. ...
As a review of the literature, this paper highlights how three dimensions - task performance, skill development, and cross-cultural adjustment, have been used to understand cross-cultural performance. With respect to task performance, two criteria should be measured for all those working cross-culturally, including remote or virtual cross-cultural work: (1) how accurately employees read the unique contextual demands of a cross-cultural context and (2) how effectively they respond given the contextual and strategic demands of the task. Focusing on development of cross-cultural competencies as a performance goal we highlight the dimensions most important for assessment, focusing on self- and relationship management competencies. Regarding cross-cultural adjustment, we offer a more precise and nuanced approach which accounts for the person-environment fit in the context of working in cultural novelty.
... Semua jenis optimasi dapat dilakukan setelah ide matang, yang muncul sebagai sketsa samar di awal. Untuk mengajar mahasiswa teknik mengambil risiko sebagai intrapreneur, satu-satunya cara adalah belajar sambil melakukan dan belajar dari kesalahan [55]. ...
Intrapreneurship merupakan sebuah kegiatan inovasi dalam organisasi besar yang dilakukan oleh karyawan di dalamnya. Pemaahaman tentang intrapreneurship menjadi sebuah fenomena yang agak terfragmentasi dan tidak konsisten terutama dalam paradigma engineer atau perusahaan engineer. Tulisan ini berupaya untuk memberikan pandakan terkait wilayah intelektual yang relevan dari intrapreneutship dalam Corporate Entrepreneurship dengan menggunakan Systematic Literature Review. Tujuan dari artikel penelitian ini adalah untuk mengidentifikasi konsep-konsep kuci dalan penelitian intrapreneurial berkaitan dengan engineer atau perusahaan rekayasa sebagaimana dibahas oleh peneliti dalam literature. Berdasarkan hasil temuan, penelitian ini telah menyarahkan berbagai bidang untuk penelitian di masa depan pada kerangka konseptual intrapreneurship, hubungan intrapreneurship dengan kinerja perusahaan dan intrapreneurship untuk engineer.
... Allen, 2003;Caligiuri et al., 2019;Graff, 2004;Luffman, 2003;Sajardo Moreno & Ribas Bonet, 2014; Zappalà & Mclaren, 2004). A lo anterior se añade que el voluntariado de empresas incrementa no sólo las emociones positivas, sino el vínculo con la empresa de las personas de la plantilla que lo practican(Zhang et al.,2020) ...
... CCC is associated with specific behavioral competencies including general self-efficacy, rational skills, and non-ethnocentrism for working smoothly and successfully with people of different cultural dispositions in the context of overseas assignments (Wu and Bodigerel-Koehler, 2013). It is believed that individuals with CCC can successfully manage themselves, their business demands, and their relationships in varied cultural surroundings (Caligiuri et al., 2019). With such competency, the employees of organizations should make the customers in a cross-cultural environment of an international market realize the value of the organizations' products or services. ...
Customer engagement (CE) refers to an organization's effort to develop relationships with individual customers through personalized interactions using multiple available channels. The goal of such CE is to gain new customer and to retain loyal customers. In the last decade there have been many studies on CE, particularly in the domestic or local market context, which lack generalizability. Also, there is only limited research on CE in the international market context focusing on the cross-cultural aspects of customers. Thus, there is clearly a research gap. Therefore, the aim of this study is to examine the role of cross-cultural factors in the international market on CE and their influence on customer purchase intention. After reviewing existing theories and literature, a conceptual model was developed. Later, the model was validated using structural equation modeling with a sample of 432 customers of different countries in Asia and Europe. The study found that there is a significant impact of cross-cultural factors in the international market on customer engagement, which in turn impacts customers' purchase intention in the international market. This study also proposes and examines a rival model to determine the efficiency of the proposed model.
... Caligiuri et al., 2019;Graff, 2004;Luffman, 2003;Sajardo Moreno & Ribas Bonet, 2014;Zappalà & Mclaren, 2004). A lo anterior se añade que el voluntariado de empresas incrementa no sólo las emociones positivas, sino el vínculo con la empresa de las personas de la plantilla que lo practican(Zhang et al.,2020) ...
