Articoli di riviste: "Cross-cultural orientation"

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Martin, Judith N. "Training issues in cross-cultural orientation". International Journal of Intercultural Relations 10, n. 2 (gennaio 1986): 103–16. http://dx.doi.org/10.1016/0147-1767(86)90001-5.

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Seginer, Rachel, e Hoda Halabi. "Cross-Cultural Variations of Adolescents' Future Orientation". Journal of Cross-Cultural Psychology 22, n. 2 (giugno 1991): 224–37. http://dx.doi.org/10.1177/0022022191222004.

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Hou, Xin Daphne, Sharath Chandra Guntuku, Young-Min Cho, Garrick Sherman, Tingdan Zhang, Mingyang Li, Lyle Ungar e Louis Tay. "A cross-cultural examination of temporal orientation through everyday language on social media". PLOS ONE 19, n. 3 (8 marzo 2024): e0292963. http://dx.doi.org/10.1371/journal.pone.0292963.

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Past research has shown that culture can form and shape our temporal orientation–the relative emphasis on the past, present, or future. However, there are mixed findings on how temporal orientations vary between North American and East Asian cultures due to the limitations of survey methodology and sampling. In this study, we applied an inductive approach and leveraged big data and natural language processing between two popular social media platforms–Twitter and Weibo–to assess the similarities and differences in temporal orientation in the United States of America and China, respectively. We first established predictive models from annotation data and used them to classify a larger set of English Twitter sentences (NTW = 1,549,136) and a larger set of Chinese Weibo sentences (NWB = 95,181) into four temporal catetories–past, future, atemporal present, and temporal present. Results show that there is no significant difference between Twitter and Weibo on past or future orientations; the large temporal orientation difference between North Americans and Chinese derives from their different prevailing focus on atemporal (e.g., facts, ideas) present (Twitter) or temporal present (e.g., the “here” and “now”) (Weibo). Our findings contribute to the debate on cultural differences in temporal orientations with new perspectives following a new methodological approach. The study’s implications call for a reevaluation of how temporal orientation is measured in cross-cultural studies, emphasizing the use of large-scale language data and acknowledging the atemporal present category. Understanding temporal orientations can guide effective cross-cultural communication strategies to tailor approaches for different audience based on temporal orientations, enhancing intercultural understanding and engagement.

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Thomas, David R. "Understanding cross-cultural communication". South Pacific Journal of Psychology 7 (1994): 2–8. http://dx.doi.org/10.1017/s0257543400001346.

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The need for cross-cultural communication skills arises whenever people from different languages and cultures come into contact. With increased tourism, international business, students studying overseas, and increasing awareness of indigenous minority cultures there is concern to foster better communication among different cultural groups. In the present paper, examples of cultural differences in communication in Australia and New Zealand are presented. Two approaches to the training of cross-cultural communication skills are described: the cultural assimilator developed by Brislin, and McCaffery's “learning how to learn” orientation.

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Wales, William, Vishal K. Gupta, Louis Marino e Galina Shirokova. "Entrepreneurial orientation: International, global and cross-cultural research". International Small Business Journal: Researching Entrepreneurship 37, n. 2 (27 febbraio 2019): 95–104. http://dx.doi.org/10.1177/0266242618813423.

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The last few years have witnessed a significant increase in academic research examining entrepreneurial orientation (EO), with scholarship on this topic being regularly published internationally. This special issue addresses the need to develop a deeper understanding of EO in the global context. Globalisation and the growing popularity of entrepreneurship worldwide have motivated interest in understanding the manifestation and application of EO in diverse socio-cultural contexts. It is our hope that this special issue helps illuminate and advance important areas of study in the international and cross-cultural EO literature, especially those that have remained under-examined thus far. We believe that the impact of future research on EO within international contexts depends upon the ability of the scholars to build upon past research. As it happens, this special issue is a celebration of the 30-year anniversary of the foundational work of Covin and Slevin that paved the way for the systematic investigation of EO.

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Brettel, Malte, Andreas Engelen, Florian Heinemann e Pakpachong Vadhanasindhu. "Antecedents of Market Orientation: A Cross-Cultural Comparison". Journal of International Marketing 16, n. 2 (giugno 2008): 84–119. http://dx.doi.org/10.1509/jimk.16.2.84.

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Jukka, Minna, Tatiana Andreeva, Kirsimarja Blomqvist e Kaisu Puumalainen. "A cross-cultural perspective on relational exchange". Journal of Business & Industrial Marketing 32, n. 7 (7 agosto 2017): 937–50. http://dx.doi.org/10.1108/jbim-03-2016-0048.

