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This paper aims to address how national culture moderates the relationship between job characteristics and job satisfaction.

The authors examine the most recent data collected from the International Social Survey Programme (ISSP) in 2015 from a group of 33 countries. Hofstede's cultural model is used to represent and measure national culture.

One of the most significant findings from the authors’ two-level regression analysis is that having an interesting job contributes more to job satisfaction in individualistic countries than in collectivist countries. The authors also find that the newly introduced cultural dimension indulgence vs restraint has some significant moderating effect on the relationship between job security, salary, the perceived interest of a job and job satisfaction. Job security also seems to contribute less to job satisfaction in societies that are long-term oriented.

This study provides further support for a more careful, nuanced examination of job motivation theories. Multinational companies should understand the needs of their employees and diversify their compensation packages accordingly. More attention should be paid to job design in individualistic or indulgent-oriented countries to create a satisfying job experience.

The authors examine the most recent data from ISSP and extend the literature by incorporating two additional cultural dimensions from Hofstede's model as moderators.

Considers the need for industrial marketers to understand buyers′ behavioural choices, which are affected by various factors. Examines types of behaviour and their implications for marketing strategy, offering a company example. Concludes that the development of a successful marketing strategy requires the accurate prediction of buyer behaviour, offering a useful model.

This paper aims to explore and explain how predecessors (incumbents) of ethnic Chinese family small and medium-sized enterprises (SMEs) in Indonesia or appropriately called Chinese-Indonesian family SMEs nurture their successors in procuring transgenerational entrepreneurship.

A total of 25 participants were involved in this qualitative study which employed a multi-method triangulation design with the following research instruments: semi-structured in-depth interviews with experts, incumbents and successors of Chinese-Indonesian family SMEs, field notes from conversations and observations during engagement with participants affiliated to the family SMEs, a focus group discussion with academicians and literature reviews. Another key approach is source triangulation, where different participants – e.g. from among the experts, from among the incumbents, successors and family members in each family business case were interviewed and engaged outside the interview sessions.

The proposed theoretical framework depicts comprehensive attributes of nurturing Chinese-Indonesian successors to continue enterprising at the helm of family SMEs. Propositions are used to explain the impacts these attributes have on transgenerational entrepreneurship specifically. At the personal level, incumbents have to focus on discovering the successors’ passions and nurture them in formal education, childhood involvement, as well as bridging them in entrepreneurial knowledge through cultural values, mentorship, autonomy and role modelling. Incumbents also had to plan for their retirements to provide autonomy for successors. At the firm/family level, incumbents must be able to set a foothold on family governance, firm governance and ownership distribution to reduce conflicts in their family businesses. Furthermore, as a minority group with past traumatic experiences, Chinese-Indonesian family SMEs usually equip themselves with contingency plans to protect their assets for the long-term future.

This study was conducted in Indonesia amongst Chinese-Indonesian family SMEs and thus it is not generalisable in other settings. Literature reviews on family SMEs succession are still scant, especially on the Chinese-Indonesian.

Predecessors/incumbents of Chinese-Indonesian family SMEs could consider implementing the proposed nurturing strategies to their successors to sustain the longevity of the business based on trust, stewardship and harmony. The theoretical research framework resulted from this study offers general suggestions on how to nurture the next generation specifically from personal/interpersonal perspectives, which must be accompanied by specific scopes of family and firm aspects. This study extends beyond indicating the factors (ingredients) by explaining how to nurture transgenerational entrepreneurship (cook the ingredients) in SMEs for a tactful transition. Hence, the incumbents play vital roles and must be poised to adjust their mindsets to certain aspects indicated in this study.

Most overseas Chinese businesses are family-owned, and besides Indonesia constituting the largest Chinese population outside the Republic of China, this 3 per cent of Indonesia’s people are known for controlling about 70 per cent of the economy. Furthermore, SMEs play a significant role in the Indonesian economy, as they provide about 97 per cent off the country’s employment and 57.8 per cent of the gross domestic product. Hence, the longevity of Chinese-Indonesian family SMEs must be well managed to bolster the economy and social welfare of the country.