The International Conference on Multidisciplinary Perspectives on Equality and Diversity in Sports (ICMPEDS) is organized by GESPORT with the support of the Erasmus+ Programme of the European Union from the 14th to the 16th of July 2021. The conference is an excellent forum for academics, researchers, practitioners, athletes, man- agers and professionals of federations, associations and sport organizations, and those other- wise involved in sport to share and exchange ideas in different areas of sport related equality worldwide. We will keep you informed by email and post the latest information on this matter on the GESPORT website and social media. Sport and its management continues to be a field where men and masculinity strongly prevail. This conference aims to investigate the complexities attached to the following questions: What does gender openness mean in the context of sport in the 21st century? What persists as gen- der closure in the same context? What are the gender cultures that signify sport continuing to be defined by regimes that resort to a dominant masculinity embodied in a strong and athletic male body? Moreover, and albeit some exceptions, athletes, practitioners, decision and policy makers, and sports spectators are predominantly men. In this sense, gender discrimination and segregation are present in multiple aspects of sport. Some illustrations include: a) male athletes have high salaries, more career opportunities, and get more recognition by society than female athletes; b) management and leadership positions in sports organizations are mainly occupied by men, including in sports traditionally considered as feminine and which have become feminised (e.g. gymnastics and dance); c) masculinised sports and its male athletes have much more attention and recognition from the media than female athletes; d) sports journalism continues to be predominantly produced and managed by men; e) some sports spectatorships cultures are marked by rituals and interactions that resort to masculine tribalism, often leading to aggressive and violent behaviours. Gender discrimination in sport is somehow socially normalised and accepted through a dis- course that essentialises the embodied sexual differences between genders. This gender dis- course legitimises the exclusion of women in some sports modalities and traps female bodies in sociocultural constructions as less able to exercise and engage in sport, or as the second and weaker version of the ideal masculine body. However, there are signs that the context of sport may be changing. The European Union and some national governments have made an effort to promote gender equality and diversity by fostering the adoption of gender equality codes/policies in different modalities and in in- ternational and local sports organizations. These new policies aim to increase female partic- ipation and recognition in sport, their access to leadership positions and involvement in the decision-making in sport structures. Additionally, the number of women practising non-com- petitive sport and as sports spectators have started growing, leading to new representations of sport and challenging the role of women in such a context. Finally, different body constructions and the emergence of alternative embodied femininities and masculinities are also challeng- ing how athletes of both genders experience their bodies and sports practice. Yet, research is scarce about the impact of these changes/challenges in the sports context. This conference will focus on mapping gender relations in sport and its management by taking into account the different modalities, contexts, institutional policies, organizational structures and actors (e.g. athletes, spectators, media professionals, sport decision makers and man- agers). It will treat sport and its management as one avenue where gender segregation and inequality occurs, but also adopt such as a space that presents an opportunity for change and does so as a widely applicable topic whose traits and culture are reflected in organizations and work more broadly. In this sense, the conference is interested in theoretical and empirical research work that may explore, but are not limited to the following issues: • Women representativeness in sports modalities and in sport organizational structures in different countries; • Women and management accounting in sport organizations; • The gender regimes that (re)produce different sports policies, modalities, and institu- tions in sport; • The stories of resistance/conformity of women that already occupy different roles in sport contexts; • The challenges and impact of conventional and new body representations in sports institutions and including athletes of both genders; • The discourses of masculinities in sport and its effect on women and men athletes; • The emergence of nationalism and populist discourses in political and governments states and their impact on the (re)shaping of masculinity and femininity constructions in sport; • The gendered transformations of the spectators’ gaze in what concerns different sports modalities; • The effects of new groups of sports spectators on gender relations in sport; • The discourses in media and its participation in the sports gender (in)equality; • The impact of new technologies, and new practices of training/coaching in the body- work and identities of athletes of both genders.
... For this, qualitative or mixed-methods designs are well placed to inductively explore these dynamics through interviews. Moreover, the circumstantial factors surrounding how personally meaningful foreign trips were (Caligiuri et al., 2019), are also likely to be especially relevant in identity formation. For example, two Ukrainian managers may spend a month in Canada on a business trip-ceteris paribus-for one this may barely register as a memorable life event, for the other, it could be a pivotal trip and source of major personal learning or insight. ...
Cultural intelligence (CQ) is an increasingly valuable asset for managers, employees, entrepreneurs, and their organizations. While there is now considerable evidence for its benefits, knowledge remains cloudy surrounding its antecedents. Drawing on identity theory, we develop a model unpacking the relationship between cross-cultural experience—a core antecedent with mixed findings in extant research—and CQ. We advance multicultural identity as a pivotal intervening variable and probe the role of self-verification striving as an identity-based boundary condition. Across two interlocking studies, we find evidence for how CQ can be cultivated from a range of increasingly common forms of cross-cultural experiences. In doing so, we shed light on the mixed results in prior research and provide key implications for future research; namely, multicultural identity helps to better account for when and how individuals translate their cross-cultural experiences into CQ.
... Additionally, Wu and Bodigerel-Koehler [19] indicated that crosscultural competence is related to specific behavioral competencies such as rational skills, general self-efficacy, and non-ethnocentrism to work successfully with people from a different national cultural background on an overseas assignment. Moreover, there is consensus that cross-cultural competence can assist individuals in effectively managing themselves, their relationships, and their business demands in different cultural environments [37]. ...