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Purpose This study aims to examine relational norms in cross-cultural business settings. Cross-cultural business partners may differ in their normative orientations toward relational exchange. Owing to the high extent of international trade, there is a need for developing a more nuanced understanding of cross-cultural relational exchange. Design/methodology/approach The repertory grid method was used to elicit the personal constructs characterizing the perceptions of business-to-business (B2B) relational exchange for 22 Russian and Finnish managers. These items were further categorized into categories of relational elements drawn from relational exchange literature using a content analysis. Then, the category means of scored importance and scored evaluations of domestic and foreign business partners were tested statistically. Findings Relational norms of flexibility, information exchange, long-term orientation, mutuality and solidarity were equally important to both Russian and Finnish managers. The importance of a business partner’s ability seems to be culturally dependent. Sharing the same cultural background might have an adverse effect when evaluating poorly functioning business relations. Research limitations/implications The validity of these findings is limited to this context and material. Future research should repeat cross-cultural comparisons of the relational norms with more data and other nationalities. Practical implications Firms should focus on long-term orientation and mutual targets to form well-functioning cross-cultural business relationships. Originality/value This study provides new knowledge into B2B marketing literature by revealing the role of relational norms, business partner’s ability and shared cultural background on functionality of cross-cultural business relations. It also demonstrates the use of the repertory grid method in studying perceptions of relational norms.

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Jiang, Zhou, Paul J. Gollan e Gordon Brooks. "Moderation of Doing and Mastery orientations in relationships among justice, commitment, and trust". Cross Cultural Management 22, n. 1 (2 febbraio 2015): 42–67. http://dx.doi.org/10.1108/ccm-02-2014-0021.

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Purpose – The purpose of this paper is to examine whether and how two individual value orientations – Doing (the tendency to commit to goals and hold a strong work ethic) and Mastery (an orientation toward seeking control over outside forces) – moderate: the relationship between organizational justice and affective organizational commitment, and the mediation role of organizational trust in this relationship. Design/methodology/approach – The authors collected data from 706 employees working in 65 universities across China, South Korea, and Australia. Multi-group confirmatory factor analyses were employed to examine the cross-cultural equivalence of the measures. Hierarchical regressions were performed to test moderating effects of the two cultural value orientations. Findings – Results from the full sample showed that Doing and Mastery moderated the distributive justice-commitment relationship and the procedural justice-trust relationship. Comparisons between countries demonstrated limited cross-cultural differences. Practical implications – The present study adds to the understanding of the impact of individual and cultural differences on the relationship between justice and commitment, helping managers understand how employees’ reactions to justice are influenced by cultural value orientations. Originality/value – This study is a pioneer in empirically integrating the value orientation framework (e.g. Doing and Mastery orientations) and justice research in a cross-cultural context based in the Asia Pacific region. It also advances cross-cultural justice research through using a mediation-moderation combination.

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Kim, Byoung Jun, e Diane L. Gill. "A Cross-Cultural Extension of Goal Perspective Theory to Korean Youth Sport". Journal of Sport and Exercise Psychology 19, n. 2 (giugno 1997): 142–55. http://dx.doi.org/10.1123/jsep.19.2.142.

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This study examined the predictions of goal perspective theory within Korean youth sport. Middle-school-aged athletes (244 males and 90 females) completed the Korean versions of Task and Ego Orientation in Sport Questionnaire (TEOSQ) and the Intrinsic Motivation Inventory (IMI). Both task and ego orientations were positively correlated with intrinsic motivation. Confirmatory factor analyses suggested that overall fit for the modified versions of the TEOSQ (10 items) and the IMI (13 items) were marginal. Gender × Grade (2 × 3) MANOVAs revealed that males were higher than females on two dimensions of intrinsic motivation (perceived competence and effort/importance). Canonical correlation analyses indicated that both task and ego orientation scores corresponded to the dimensions of the IMI. These findings are discussed in terms of cross-cultural generality and cultural specificity of the goal perspective theory.

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Koo Moon, Hyoung, Byoung Kwon Choi e Jae Shik Jung. "Previous international experience, cross-cultural training, and expatriates' cross-cultural adjustment: Effects of cultural intelligence and goal orientation". Human Resource Development Quarterly 23, n. 3 (settembre 2012): 285–330. http://dx.doi.org/10.1002/hrdq.21131.

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Darmanto, Darmanto, Sri Wardaya, Lilis Sulistyani e Basuki Sri Rahayu. "A Model of Mixed Strategic Orientations Based on Environment in Achieving a Tough Performance of MSMEs". Ijtimā'iyya: Journal of Muslim Society Research 5, n. 1 (27 marzo 2020): 19–36. http://dx.doi.org/10.24090/ijtimaiyya.v5i1.3086.

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This study aims to design a model in achieving superior performance of MSMEs. The mixed strategic orientations of demography, economy and cultural values are used to design this model. The mixed strategic orientations consist of customer, competitor and innovation orientations. Demographic variables consist of age, experience and education. Economic variables consist of government, price, income and growth. Cultural value variables consist of Javanese, Chinese and Padang cultural values. Customer orientation variables have an antecedent variable that consist of entrepreneurship, reward and learning. The change orientation variable moderates the customer and competitor orientations to the innovation orientation. Variable of competitive advantage mediates customer and competitor orientations on MSMEs’ performance. The population of this study consists of food MSMEs in Central Java. The 750 samples are chosen with convenient sampling technique. Data analysis mrthod used the Cross-tab Analysis and Structural Equation Model (SEM). The result of this research is a model explaining that demography, economy and cultural values influence antecedent variables of customer orientation, dimension of strategic orientations and organizational performance. The antecedent variables affect customer orientation; the dimension of strategic orientations affects performance; Variable of change of capacity unmoderates customer and competitor orientations on innovation orientation. Variable of competitive advantage unmediates customer, innovation and competitor orientations on performance. An abstract should accompany each manuscript; it should be completely self-consistent (i.e., with no figure, table, equation or reference citations), not exceeding 250 words and written as a single paragraph.