A transgenerational entrepreneurship model in the context of Chinese-Indonesian family SMEs which incorporates the nurturing process of the successor to step up the helm of the business is proposed in the study.

The case study focuses on resolving family conflict in a family business in Malaysia. The issue of immigration and disagreement over emotional attachment projects reservations raised at family meeting. The case study analyses how key management teams approach issues through the decision-making process and resolve conflicts in family meetings. However, family businesses need to ensure open discussions and clear conflict resolution strategies to balance family ambitions with company goals.

In job ads, employers express demand for personality traits when seeking workers to perform tasks that can be completed with different behaviors (e.g., communication, problem-solving) but not when seeking workers to perform tasks involving narrowly prescribed sets of behaviors such as routine and mathematics tasks. For many tasks, employers appear to demand narrower personality traits than those measured at the Big Five factor level. The job ads also exhibit substantial heterogeneity within occupations in the tasks mentioned. Workers may thus sort based on personality-derived comparative advantages in tasks into jobs rather than occupations. In the National Longitudinal Survey of Youth 1997, we confirm that personality sorting based on tasks occurs at both the occupation and job levels. In this sample, however, there is little evidence of task-specific wage returns to personality traits, which would influence the supply of traits to jobs with particular tasks. This may explain why personality sorting based on tasks in the sample is very limited in spite of the correlations between tasks and employers' demands for traits.

If it is a fraud to dye an unripe orange to make it look ripe, why should it be permissible to dye winter butter to make it look like summer butter?”, he says. Or one might add, to dye a biscuit brown to imply the presence of chocolate or to colour a cake yellow to simulate the addition of eggs? Our third heading is, What? What colouring matters should be allowed, and upon what conditions? Great Britain is the only leading country which has not a legal schedule of permitted colours. In this country any colouring agent may be added to food, except compounds of antimony, arsenic, cadmium, chromium, copper, mercury, lead and zinc. Gamboge, picric acid, victoria yellow, manchester yellow, aurantia and aurine are also prohibited. The addition, however, of any other colouring agent which is injurious to health would be an offence under the Food and Drugs Act. Other countries, including the United States of America, France, Canada, Australia, New Zealand, Italy, Spain, Sweden and Denmark have drawn up lists of permissible colours. And so the question arises—is it preferable to draw up a list of permissible colours or one of prohibited colours? It is obvious that if only certain colours are prohibited the remainder may be legally employed so long as they are not injurious to health. Thus a colouring agent may be used for a considerable time before it is proved to be injurious, whereas, if only‐certain colouring agents which have been previously proved to be non‐injurious were permitted, this risk of possible danger to health would be avoided. There is no doubt that in many cases proof of injury to the health of the human being is difficult to obtain. Much of the work that has been carried out to establish whether a particular dye is harmless or not has involved the use of dogs as test subjects. This does not appear to be a very satisfactory method of testing, for obviously dogs may react very differently from human beings towards chemicals. A dog's digestive powers are stronger than those of humans. No one would think of suggesting that bones are suitable food for humans just because dogs love them! Matta found that the capacity to depress the human digestion is possessed not only by poisonous dyes but also by dyes which he had proved to be non‐poisonous to animals. In bacteriology the addition of very small amounts of certain dyes to the culture medium will retard the growth of particular organisms and therefore it would seem possible that some dyes might adversely affect the action of enzymes in the body. So it would seem of importance that, if possible, all colouring matters, before being permitted to be used in food, should be proved by a competent authority to be harmless to human beings. If the effects of colouring matters upon the human digestive processes cannot be easily carried out in the body then it might be possible to perform such tests in vitro, using artificial gastric juice. It may be argued that the proportion of colouring matter added to food, ranging from about 1 part in 2,000 to about 1 part in 300,000, is so small that any particular colouring agent would need to be a deadly poison before any appreciable injurious effect upon health would occur. This argument does not, however, take into account the possible injurious effects which may be caused by the frequent ingestion of colouring matters which may have but mild toxic properties. It is known, for instance, that many synthetic colours have marked antiseptic properties even in highly diluted solutions, and therefore they may adversely affect the digestive processes. In any case, surely it would be wiser to eliminate all risks by requiring that official physiological tests should be carried out upon colouring matters before they are permitted to be used in food. One has to safeguard not only the healthy person but also the very young, the old and those who are of a delicate constitution. A harmless colour has been defined in Canada as one “which will not retard digestion nor have special physiological effects when consumed in quantities corresponding to 2 grains per day per adult.” The Departmental Committee in its report on “The use of preservatives and colouring matters in food,” published in 1924, stated that “It appears to us that definite evidence from direct experiments should be obtained as to the harmlessness of a dye before its use should be permitted in food. We have therefore come to the conclusion that a list of permitted colours should be prepared and that no colours other than those in such a list should be allowed to be used in the preparation of food. The list should, in our opinion, be prepared by the Minister of Health and issued by him, provision being made for the consideration of claims advanced by traders for the recognition and approval of additional colours on satisfactory evidence of harmlessness. We do not think that action such as this should seriously embarrass manufacturing interests, or is a course on which it is unreasonable, in view of the importance of the subject, to insist.” Yet, in spite of these recommendations of the Committee, no list of permitted colours was passed into law, and one wonders why. One argument against the drawing up of a list of prohibited colours is that even if a non‐prohibited colour is proved to the satisfaction of a given Court to be injurious to health that decision is not binding on other Courts and so there may be a lack of uniformity. A certain colour may be permitted in one town and prohibited in the next, which fact might add to the difficulties of the large scale manufacturer whose products are sold over a wide area. The leading manufacturers of dyes for use in food no doubt exercise great care in their preparation and such products are normally free from objectionable impurities, but it is possible that other dyestuff manufacturers are not so particular concerning the purity of their products. For instance, about 1938 a firm was fined for selling “Damson Blue” containing 540 parts of lead per million. Therefore it would seem necessary that some official control over the dyes that are sold for use in food should be introduced. The manufacture of some dyes involves complicated processes, and it is stated that in the production of one particular colour over 100 different chemicals are used and thirty different reactions, occupying several weeks, must be carried out before the finished colour is produced.