This study examines the influence of antecedents on cross-cultural competence and cross-cultural adjustment as well as the mediating role of cross-cultural competence for the influence of cultural adaptability on cross-cultural adjustment and expatriate performance. The partial least squares structural equation modeling technique was adopted to analyze the data from a survey of 240 expatriates working in Taiwan. The results confirm the positive effect of emotional intelligence and cultural adaptability on cross-cultural competence and of emotional intelligence and cross-cultural competence on cross-cultural adjustment. Moreover, the findings reveal a highly valuable milestone insight into the role of cross-cultural competence regarding their competency to foster the indirect influence of cultural adaptability on cross-cultural adjustment and expatriate performance in culturally diverse settings. Given that previous research has rarely identified the mediating role of cross-cultural competence in improving cross-cultural adjustment and expatriate performance, these findings could be highly beneficial for academics to conduct further validation and professional human resource managers in recruiting and managing expatriates.
... Applying a paradox lens, we identified cognitive flexibility and network ties as essential drivers leading to effective learning and long-term performance. Mainstream expatriate studies have recognized cultural agility and humility Caligiuri & Tarique, 2016) low ethnocentrism , and network ties (Caligiuri, Mencin, Jayne, & Traylor, 2019; as facilitators for expatriate competence and performance. Yet, the cognitive aspects of expatriates receive limited attention in terms of what factors are important and how they contribute to expatriates' effectiveness in cross-cultural interactions (Lakshman, 2013). ...
This conceptual paper bridges international management literature with paradox theory to contribute to a paradoxical perspective for understanding expatriate competence. Synthesizing the international management literature, we argue for a ‘both/and’ approach for expatriates to effectively engage with tensions in a dynamic and ever-changing international environment. Our discussions provide novel insights on salient paradoxical tensions across three areas, namely, expatriate learning, expatriate identity, and expatriate performance. We develop strategies to address those tensions and a theoretical model that delineates the interactions of these three areas for superior performance on international assignments. We contribute to the international management literature by drawing attention to the dynamic and enabling role of paradoxical tensions as facilitators of, rather than barriers to, the development of expatriate competence and superior performance on international assignments.
... Many MNEs have for example relaunched high potential programmes and removed the international travel normally associated with them (Collings and McMackin, 2020). Equally some research on corporate volunteering programmes suggests that global competencies can be developed through such programmes even without international relocation (Caligiuri et al., 2019). This may offer some potential for developing global leadership competence. ...
How multinational enterprises staff their global operations has been a key question for researchers in international human resource management (IHRM) for a number of decades. It is widely recognised that getting staffing right on the global scale is key in enabling multinational enterprises (MNEs) to deliver on their strategic objectives. However the landscape of global staffing has been evolving considerably over recent decades with a much more complex landscape of global mobility emerging. The COVID-19 pandemic poses a significant challenge for the future of global mobility and amplifies a number of trends already challenging our understanding of global staffing arrangements. In this paper, we reflect on these challenges and the likely future for global mobility. We also identify some critical areas of focus for scholars in researching global mobility moving forward.
... Additionally, Wu and Bodigerel-Koehler [19] indicated that crosscultural competence is related to specific behavioral competencies such as rational skills, general self-efficacy, and non-ethnocentrism to work successfully with people from a different national cultural background on an overseas assignment. Moreover, there is consensus that cross-cultural competence can assist individuals in effectively managing themselves, their relationships, and their business demands in different cultural environments [37]. ...
This study examines the influence of antecedents on cross‐cultural competence and cross‐cultural adjustment as well as the mediating role of cross‐cultural competence for the influence of cultural adaptability on cross‐cultural adjustment and expatriate performance. The partial least squares structural equation modeling technique was adopted to analyze the data from a survey of 240 expatriates working in Taiwan. The results confirm the positive effect of emotional intelligence and cultural adaptability on cross‐cultural competence and of emotional intelligence and cross‐cultural competence on cross‐cultural adjustment. Moreover, the findings reveal a highly valuable milestone insight into the role of cross‐cultural competence regarding their competency to foster the indirect influence of cultural adaptability on cross‐cultural adjustment and expatriate performance
in culturally diverse settings. Given that previous research has rarely identified the mediating role of cross‐cultural competence in improving cross‐cultural adjustment and expatriate performance,
these findings could be highly beneficial for academics to conduct further validation and professional human resource managers in recruiting and managing expatriates.