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Burton, Brian K., Jiing-Lih Farh e W. Harvey Hegarty. "A Cross-Cultural Comparison of Corporate Social Responsibility Orientation". Proceedings of the International Association for Business and Society 9 (1998): 467–78. http://dx.doi.org/10.5840/iabsproc1998944.

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Croucher, Stephen, Stephanie Kelly e Hui Chen. "Cross-cultural Issues on Organizational Dissent and Humor Orientation". Business Communication Research and Practice 1, n. 2 (luglio 2018): 102–5. http://dx.doi.org/10.22682/bcrp.2018.1.2.102.

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Tapp, June Louin. "Panning Cross-Cultural Orientation: What Is the Real Message?" Contemporary Psychology: A Journal of Reviews 34, n. 2 (febbraio 1989): 175–76. http://dx.doi.org/10.1037/027674.

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Eliram, Talila, e Joseph Schwarzwald. "Social Orientation among Israeli Youth a Cross-Cultural Perspective". Journal of Cross-Cultural Psychology 18, n. 1 (marzo 1987): 31–44. http://dx.doi.org/10.1177/0022002187018001005.

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Sin, Leo Y. M., Alan C. B. Tse, Oliver H. M. Yau, Raymond P. M. Chow, Jenny S. Y. Lee e Lorett B. Y. Lau. "Relationship marketing orientation: scale development and cross-cultural validation". Journal of Business Research 58, n. 2 (febbraio 2005): 185–94. http://dx.doi.org/10.1016/s0148-2963(02)00493-9.

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Saleh, Shoukry D. "Relational Orientation and Organizational Functioning: A Cross-Cultural Perspective". Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de l'Administration 4, n. 3 (8 aprile 2009): 276–93. http://dx.doi.org/10.1111/j.1936-4490.1987.tb00457.x.

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Jones, Dotti. "Cross-cultural orientation: A guide for leaders and educators". International Journal of Intercultural Relations 19, n. 2 (marzo 1995): 326–28. http://dx.doi.org/10.1016/0147-1767(95)90055-1.

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Naumova, Olena, Svitlana Bilan e Mariia Naumova. "Luxury consumers’ behavior: a cross-cultural aspect". Innovative Marketing 15, n. 4 (12 novembre 2019): 1–13. http://dx.doi.org/10.21511/im.15(4).2019.01.

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A comprehensive study of the consumers’ needs and demands, the patterns of their social and cultural behavior are essential to the success of the modern luxury companies in their market activity. The purpose of research is to study the possible differences and similarities in the perception of luxury and motivation to purchase these goods by consumers in different parts of the world and selection of acceptable marketing tools. The study is built on the results of analysis of cultural values in some countries using the country comparison tool developed by Hofstede and the results of analysis of scientific articles on the behavior of luxury goods consumers in different countries. The methodology approach – Hofstede’s model of national culture and scientific studies belonging to cultural impacts on luxury consumers’ behavior – is applied to explore cross-cultural differences in luxury consumption behavior. The findings of the study are as follows: consumers from countries with high power distance, collectivism, and masculinity, long-term orientation, and low indulgence primarily perceive social values in consuming luxury goods and are sensitive to conspicuous luxury-status. In cultures with high individualism, masculinity, indulgence, and low power distance, consumers display to perceive individual and functional values and are sensitive to “emotional hedonistic luxury.” The consumption of luxury goods in the Asian region is characterized by significant focusing on social values and status consumption, more than in the rest of the world. The motives of achievements in the form of self-realization and self-actualization are among the main reasons for the luxury consumption of European Union consumers.

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NIEDERGASSEL, BENJAMIN, STEFFEN KANZLER, SALVADOR ALVIDREZ e JENS LEKER. "CROSS-CULTURAL PERCEPTIONS ON KNOWLEDGE SHARING IN HETEROGENEOUS COLLABORATIONS". International Journal of Innovation Management 15, n. 03 (giugno 2011): 563–92. http://dx.doi.org/10.1142/s1363919611003441.

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This qualitative study investigates different perceptions of knowledge sharing in a cross-cultural research collaboration between German and Chinese scientists. Special emphasis is placed on the in-group and out-group orientation of partners, different communication styles and personal and organizational influence factors. Data was obtained by conducting six focus groups in Germany and China. All ideas expressed in these focus groups were categorized and thoroughly evaluated. Our analysis reveals that the in- and out-group orientation of collectivistic and individualistic cultures might not be as pronounced as theory would suggest. In fact, members of the more collectivistic Chinese culture even showed a higher out-group orientation than members of the more individualistic German culture in our study. The resulting theoretical and practical implications for managing cross-cultural collaboration projects are discussed in detail in the paper.

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Flere, Sergej, e Rudi Klanjšek. "Cross-Cultural Insight into the Association between Religiousness and Authoritarianism". Archive for the Psychology of Religion 31, n. 2 (maggio 2009): 177–90. http://dx.doi.org/10.1163/157361209x424448.

