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The effectiveness of using team learning to improve team performance has been well documented in the literature, and this notion makes intuitive sense. However, little empirical research has been dedicated to the relationship between team learning and team performance, probably owing to the lack of a widely acceptable instrument for assessing team learning. In this study, a psychometric (validity and reliability) examination of Edmondson’s Team Learning Survey (TLS) is undertaken. This instrument was then used to examine the effects of internal and external team learning on team performance. Implications and limitations of the study findings are discussed.

This study assessed the relevance of Vroom’s expectancy motivational framework in a cross-cultural context. Differences in attitudes for task investment, preferences for work related achievements, and the reward potential of outcomes was assessedwith Australians and Malaysians who were employed in similar work contexts of the beauty care industry. Reasons why the Australian employees reported significantly higher job motivation than the Malaysian respondents were identified by examining the three main components of expectancy, instrumentality and valence, of Vroom’s framework. The study findings are discussed in terms of the implications they have for the necessary organizational development with Australians and Malaysians who were employed in similar work contexts of the beauty care industry. Reasons why the Australian employees reported significantly higher job motivation than the Malaysian respondents were identified by examining the three main components of expectancy, instrumentality and valence, of Vroom's framework. The study findings are discussed in terms of the implications they have for the necessary organizational development of businesses in the competitive Asia-Pacific region.

This article explores trust in the managerial context of integrity, performance and benevolence in contemporary Asian societies. Empirical evidence is drawn from three small Asian societies where reform and transitions characterise the current socio‐economic scene. As these countries attempt their recovery process from the severe economic downturn of mid 1997, managers of work organisations are calling on unique Asian ways of responding to global imperatives. Trust may be considered as a unique feature in these countries and it may be considered to be a central element defining the managerial frameworks. Indeed, the study findings allow us to suggest that trust is perceived strongly by the managers in these countries to be not only as the key critical assumptions but also it defined internal and external relationships.

A need to facilitate effective international business encounters, which are underpinned by the personal values of managers, has led to significant pragmatic interest in understanding work goals cross‐culturally. This study examines the work goals of 468 managers from the three industrializing nations of Brunei, Malaysia and Singapore. The results reveal some consensuses as well as differences in managerial work goals. The three dominant work goals included opportunity to learn, interesting work and good match with abilities and experience. Implications for the findings are discussed.

Despite the continuing interest in a concern for relationships between culture, management values and economic activity, there is a lack of empirical evidence about these relationships during the unprecedented economic transformations in Asian nations in the 1990s. This study evaluated variations in values that tapped concerns fundamental to the Chinese world view during the period of the Asian financial crisis of 1997. Data were provided by ethnic Chinese managers from Hong Kong, Malaysia and Singapore prior to and after the meltdown. The study findings demonstrate a number of the values changed significantly, which questions assumptions of the longevity of these values, which were identified in earlier periods of relative economic stability. These findings suggest the emergence of distinct managerial styles in each country, rather than the continuance of more common “Asian” or a Chinese way of doing business.

The purpose of this paper is to investigate the strength of organisational strategy, technology intensity and entrepreneurial orientation as predictors of managerial global mindset intensity in the Indian and Chinese service industry.

A pluralist research design that captured quantitative and qualitative data from 239 Indian and 210 Chinese indigenous managers was evaluated to test the hypothesised relationships of a conceptual model that was developed from the contemporary relevant literature.

The results of the investigation demonstrate that technological intensity and entrepreneurial orientation were significant determinants of managerial global mindset intensity. Qualitative information that revealed technological intensity and entrepreneurial orientation were dominant drivers from developing and nurturing managerial global mindset intensity.

In spite of both study countries having large populations, the evaluated sample sizes were of reasonable magnitude. The evidence of indicators that strongly reform the domain of global managerial mindsets has considerable application for corporations operating in the international marketplace.

The rising dominance of the service sector as well as the changing economic, political and social landscape are compelling organisations to more fully understand the dynamics of the dramatic shifts in managerial thinking.

This study reports the changing perceptions of work goals in a transitional society. Mongolia embraced market ideology in the decade of the 1990s after 70 years as a centrally planned economic system. This study of 208 managers points to interesting directions for many similar countries in central Asia undertaking deliberate and wide‐ranging changes. This paper departs from the traditional research approach in terms of its context specificity and in the recognition that no study of this nature has been previously undertaken.

Outlines the impact of economic reform in India at the organisational level by exploring relationships between the societal priorities of the new reform context and espoused work goal priorities of very senior Indian managers in key economic sectors. The paper attempts to capture the shift in work goals of senior managers during the period of current reform. Empirical evidence gathered through a survey of 421 senior Indian managers sponsored by the Indian Institute of Management, Calcutta, forms the basis of this paper. The empirical analysis points to an increasing convergence in reform values amongst senior managers, on the one hand, while demonstrating an absence of wider social vision, on the other.

This paper aims to investigate the importance of talent management (TM) as a fundamental component of management philosophy and practice to auger contemporary competitiveness in Chinese organisations, which have forged transformational synergies with traditional forms of political intervention and capital investment.

A pluralist design was used, in which the quantitative and qualitative assessment was adopted with Chinese decision-making executives of corporations operating in the global arena. By using managerial responses, this paper offered a more nuanced and grounded understanding of TM in general.

Although the results revealed that the concept of TM gained a significant footprint in the studied organisations, the influence of cultural nuances and organisational structural processes restrict the practice of TM, and, indeed, there is a need to have a Chinese characteristic.

This research underlies the importance of intensifying critical scrutiny of the relativity of TM, organisational practices and cultural heritage when developing future organisational leaders.

The instruments for assessing the phenomena of TM and related concepts encourage legitimacy to extend the limited empirical research with more industries across different geographical regions in China.

This paper addresses an under-researched area of world importance, namely, the critical role of TM, which is to optimise these scant resources in the worthy pursuit of economic and political stability in both the domestic and global contexts.