... An excellent external image attracts new employees and retains those who are already part of the staff due to these practices increasing the feeling of belonging (Siddhartha and Priyanka 2012;Zappalà 2013). For employees, corporate volunteering can improve the working environment, job satisfaction or professional loyalty (Barkay 2012;Basil et al. 2009;Caligiuri et al. 2013Caligiuri et al. , 2019Caligiuri and Thoroughgood 2015;Licandro et al. 2018;Sajardo Moreno and Ribas Bonet 2014). This practice has even been shown to reduce absenteeism (Siddhartha and Priyanka 2012). ...
This study aims to analyse the role of corporate volunteerism in the framework of corporate social responsibility of enterprises. After reviewing the active components in the employee volunteering concept, we present the steps taken at the European level in this area, focusing on Spain's situation. We start with a search and comparison of information on the topic published by the major Spanish listed companies. This first approach verifies that the data are disclosed from various sources and presented heterogeneously. Then, we identify the sector that concentrates a more significant number of employees in volunteer activities. Subsequently, we focus on this sector to explore the type of volunteer activities these companies reveal according to Spanish legislation. The study sheds light on corporate governance practices, especially the disclosure of information about this activity type.
... These and other skill-building and pro-social benefits have also been documented in service learning with corporate volunteers (Grant, 2012;Muthuri, Matten, & Moon, 2009;Rodell et al., 2016). Studies specifically concerned with GPB, though fewer in number, report high levels of personal learning for participants and, in select cases, in their development as globally responsible leaders (Caligiuri, Mencin, Jayne, & Traylor, 2019;Gitsham, 2012;Mirvis, Thompson, & Marquis, 2010;Pless & Borecká, 2014). ...
Overview Increasing numbers of corporate employees are engaged in global pro bono (GPB) programmes, where they provide managerial and technical assistance to organisations addressing human needs in emerging markets and under-served communities. Drawing on data collected from over 25 firms sponsoring GPB programmes (2010-2018), this chapter examines: (1) the varieties of and participants in GPB programmes, (2) companies' motivations for investing in GPB and how programmes are managed, (3) how employees experience service assignments, and (4) the impact of GPB on employees, companies and the communities served. Attention is then paid to critical success factors in GPB programmes and to areas for their continued improvement.
... There is a growing literature documenting the impact of pro bono programs (e.g., Caligiuri, Mencin, & Jiang, 2013;Caligiuri, Mencin, Jayne, & Traylor, 2019;Pless, Maak, & Stahl, 2011). PYXERA's surveys of over 2,000 executive volunteers from large companies finds that over 90% of global pro bono participants believe they have a better understanding of business's role in society, and 92% feel more culturally aware as a result of their experience. ...
... 2. The world economic space sets the demand for new types of competencies. According to the latest research, the following competencies will be the most popular in the world and national practice in the near future [14,15]: Existential competencies related to concentration and attention management; Empathy and emotional intelligence; Cooperation (a skill that must be built into different aspects of work and learning); Thinking: critical, problem-oriented, systemic, cooperative-creative; Creativity; Work in interdisciplinary environments and knowledge of the emerging "general language of concepts" (including system engineering and economics); Literacy of the 21st century: understanding global problems, managing your health, understanding the principles of society, taking care of the environment, financial literacy and so on. Skills in ICT and media technologies, including programming and information hygiene; Flexibility and adaptability; Ability to learn, unlearn and re-learn during life; Responsibility in the work (including ethics of interaction with other members of the society and working ethics of human-centered services). ...
At present, considerable attention is paid to the problems of understanding the most important trends in the formation and development of a digital economy, as well as the development of adaptive models of the modern education system, which reflects the relevance of the subject matter under study. The purpose of the article is to investigate the features of the transformation of economic science and education in the conditions of digitalization of the economy, to identify the main problems of the modern scientific and educational system and to identify the main ways to solve them. The research is based on an interdisciplinary approach using methods of logical-structural, situational and comparative analysis. Prospective directions of development of an economic science in conditions of digitalization are considered in the article, the problems which face the system of economic education at a stage of formation of a digital society are revealed. The significant influence on the transformation in the sphere of employment of the speed of the formation of educational networks for the training of personnel possessing the skills of teamwork for the effective resolution of technological, demographic and socio-economic problems is proved.
... Recent research found a similar effect in a study of corporate employees' cultural agility development from short-term volunteer assignments. Employees developed cultural agility in two conditions: when employees with higher baseline cultural agility worked in high contextual novelty (i.e., international non-governmental organization location) and when employees with lower baseline cross-cultural competencies worked in low contextual novelty (i.e., domestic nonprofit location; Caligiuri et al., 2019). However, our study did not specifically examine contextual novelty, and thus additional work is necessary to explicitly investigate how traveling with a close friend interacts with both baseline cultural agility and novelty to predict development. ...