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The current study investigated the possible existence of a relationship between authoritarianism and religiousness and the possible strength of this potential relationship. The study involved samples from four cultural environments known to differ substantially in terms of religious salience and content: Slovenia (predominantly Catholic), Serbia (predominantly Eastern Orthodox), Bosnia and Herzegovina (predominantly Muslim), and the United States (predominantly Protestant). Religiousness was assessed by way of religious orientation (including intrinsic and extrinsic orientation) as proposed by Allport (1950), whereas authoritarianism was tapped by a modified Lane scale (1955). Results from zero-order correlations indicated a strong and positive association between authoritarianism and all types of religious orientation, regardless of the sample analyzed. Residualizing the main study constructs by demographic variables did not alter the results. The association changed only when each dimension of religious orientation was controlled for the effect of other dimensions. Results did not lend support to the hypothesis that authoritarianism is more strongly linked to those who are more extrinsically oriented.

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Mach, Merce, e Yehuda Baruch. "Team performance in cross cultural project teams". Cross Cultural Management 22, n. 3 (3 agosto 2015): 464–86. http://dx.doi.org/10.1108/ccm-10-2014-0114.

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Purpose – The purpose of this paper is to test the conditional effect of team composition on team performance; specifically, how collective team orientation, group consensus, faultline configurations and trust among team members explain the objective performance of project teams in cross-cultural contexts. Design/methodology/approach – Employing path analytical framework and bootstrap methods, the authors analyze data from a sample of 73 cross cultural project teams. Relying on ordinary least-squares regression, the authors estimate the direct and indirect effects of the moderated mediation model. Findings – The findings demonstrate that the indirect effect of collective team orientation on performance through team trust is moderated by team member consensus, diversity heterogeneity and faultlines’ strength. By contrast, high dispersion among members, heterogeneous team configurations and strong team faultlines lead to low levels of trust and team performance. Research limitations/implications – The specific context of the study (cross-cultural students’ work projects) may influence external validity and limit the generalization of the findings as well as the different compositions of countries-of-origin. Practical implications – From a practical standpoint, these results may help practitioners understand how the emergence of trust contributes to performance. It will also help them comprehend the importance of managing teams while bearing in mind the cross-cultural contexts in which they operate. Social implications – In order to foster team consensus and overcome the effects of group members’ cross-cultural dissimilarities as well as team faultlines, organizations should invest in improving members’ dedication, cooperation and trust before looking to achieve significant results, specially in heterogeneous teams and cross-cultural contexts. Originality/value – The study advances organizational group research by showing the combined effect of team configurations and collective team orientation to overall team performance and by exploring significant constructs such as team consensus, team trust and diversity faultline strength to examine their possible moderated mediation role in the process.

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Pasaribu, Fajar, Tapi Rondang Ni Bulan, Ani Murwani Muhar e Widia Astuty. "Supply chain management of entrepreneurial competence through cultural orientation and cross cultural competence". Uncertain Supply Chain Management 10, n. 2 (2022): 417–24. http://dx.doi.org/10.5267/j.uscm.2021.12.010.

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Lots of work has been conducted to explore and explain inter-organizational relations between supply chain partners. However, we have noticed that there is no accurate agreement between authors. Therefore, to better understand this disparity, the authors have studied supply chain inter-organizational relationship dynamics in different industries to bring out an analytical framework that allows a better understanding of such an issue. Further, the framework is subjected to expert’s opinion and ranked using the Technique for Order of Preference by Similarity to Ideal Solution (TOPSIS) approach. These case studies instruct professionals and researchers so that they bring up their level of abstraction that remains appropriate to catch this dynamic in order to guide decision-making and future research and studies.

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Ben-Ari, Adital, e Yoav Lavee. "Cultural Orientation, Ethnic Affiliation, and Negative Daily Occurrences: A Multidimensional Cross-Cultural Analysis." American Journal of Orthopsychiatry 74, n. 2 (2004): 102–11. http://dx.doi.org/10.1037/0002-9432.74.2.102.

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Riahi, Rabeb, Foued Hamouda e Jamel Eddine Henchiri. "Measuring cultural dimensions for cross-cultural management: Corporate governance outlook". Corporate Ownership and Control 17, n. 2 (2020): 157–64. http://dx.doi.org/10.22495/cocv17i2art13.

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The unobservable nature of the national culture is one of the main limits of research studying the impact of values systems’ in management sciences. This is why we aim in this study to identify a measure to three cultural dimensions namely, individualism (IND), masculinity (MASC) and long-term orientation (LTO). Our methodology is based on structural equation modeling (SEM) under LISREL approach, where latent variables are economic and demographic characteristics. Findings for the cross-national study over a period of 7 years including Tunisia, France, and Canada show that ecological indicators are able to determine studied cultural dimensions. However, due to the dynamic character of culture, some studied indicators are no longer the same as identified in prior studies.

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Phiri, Maxwell Agabu, e Nevoshnee Pillay. "A study on the effectiveness of the orientation process and cross-cultural training for the expatriate". Journal of Governance and Regulation 4, n. 4 (2015): 553–70. http://dx.doi.org/10.22495/jgr_v4_i4_c4_p13.