This paper attempts to reduce the gap between management education and practice. It emphasises day‐to‐day decisions that middle and lower level managers make. The purpose is to provide an education framework embodying a flexible approach to interpretation and solution creation, suitable for situations of ambiguity and uncertainty.

The paper examines the current state of tuition in management decision making, then provides a model that, when combined with practical exercises, helps trainees explore the type of problems managers confront on a daily basis.

The model guided students to think beyond problem definition to identify possible causes, and to think beyond the solution to the consequences of the solution. Use of class members as an education resource enabled a large number of interpretations of what might otherwise be considered “common sense”.

Undergraduate students often lack management experience but this paper argues that the use of real‐world examples with in‐built ambiguity can help prepare management trainees for a wide range of interpretations and create a mental “tool‐box” to better facilitate flexibility.

Non‐routine decision making at lower levels of management is an under‐explored academic activity. In an effort to create future leaders, business schools currently instruct on big issues such as strategy and organisational change. This paper argues that management education needs to prepare trainees for the type of problems they will face on a day to basis. To assist with uncertainty and ambiguity, students do not seek the “right answer”, but explore a broad range of interpretations.

This article has been withdrawn as it was published elsewhere and accidentally duplicated. The original article can be seen here: 10.1108/08876049210035962. When citing the article, please cite: Naoko Oikawa, John F. Tanner Jr., (1992), “The Influence of Japanese Culture on Business Relationships and Negotiations”, Journal of Services Marketing, Vol. 6 Iss: 3, pp. 67 - 74.

According to a report just issued by Dr. ARTHUR NEWSHOLME, the Principal Medical Officer of the Local Government Board, it appears that a majority of the staff of the Medical Department of the Board have been engaged in assisting to establish as favourable sanitary conditions as possible at the training centres for the new troops so that the risks associated with the concentration and feeding of large numbers of men under temporary conditions should be reduced to a minimum.