This study examines whether preexisting close friendships facilitate students’ cultural agility development during short-term international study abroad experiences. Using a longitudinal design, we found that study abroad students who had a close friend accompanying them on the experience (i.e., an “international study buddy”) had lower cultural agility at the onset of the experience but had a higher level of cultural agility development upon return, compared with those without a friend on the trip. Those who did not travel with friends demonstrated no significant cross-cultural competency development. Our findings suggest that contextual novelty is independently determined, and the presence of a trusted friend may help reduce the novelty enough such that students with lower predeparture cultural agility can comfortably gain from the experience. At the same time, for development to occur, students with higher cultural agility may need more contextual novelty than the short-term study abroad experience provides.
The increasing cultural and linguistic variety in academic contexts needs higher cultural competence on the part of instructors, which necessitates a better knowledge of both teachers' levels of cultural competence and the experiences that develop cultural competence. Cross-cultural communication is critical for avoiding cross-cultural shocks and cross-cultural interaction, which promotes the formation of new elements and forms of cultural activity, as well as the adjustment of value orientations, behavioral models, and lifestyle (universal and culturally unique components). Cross-cultural competencies have become increasingly important in public management due to the rising globalization and diversity of societies. In the Balkans region, where different cultures and languages exist, the development of cross-cultural competencies is critical for effective public management. National schools have been identified as crucial institutions for developing these competencies. The method used in this study we have used empirical studies with specific variables in order to find out more about the cross-cultural competencies in public management. The literature review method involves a systematic and rigorous approach to identifying and analyzing relevant academic sources to comprehensively understand a research area. National schools in the Balkans have a critical role to play in developing cross-cultural competencies in public management. Teaching and learning must integrate global perspective education so that students may become responsible "active" global citizens. Global/international education must start with an attempt to comprehend globalization. Furthermore, cross-cultural experiences in teacher education may foster cultural competency, cooperation skills, and an understanding of global linkages, which can then be transferred to the classroom. Rethinking teaching and learning in these ways may give us the chance to gain a deeper knowledge and appreciation for people throughout the world, which is crucial to our duties and obligations as global citizens.
Purpose
This study aims to contribute to the enrichment of the literature by examining the impact of cross-cultural training on expatriates’ adjustment of Nigerian bankers on expatriate assignments in other African countries.
Design/methodology/approach
Data on cross-cultural adjustment from expatriate employees in five banks that collectively accounted for over 80 per cent of Nigerian banks with subsidiaries in other African were systematically selected for the investigation. This data was collected quantitatively via a survey instrument. Independent sample t -test, analysis of variance (ANOVA) and regression analysis were deployed in analyzing the data.
Findings
The study found that cross-cultural adjustment varied significantly across the different categories of gender, age, marital status, previous expatriate training, previous expatriate experience, and duration of expatriation. The study concludes that in order to attain higher levels of adjustment African banks and other organizations should provide a more comprehensive cross-cultural training program that mirrors the needs of employees following a detailed needs analysis. Also, the training must be sequential and not a one-off approach.
Originality/value
The literature though still nascent is largely focused on expatriate preparation and adjustment for expatriates moving from Western-to-western contexts and very little exists in the literature on how multinationals from Non-Western contexts like Africa prepare their staff for expatriation and its consequent impact on their adjustment. This study aims to enrich the literature by examining the impact of cross-cultural training on expatriates’ adjustment of Nigerian bankers on expatriate assignments in other African countries.
Global talent management (GTM) refers to management activities in a multinational enterprise (MNE) that focus on attracting, motivating, deploying, and retaining high performing and/or high potential employees in strategic roles across a firm's global operations. Despite the critical importance for individual and firm outcomes, scholarly analysis and understanding lack synthesis, and there is limited evidence that MNEs are managing their talent effectively on a global scale. In this article, we review the GTM literature and identify the challenges of implementing GTM in practice. We explore how GTM is aligned with MNE strategy, examine how talent pools are identified, and highlight the role of global mobility. We discuss GTM at the macro level, including the exogenous factors that impact talent management and the outcomes of GTM at various levels. Finally, we identify some emerging challenges and opportunities for the future of GTM.
Purpose
This paper aims to understand how these competencies gained will help human resource (HR) leaders become more strategic about when and how to use global mobility for talent development.
Design/methodology/approach
In this paper, the author defines the construct of cultural agility and describes the theoretical mechanisms through which employees can gain cultural agility through culturally novel situations such as global mobility. Cultural agility enables individuals to work comfortably and effectively with people from different cultures and in situations of cultural novelty. People with cultural agility have task-management competencies (cultural minimization, adaptation and integration), self-management competencies (tolerance of ambiguity, resilience, curiosity) and relationship-management competencies (humility, relationship building and perspective taking).