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This paper focuses on the effectiveness of the orientation process and cross-cultural training (CCT) and its impact on cross-cultural adjustment for the expatriate. The objective of the study on which this paper is based is to evaluate the effectiveness of the orientation process for expatriates and to determine the need for a separate orientation and culture training. By improving the orientation process and identifying a need for culture specific training, the company can thus eliminate relocation and replacement costs. The main objective of this research is to design a guideline for the implementation of a culture specific orientation process for the expatriate. This will be done based on the recommendations made by the respondents of the survey. The paper reviews different writings in the areas of cross-cultural training, cross-cultural adjustment, the orientation process and the expatriate. The study highlights specific issues regarding cultural training, assignment failure and success, and the expatriate experiences. The research is motivated by the need to reduce assignment failure and the subsequent costs associated with engaging expatriation, and ensure smooth transition into a new culture. The research methodology utilized was qualitative, based on structured questionnaires and personal interviews. The study attempts to recommend, based on the findings, a culture centered orientation process for the expatriate.

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Nguyen, Lam D., Natalia Ermasova e Loan N. T. Pham. "Leadership and Stress Orientation of Japanese and Russian Working Adults". Global Business Review 19, n. 4 (15 maggio 2018): 968–87. http://dx.doi.org/10.1177/0972150918772928.

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This cross-cultural study utilized the full range leadership framework developed by Hofstede’s model of culture, and compared leadership styles and cultural values of 461 managerial and non-managerial employees in government and business organizations in Russia and Japan. In this article, we examine the stress, task and relationship orientations of people in Russia and in Japan. As a result of the analysis of 461 responses, some significant differences were found between the two samples. It appears that Russian respondents have higher scores on task (initiating structure) and relationship (consideration style) orientations than Japanese respondents. While gender is a significant factor in task orientation, results did not demonstrate any differences in the relationship orientations and stress perceptions of these respondents. In this article, literature on Japan and Russian cultures is presented along with practical application, suggestions and implications for future studies. The projected results of this study include better cross-cultural understanding, comparison and assessment of Japanese and Russian leadership by foreign and local organizational members.

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Al-Khawaldeh, Nisreen Naji, e Vladimir Žegarac. "Cross-Cultural Variation of Politeness Orientation & Speech Act Perception". International Journal of Applied Linguistics & English Literature 2, n. 3 (1 maggio 2013): 231–39. http://dx.doi.org/10.7575/aiac.ijalel.v.2n.3p.231.

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Ma, Hing-Keung. "Cross-Cultural Study of the Development of Law-Abiding Orientation". Psychological Reports 57, n. 3 (dicembre 1985): 967–74. http://dx.doi.org/10.2466/pr0.1985.57.3.967.

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It was hypothesized that (i) a person is less oriented to abide by the law if he is deficient in lower order needs (e.g., physiological, safety or love needs) than in deficiency of higher order needs (e.g., esteem, social or self-actualization needs), and (ii) the probability of an individual's (A) breaking the law to do something in favour of a person (B) depends on the relationship between A and B. The probability decreases in the following order of relationships: brother/sister, best friend, acquaintance, stranger. Two hypothetical dilemmas were used to study the cultural and age differences in law-abiding orientation of 220 English adolescents and 47 English adults (mean ages in years were 15.50 and 25.83, respectively) in London, and 353 Chinese adolescents and 136 Chinese adults (mean ages in years were 16.81 and 21.24, respectively) in Hong Kong. The general findings supported the above hypotheses. Also (i) there was a positive relation between age and law-abiding orientation and (ii) the Chinese were more oriented to abide by the law than the English.

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Pereira, Cláudia M. A. S., Carlos F. S. Amaral, Maria M. F. Ribeiro, Helena B. M. S. Paro, Rogério M. C. Pinto, Lara E. T. Reis, Carlos H. M. Silva e Edward Krupat. "Cross-cultural validation of the Patient–Practitioner Orientation Scale (PPOS)". Patient Education and Counseling 91, n. 1 (aprile 2013): 37–43. http://dx.doi.org/10.1016/j.pec.2012.11.014.

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McCaffery, James A. "Independent effectiveness: A reconsideration of cross-cultural orientation and training∗". International Journal of Intercultural Relations 10, n. 2 (gennaio 1986): 159–78. http://dx.doi.org/10.1016/0147-1767(86)90004-0.

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Hughes-Wiener, Gail. "The “learning how to learn” approach to cross-cultural orientation". International Journal of Intercultural Relations 10, n. 4 (gennaio 1986): 485–505. http://dx.doi.org/10.1016/0147-1767(86)90047-7.

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Yang, Huadong, e Amna Yousaf. "Preference for relationship help and emotional help from third parties across cultures". Cross Cultural & Strategic Management 25, n. 1 (5 febbraio 2018): 96–118. http://dx.doi.org/10.1108/ccsm-08-2016-0161.

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Purpose In this paper, the authors examine the role of idiocentric and allocentric cultural orientations in employees’ preference for relationship help and for emotional help from third parties in two cross-cultural samples. The purpose of this paper is to clarify the psychological dynamics of cultural dimensions in relation to cross-cultural conflict intervention. Design/methodology/approach The authors tested the theoretical assumptions by using questionnaire survey in two cross-cultural samples. Study 1 is a cross-cultural comparison within a country, including 83 Dutch employees and 106 Turkish immigrants in the Netherlands. Study 2 is a comparison between countries, including 123 Germany-based German employees and 101 Pakistan-based Pakistani employees. Findings The results show that employees’ allocentric orientation, but not idiocentric orientation, explains the differences in preference for relationship help in both the within-country comparison (Study 1: individualistic Dutch culture vs collectivistic Turkish culture) and the between-country comparison (Study 2: individualistic German culture vs collectivistic Pakistani culture). However, only in the between-country comparison (Study 2), the findings reveal that the difference in preference for emotional help between individualistic German culture and collectivistic Pakistani culture is mediated by idiocentric orientation (not by allocentric orientation). Research limitations/implications The study confirms that the extent to which disputants’ preference for third-party help regarding social and personal aspects does differ across national cultures, and supports that the argument that social relationship is one of the paramount concerns in conflict handling in the collectivistic cultures. In addition, the study signals an alternative way of conducting two culture comparisons and expands our view on the cultural dimension of individualism-collectivism. Practical implications The findings have practical implications both for third-party intervention and for managing cultural diversity in the workplace. Social implications In general, this study contributes to our understanding on how culture influences conflict handling and provides suggestions for third parties to be culturally adaptive. Originality/value The research demonstrates that culture plays an important role in determining the extent to which disputants favour relationship help and emotional help from third parties. The research is also valuable in terms of reliability. The authors tested the hypotheses in two cross-cultural samples both within a country and between countries.

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Ashta, Ashok, Peter John Stokes, Simon M. Smith e Paul Hughes. "Japanese CEOs cross-cultural management of customer value orientation in India". Management Decision 59, n. 10 (13 gennaio 2021): 2355–68. http://dx.doi.org/10.1108/md-06-2020-0776.

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PurposeThe purpose of this paper is to develop understanding of cross-cultural issues relating to the experience and implications of an elite grouping of Japanese CEOs customer value orientations (CVOs) within Japanese firms operating in India. The paper underlines that there is a propensity for East-West comparisons and in contrast the argument contributes to the under-examined area of research on East Asian/South Asian comparative studies.Design/methodology/approachSemi-structured interviews were employed to generate narratives that provided rich and novel insights into the lived experience of Japanese CEOs working in Indian contexts and in relation to CVO. An inductive framework was employed in order to develop a more in-depth understanding of Japanese CEO CVO in Indo-Japanese empirical settings.FindingsThe data analysis identified a number of shared themes that influence CVO practice in the Indo-Japanese context. The findings develop an awareness of cross-cultural management's (CCM) in relation to the under-explored area of the Indo-Japanese dyad.Research limitations/implicationsThe paper develops CCM perspectives towards a more in-depth conceptualization of Japanese CEO perceptions on CVO practice in India. This is also of potential relevance to wider foreign investors not only Japanese businesses. The sample respondents – Japanese CEOS working in India – constitute a small and elite group. The lead author, having experience as a CEO of a Japanese firm was able to use convenience sampling to access this difficult to access group. In addition, also stemming from the convenience aspect, all the respondents were in the manufacturing sector. The study was deliberately targeted and narrowly focussed for this reason and does not claim automatic wide generalizability to other employee strata or industry; however, other sectors and employees may recognize resonance. This identified gap provides space for future studies in varying regional, national and sector contexts.Practical implicationsThe paper identifies implications for CCM training and Indo-Japanese business organization design.Social implicationsUse and acceptance of the enhanced research paradigm could support diversity in research and knowledge production with implications for research, teaching and future policymakers.Originality/valueThe cross-cultural study is original in that it contributes to CCM literature by providing a rare Indo-Japanese (sic East Asian: South Asian) comparative study. It provides an uncommon granular appreciation of the interaction of these cultures in relation to CVO. In addition, it secures rare data from an elite Japanese CEOs of manufacturing sector businesses.

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Zafar, Junaid, Muhammad Umer Quddoos e Muhammad Munir Ahmad. "Protean Career Orientation and Subjective Career Success: A Cross-Cultural Perspective". Journal of Management Sciences 8, n. 2 (ottobre 2021): 1–10. http://dx.doi.org/10.20547/jms.2014.2108201.

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Ditchburn, Graeme, e Elizabeth R. Brook. "Cross-cultural adjustment and fundamental interpersonal relations orientation behaviour (FIRO-B)". Journal of Global Mobility 3, n. 4 (14 dicembre 2015): 336–49. http://dx.doi.org/10.1108/jgm-05-2015-0017.