Findings
This study aims at focusing on the development of cultural agility, this paper focuses on four cascading features of a culturally novel experience that can help individuals gain this competence: (1) the level of cultural novelty in the experience, (2) the readiness of an individual for that level of cultural novelty, (3) the individual's level of awareness of the cultural norms and values inherent in the culturally novel experience and (4) the level of social support offered to that individual to learn how to understand and respond in that experience.
Originality/value
Each feature is discussed, concluding with the implications for future research and practitioners in global mobility and talent development.
The human resources department, as a dynamic mechanism in the hotel business, is a supporter and a manager who manages the corporation to grow by planning, supervising, and assuring the expected performance leads to desirable outcomes. The situation of spread of the COVID-19 virus has resulted in businesses and labor departments having to adapt to survive by upgrading existing knowledge and adding new skills. Therefore, this research aims to describe components and models of necessary skills development for performance affecting dynamic capabilities and performance in a new normal era for human resources managers of five-star hotels in Phuket Province, which are crucial components in an increased corporation’s sustainability and performance in terms of personnel efficiency, assets, funds, and information. This research is quantitative, and research data was collected from a total of 384 human resource managers of five-star hotels. There was a mutual discussion of factor analysis and structural equation results with three human resources managers who have been successful for not less than seven years in their work. The components consisted of systematic consideration through the following causes: necessary skills; professional skills, work skills, and emotional skills, mediator variables; dynamic capabilities, and organizational performance. This research also discussed five guidelines for developing the necessary skills for performance. As various factors have affected the performance in the new normal era, the human resources executives of five-star hotels in Phuket province should apply them and consider them together with their business plans for setting the strategic plan of organizational management, management, administrative, and human resources development.
Doi: 10.28991/HIJ-2023-04-01-03
Full Text: PDF
Puji syukur kehadirat tuhan yang maha esa atas limpahan
rahmat dan karunianya sehiingga Buku Monograf Kajian Teoritis
Kinerja Karyawan dan Implementasi Keterlibatan Karyawan Pada
Usaha Dagang dapat diselesaikan. Hadirnya buku ini diharapkan dapat
membantu pengusaha khususnya usaha dagang dalam mengelola
karyawan agar memiliki kinerja yang baik.
Penulis pun menyadari jika didalam penyusunan buku ini
mempunyai kekurangan, namun penulis meyakini sepenuhnya bahwa
sekecil apapun buku ini tetap akan memberikan sebuah manfaat bagi
pembaca. Akhir kata untuk penyempurnaan buku ini, maka kritik dan
saran dari pembaca sangatlah berguna untuk penulis kedepannya
Agricultural technical and vocational education and training (TVET) for sustainable development is too important to be implemented with no plan and accomplish tangible results in the real world or in the agricultural setting. TVET can be fruitful if it is performed systematically based on proper criteria, competencies, and educational methods. This research aimed to determine the proper criteria, competencies, and educational methods for agricultural TVET for sustainable development using the analytic hierarchy process (AHP), Delphi technique, and content analysis of the literature by the PRISMA method in Iran. The results showed that agricultural TVET for sustainable development could be identified within five criteria. A total of 15 competencies were identified as the competencies of agricultural TVET for sustainable development. These competencies should be developed among trainees to achieve sustainable agriculture goals. They can be broadly classified into three categories – learning to know, learning to do, and learning to live together. The competencies in the categories of learning to do and learning to live together had higher weights in achieving sustainable agriculture goals. Finally, four educational methods were identified for training these competencies and their relative weights were determined.
Organizasyonların amaç ve hedeflerine ulaşmasında liderler ve davranışları
hayati öneme sahiptir. Kendi çıkarlarını önceleyen ve ferdi hareket eden
liderler birçok olumsuzluğa sebep olabilirken, ortak yaşamın
kazanımlarından olan kültürel değerleri benimsemiş ve birlikte hareket
etmeyi ilke edinmiş liderler hem kendileri hem de organizasyonları için
faydalı çıktılar sunabilmektedir. Buradan hareketle, hayatın tüm alanları için
önemli olan değer kavramı, bu kitapta liderlik kavramıyla birlikte
araştırılmıştır. Alan yazınında liderlik çalışmalarına sıklıkla rastlanmaktadır
fakat değer temelli liderliği konu alan çok az çalışma bulunmaktadır. Kitapta
demokratik, hizmetkar, fedakâr, karmaşık, paylaşılan, ruhsal, otantik, etik,
bilgi odaklı, babacan, ilham verici, yenilikçi, küresel, mizahi ve sorumlu
liderlik kavramları değer temelli olarak ele alınmıştır.
Purpose
Drawing on the “shocks to the system” concept in image theory, a mid-range theoretical model is developed to illuminate understanding on why cross-cultural experience is so conducive to stimulating entrepreneurship yet has remained largely unexplained at the individual level.