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Purpose – Expatriate workforces are growing as a result of globalisation and the considerable cost associated with expatriation is a strong incentive to identify which employees are most likely to adjust to the host nation. One area relevant to cross-cultural adjustment is interpersonal needs. The theory of fundamental interpersonal relations orientation as measured by the fundamental interpersonal relations orientation-behaviour (FIRO-B) may offer insights as to the relationship between interpersonal needs and cross-cultural adjustment. The paper aims to discuss these issues. Design/methodology/approach – In total, 180 paper and pencil measures of the FIRO-B and expatriate adjustment scales (general, work, and interaction) were distributed via informed international associates and convenience and snowball sampling. In total, 112 expatriates from the UK (44 percent), South Africa (22 percent), India (20 percent), and other nations (14 percent) returned completed questionnaires. Findings – Expatriates with higher levels of wanted affection were higher on all subscales of cross-cultural adjustment. Those who wanted and expressed the need for inclusion were significantly higher in interaction adjustment while those who expressed and wanted control were less adjusted to work. Research limitations/implications – The cross-sectional design limits the extent to which these findings can be interpreted as causal and the small sample size may limit the generalisability of the findings and common method via self-report may also inflate inter-relationship. However, the underlying theoretical premise would strongly support the hypothesised directional relationships in the normal population. A number of factors beyond the scope of this study may play a fundamental role including cultural similarity. Practical implications – Whilst not predictive, and acknowledging that environmental factors may vary, these results give an indication that interpersonal needs are related to successful adjustment in expatriates. As such these findings could be used to help inform the recruitment and training of expatriates in areas of interpersonal interaction taking into consideration intrapersonal needs. Originality/value – No study to date has explored the inter-relationship between the interpersonal needs and expatriate adjustment. This is the first paper to do so and identify that there is a significant association between expatriate’s motives for interaction and their level of cross-cultural adjustment.

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Kollmann, Tobias, Julia Christofor e Andreas Kuckertz. "Explaining individual entrepreneurial orientation: conceptualisation of a cross-cultural research framework". International Journal of Entrepreneurship and Small Business 4, n. 3 (2007): 325. http://dx.doi.org/10.1504/ijesb.2007.013255.

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Griffin, Glenn A. Elmer, Richard L. Gorsuch e Andrea-Lee Davis. "A Cross-Cultural Investigation of Religious Orientation, Social Norms, and Prejudice". Journal for the Scientific Study of Religion 26, n. 3 (settembre 1987): 358. http://dx.doi.org/10.2307/1386437.

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Khadhraoui, Mariem, Michel Plaisent, Lassaad Lakhal e Bernard Prosper. "The Impact of Entrepreneurial Orientation on Spin-Offs’ Performance: A Cross-Cultural Study". SAGE Open 9, n. 3 (luglio 2019): 215824401986581. http://dx.doi.org/10.1177/2158244019865817.

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Previous studies considered entrepreneurial orientation as a determinant of firms’ growth and performance. In this research, we are interested in spin-offs. Indeed, we aim to study the relationship between their entrepreneurial orientation and their performance. Therefore, we carried out a cross-cultural study in three different countries; Tunisia, Canada, and Morocco. We opted for a personal survey. We addressed our questionnaire to 180 managers of spin-offs and we analyzed the research variables using SPSS 20.00 (Statistical Packages for Social Sciences) and Smart PLS 3 (Partial Least Squares). Our findings highlight a positive correlation between entrepreneurial orientation and performance of spin-offs within the three samples.

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Li, Fuzhong, Peter Harmer, Likang Chi e Naruepon Vongjaturapat. "Cross-Cultural Validation of the Task and Ego Orientation in Sport Questionnaire". Journal of Sport and Exercise Psychology 18, n. 4 (dicembre 1996): 392–407. http://dx.doi.org/10.1123/jsep.18.4.392.

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It is becoming increasingly important to determine whether structural models of measures of sport and activity behavior developed in North America are invarant across different populations. This study assessed (a) the cross-cultural validity of the Task and Ego Orientation in Sport Questionnaire (TEOSQ) using male college students across the United States (n = 309), Thailand (n = 312), and Taiwan (n = 307); and (b) the factorial equivalence and structured latent mean differences of the TEOSQ in these samples. Using a confirmatory factor analytic procedure, the initial test of the hypothesized two-factor structure representing task and ego orientation yielded a good fit for each sample. The factor structure was further shown to be metric invariant across the three countries. Furthermore, tests of latent means showed significant differences between groups. The United States sample exhibited the highest levels of task and ego orientation, followed by the Taiwan and Thailand samples, respectively.

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Dr.K. Jawahar Rani, Ms K. P. Varalakshmi,. "Impact of change orientation on cross cultural adaptability for effective execution of International Assignments". International Journal of Scientific Research and Management (IJSRM) 5, n. 8 (15 agosto 2017): 6659–63. http://dx.doi.org/10.18535/ijsrm/v5i8.12.

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Successful assignment of expatriates is a very complex and challenging issue faced by multinationals. Expatriate failures are reported to be very high .This study attempts to find out how change orientation training given to the expatriates leads to cross cultural adaptability in their new International Assignments. It also helps us to know about how expatriates adapt themselves in new culture and environment at both organisational and personal level during their cross-cultural transitions. Majority of expatriates who has undergone cultural training were able to adapt themselves in the new host culture as they were prepared to accept the changes. Expatriates who has not undergone their cultural training finds it difficult to adapt themselves as they are not ready to change orientation and they face a lot of cultural shock.in the host country This study shows the association between change orientation and cross cultural adaptability and if more training is provided by the organisation for their expatriates they can become more change oriented and their adaptability also increases. The empirical study shows that there are differences between some of the demographic factors and cross-cultural adaptation.

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Chen, Chung-wen, e John B. Cullen. "SUPERVISORS’ SELF-PERCEIVED SOCIAL CLASS AND ETHICS: A Cross-Cultural Analysis". Australian Journal of Business and Management Research 04, n. 10 (3 febbraio 2015): 08–26. http://dx.doi.org/10.52283/nswrca.ajbmr.20150410a02.