Design/methodology/approach
The novel idea is put forth that experience of foreignness, in itself, can be harnessed as a powerful cognitive resource for entrepreneurship – particularly the nascent stages of new venture development. Providing cross-cultural exposures arouse “self-image shocks”, they manifest over time as skill clusters that reflect the sensing, seizing and transforming capabilities at the heart of entrepreneurship. This paper's pivot helps delineate a common mechanism to explain how a diverse range of seemingly disparate cross-cultural experiences can be processed in a way that enhances entrepreneurial pursuits.
Findings
The insights of this paper reinforce the need for educators and policymakers to encourage and provide opportunities for aspiring entrepreneurs to engage in cross-cultural and overseas exposures as they are influential for stimulating each of the core sets of entrepreneurial capabilities. The model and synthesis table also help to practically unpack how to design and plan such cultural experiences to optimize the enduring entrepreneurial advantages.
Originality/value
The author turns a long-standing assumption surrounding cultural differences in entrepreneurship on its head. The shocks and tensions arising from intercultural interactions are not always inevitable liabilities to be “managed away” or attenuated. Rather, cross-cultural experience can be explicitly leveraged as an asset for nascent venturing as the juxtapositions they evoke provide both proximal and distal enhancements to ways in which entrepreneurs think and develop skills at the core of venturing.
Skills-based volunteering programs sit at the intersection of corporate philanthropy and human resources (HR). These programs enable employees to volunteer their specialized skills to support non-profit organizations, while developing new skills along the way. While these programs are the fastest growing way that firms deliver on their corporate social responsibility strategy, the academic literature has all but ignored them. However, there is ample opportunity to build an understanding of skills-based volunteering from existing research that crosses the realms of employee volunteering and skills. This systematic literature review of 36 peer-reviewed articles forms the basis of this paper, where we provide a definition of skills-based volunteering, and offer a theoretical model to guide future HR research and practice on skills-based volunteering.
Purpose: The expatriation literature has developed an insightful body of research on the reasons why women are not assigned abroad as frequently as men. However, we know very little about the systemic and recursive consequences of women’s underrepresentation in international assignments (IAs), which are examined in this conceptual paper.
Design/methodology/approach: Drawing upon expatriation research and a system dynamics perspective, we propose a conceptual model to explain both women’s underrepresentation in IAs and its recursive consequences.
Findings: We highlight how women’s underrepresentation in IAs results from a complex system of recursive effects that jeopardizes women’s professional development and undermines both their own career progression to top management and firms’ competitive advantage and international growth. We argue that organizations make decisions that contravene their own interest in a competitive global context. First, because they are limiting their talent pool by not considering female candidates. Second, because they are missing the opportunity to use IAs to advance women’s careers.
Research implications/limitations: Our model serves as a platform for future research on selecting the most effective organisational actions and designing supportive measures to disrupt the recurrent effects that contribute to women’s underrepresentation in IAs. Future research should also address the limitations of our study, in particular with regard to individual differences and the proactive role that women may take.
Managerial implications: Our model points to specific managerial interventions (e.g., increased access to job-training and specific training ahead of the assignment, dual-career support, women’s mentoring, and affirmative action) which have the potential to reduce women’s underrepresentation in IAs and in top management.
Originality: Our system dynamics approach enables a broader understanding of why women are underrepresented in IAs, how this underrepresentation further exacerbates gender segregation in international business, and how these recursive outcomes can be averted to the advantage of firms’ sustainable growth.
Diversity training has gained momentum over the years across industries to reduce turnover, increase revenue, and enhance the hospitable environment of the workplace, among other benefits. However, the initiate has also been criticized for ineffectiveness and backlash from participants. This review synthesizes 228 articles on diversity training across 13 industries to draw a holistic landscape of the initiative to address the existing gap in research. Findings of the systematic literature review were presented to diversity trainers to collate the existing knowledge with practice. Results of the review demonstrate an acute need for research within Tourism and Hospitality along with qualitative research on the initiative. Efforts also need to be taken to decolonize the research and training designed for the managers and leaders of the organisation. Theoretical and practical implications for Tourism and Hospitality Research and policy are discussed after consultation with diversity practitioners in the industry.
Purpose
This paper aims to contribute to the growing body of research which demonstrates corporate social responsibility (CSR) initiatives can be linked to individual-level outcomes, such as employee engagement, using a quasi-experimental field study to provide initial evidence of a casual effect for such programs.
Design/methodology/approach
The authors examined whether participating in an international corporate-sponsored volunteer program increased employee engagement by comparing a sample of employees, matched on their pre-trip engagement scores and other demographic variables, with employees who did not volunteer in the program and comparing the differences in this employee engagement after completing the volunteer experience.
Findings
Using an exact matching technique, the authors were able to isolate the influence of the volunteer program on employee engagement and demonstrate that the program was associated with increased employee engagement after the program ended.
Originality/value
This study provides additional, and stronger, support on the CSR and employee engagement relationship through isolating the causal influence of the volunteer program on engagement. Thus, it provides additional justification for the use of, and financial investment in, such programs by organizations.
Znanstvena monografija Prostovoljstvo v Sloveniji – psihološki
pogledi in raziskave vsebuje 25 poglavij oz. pregled področij prostovoljskih
aktivnosti.
V prvem delu knjige boste našli zgodovinski pregled razvoja
prostovoljstva, v katerem so študenti zelo jasno opredelili, kaj prostovoljstvo
je in kaj ni, predstavili so tudi najpogosteje zastopane oblike prostovoljskih
dejavnosti ter merske pripomočke, s katerimi lahko analiziramo različne
dejavnike, ki so povezani s prostovoljskimi aktivnostmi. Kot prihodnje psihologinje
in psihologi pa seveda niso pozabili na številne osebnostne in
okoljske dejavnike, ki vplivajo na vključevanje posameznikov v prostovoljske
dejavnosti in izvajanje prostovoljska dela.
Od osmega poglavja dalje najdete pregled kvalitativnega in kvantitativnega
raziskovalnega pristopa, ki se začenja z opisom tipičnega prostovoljca
(njegove socialno-demografske in osebnostne značilnosti), dobro je predstavljena
tudi vloga vodij prostovoljskih društev in organizacij ter njihove
številne naloge. Ker je prostovoljstvo neplačana aktivnost, lahko v knjigi
berete tudi o motivaciji, namerah ter učinkih prostovoljskega dela.
V zadnjem delu znanstvene monografije pa so zbrana poglavja, ki se nanašajo
na korporativno prostovoljstvo. Gre za področje, ki se v Sloveniji v
tem trenutku aktivno razvija in postaja kar prioriteta marsikatere delovne
organizacije. Zato so študenti analizirali in ovrednotili motive in dejavnike
slovenskih delodajalcev za izvajanje korporativnega prostovoljstva ter učinke prostovoljnega dela na zaposlene, kot so jih zaznavali sami. Poglavje o dobrih praksah pa kaže, da so primeri, ki so lahko delodajalcem za zgled, že danes prisotni tudi v Sloveniji.
Knjiga je tudi brezplačno dostopna na povezavi:https://e-knjige.ff.uni-lj.si/znanstvena-zalozba/catalog/book/310
Purpose
The purpose of this paper is to explore the influence and advantages of leadership multiculturalism on global strategy development through cross-border mergers and acquisitions (CBA) and corporate social responsibility (CSR) from emerging market multinational companies (EMNCs) expanding into emerged markets. The key contribution of asymmetric multiculturalism is a novel finding based on inductive research. We fill a gap by further linking business leader characteristics and corporate strategic actions and examining how multicultural business leaders from emerging markets can be highly effective at CBA and CSR.
Design/methodology/approach
The paper draws on in-depth interviews, observations and documentary evidence analyzed with iterative coding, construct definition and thematic development to understand how leadership multiculturalism affects CBA and CSR in an EMNC over time.
Findings
The new construct of leadership asymmetric multiculturalism describes strategic advantages accruing to leaders from developing markets who are culturally fluent in both emerging and emerged market milieus. The construct contributes to emergent research on the rise of multicultural leaders and their strategic advantages and delineates a pathway toward identifying advantages of emerging over emerged market business leaders.
Research limitations/implications
The research addresses specific CBA and CSR strategies within one emerging market region and EMNC. Future research should further articulate and validate the key construct of asymmetric multiculturalism, further examine its sources, draw more explicit comparisons with data from emerged market leaders, and explore the applicability of these findings to strategic actions and advantages in both emerging and emerged markets.
Practical implications
Emerging market corporate leaders should identify and develop pertinent aspects of their own asymmetric multiculturalism in enacting CBA and CSR strategy with respect to EMNCs and firms from developed markets. Emerged market leaders should become more aware of and cultivate their own multiculturalism.
Social implications
Asymmetric multiculturalism can be accompanied by heightened awareness of global citizenship — including codes of ethics, environmental challenges, community outreach and fair labor practices — which, in tandem with CBA, can strengthen emerging market firms’ performance and reinforce their global stature and reputation.
Originality/value
Asymmetric multiculturalism is a new explanatory construct in the sociological, economic and management disciplines. Emerging markets corporate leaders utilize their multicultural competence to accelerate global CBA and CSR activity and advance strategic opportunities for their firms. The identification of advantages deriving from emerging market leadership capabilities is an unusual finding given the more typical emphasis on the privileges of emerged market leaders and firms.
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