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We employed Robert Merton’s anomie theory to examine supervisors’ ethics. We examined whether supervisors with a lower self-perceived social class are more likely to justify ethically suspect behaviors than are those with a higher self-perceived social class and whether cultural values influence this individual-level association. The results did not show that supervisors’ self-perceived social class is able to predict their ethics. However, supervisors’ self perception of social class could explain their ethics under the influences of cultural values, and the statistical report indicated that assertiveness, in-group collectivism, future orientation, humane orientation and the importance of the economy exert a moderating effect on the individual-level relationship between supervisors’ self-perceived social class and ethics. The sample contained 11,728 supervisors from 28 countries.

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Kassa Tsegaye, Wondwossen, e Qin Su. "Expatriates Cultural Adjustment: Empirical Analysis On Individual Cultural Orientation". Journal of Applied Business Research (JABR) 33, n. 5 (30 agosto 2017): 963–78. http://dx.doi.org/10.19030/jabr.v33i5.10019.

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Previous researches have shown that expatriates` failure rate has steadily increased in recent years. The failure of expatriates mainly related with the cross-cultural challenges. The purpose of this study was to identify factors which have a paramount implication on expatriates’ cultural adjustment. Hierarchical regression and MANCOVA were applied in data analysis. Hofstede’s (1980) cultural dimension scores were used to measure culture at national level. The individual cultural orientation was measured using a scale that used Hofstede (1980) dimensions as a framework. Moreover, a recently developed model was adopted to analyze the expatriate adjustment. Cultural adjustment found to be affected more by individual cultural orientation than national culture differences among expatriates` home and host countries. The alignment of the expatriate cultural orientation with the national culture found to be critical for effective expatriate cultural adjustment. The result indicated that gender difference does not have a significant role in expatriate cultural adjustment. This research would have a conceptual contribution in comprehensively assessing individual cultural orientation with cognitive expatriate adjustment. The study indicated factors that MNCs managers would use for effective selection and assignment of expatriates.

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Lee, Sunghee, Mingnan Liu e Mengyao Hu. "Relationship Between Future Time Orientation and Item Nonresponse on Subjective Probability Questions: A Cross-Cultural Analysis". Journal of Cross-Cultural Psychology 48, n. 5 (17 marzo 2017): 698–717. http://dx.doi.org/10.1177/0022022117698572.

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Time orientation is an unconscious yet fundamental cognitive process that provides a framework for organizing personal experiences in temporal categories of past, present, and future, reflecting the relative emphasis given to these categories. Culture lies central to individuals’ time orientation, leading to cultural variations in time orientation. For example, people from future-oriented cultures tend to emphasize the future and store information relevant for the future more than those from present- or past-oriented cultures. For survey questions that ask respondents to report expected probabilities of future events, this may translate into culture-specific question difficulties, manifested through systematically varying “I don’t know” item nonresponse rates. This study drew on the time orientation theory and examined culture-specific nonresponse patterns on subjective probability questions using methodologically comparable population-based surveys from multiple countries. The results supported our hypothesis. Item nonresponse rates on these questions varied significantly in the way that future orientation at the group as well as individual level was associated with lower nonresponse rates. This pattern did not apply to nonprobability questions. Our study also suggested potential nonresponse bias. Examining culture-specific constructs, such as time orientation, as a framework for measurement mechanisms may contribute to improving cross-cultural research.

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Westwood, Marvin J. "Culture, Learning, and the Disciplines: Theory and Practice in Cross Cultural Orientation". Canadian Journal of Higher Education 20, n. 2 (31 agosto 1990): 101–2. http://dx.doi.org/10.47678/cjhe.v20i2.183078.

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Gong, Yaping, e Jinyan Fan. "Longitudinal examination of the role of goal orientation in cross-cultural adjustment." Journal of Applied Psychology 91, n. 1 (2006): 176–84. http://dx.doi.org/10.1037/0021-9010.91.1.176.

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Alston, Enid A., e Johan Nieuwoudt. "Adjustment Problems Experienced by Children During Cross-Cultural Orientation: A Pilot Study". Journal of Genetic Psychology 153, n. 3 (settembre 1992): 321–29. http://dx.doi.org/10.1080/00221325.1992.10753727.

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Garland, Diana S. Richmond. "Book Review: III. Ministry Studies: Cross-Cultural Orientation: New Conceptualizations and Applications". Review & Expositor 85, n. 3 (agosto 1988): 603–4. http://dx.doi.org/10.1177/003463738808500371.

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Runyan, Rodney C., Baoshan Ge, Baobao Dong e Jane L. Swinney. "Entrepreneurial Orientation in Cross-Cultural Research: Assessing Measurement Invariance in the Construct". Entrepreneurship Theory and Practice 36, n. 4 (1 marzo 2011): 819–36. http://dx.doi.org/10.1111/j.1540-6520.2010.00436.x.

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Smith, Wanda J., Manisha Singal e William B. Lamb. "Corporate social orientation in Japan and the USA: a cross‐cultural comparison". International Journal of Organizational Analysis 15, n. 3 (30 aprile 2008): 181–209. http://dx.doi.org/10.1108/19348830710880901.

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