A. Thushel Jayaweera, Matthijs Bal, Katharina Chudzikowski and Simon de Jong
This paper contains a meta-analysis of the psychological contract literature published in the last two decades. The aim of this paper was to investigate the moderating role of…
Abstract
Purpose
This paper contains a meta-analysis of the psychological contract literature published in the last two decades. The aim of this paper was to investigate the moderating role of national culture in the individual-level relationships between psychological contract breach (PCB) and two important work outcomes, namely job performance (in-role and organizational citizenship behaviors) and turnover (actual and intended).
Design/methodology/approach
After an extensive literature search, 134 studies were found which matched the authors’ aim. The authors then incorporated national cultural scores based on the GLOBE study to include country-level scores to identify how the PCB relationships with these four outcomes vary across cultures.
Findings
The findings indicate that national cultural practices moderated the associations between PCB and the four outcomes, yet, no significant moderations for uncertainty avoidance practices.
Originality/value
While existing research has examined the impact of the breach on work outcomes such as job performance and turnover, there are few empirical studies that examine how national cultural practices influence the relationships between psychological contract breach and job performance and turnover. The authors address this need by investigating and creating a deeper insight into how cultural practices such as institutional collectivism, performance-orientation, power-distance, future orientation and gender egalitarianism moderate the relationships between PCB and job performance and turnover.
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Thushel Jayaweera, Matthijs Bal, Katharina Chudzikowski and Simon de Jong
The purpose of this paper is to explore the macroeconomic factors that may moderate the psychological contract breach (PCB) and work outcome relationship.
Abstract
Purpose
The purpose of this paper is to explore the macroeconomic factors that may moderate the psychological contract breach (PCB) and work outcome relationship.
Design/methodology/approach
This study conducted a meta-analysis based on data from 134 studies.
Findings
The study revealed that the inflation rate and the unemployment rate of a country moderated the association among employee PCB, job performance and turnover.
Research limitations/implications
The availability of more detailed macroeconomic data against the PCB and outcome relationship for other countries and studies examining the impact of micro-economic data for PCB and outcome relationship would provide a better understanding of the context.
Practical implications
The authors believe that the results highlight the importance of the national economy since it impacts individual outcomes following a breach.
Social implications
Employment policies to capture the impact of macroeconomic circumstances as discussed.
Originality/value
One of the valuable contributions made by this paper is that the authors capture the current accumulative knowledge regarding the breach and performance and breach and turnover relationship. Second, the study examines how the inflation rate and unemployment rate could moderate the association between PCB and job performance and turnover.
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Katharina Chudzikowski, Gerhard Fink and Wolfgang Mayrhofer
The purpose of this study is to quantitatively assess the inter‐relational aspects of personality traits, using the five‐factor model of personality, and Hofstede's five…
Abstract
Purpose
The purpose of this study is to quantitatively assess the inter‐relational aspects of personality traits, using the five‐factor model of personality, and Hofstede's five dimensions of national culture for work‐related values to evaluate the differences between the US and Indian cultures.
Design/methodology/approach
The research method is quantitative and samples include qualified online‐panel respondents, representing educated and experienced business professionals who use the internet. Data analysis includes Pearson correlation and multiple analysis of variance. Sample results show large differences in all five cultural dimensions as compared to Hofstede's 1980 data.
Findings
Changes in work‐related values may reflect the influence of advances in communication and internet technologies, offering insight toward problems associated with global multicultural projects. Correlations between personality traits and cultural dimensions exist for certain occupational‐job categories, and provide insight on leadership characteristics.
Research limitations/implications
Limitations include self‐reported responses via a web‐based survey, rather than actual observations in the workplace.
Practical implications
Technical and cultural competence is needed for global leaders, especially with increased use of the internet and networked environments. Navigating through cross‐cultural situations requires cultural insight, interpersonal skills, and an ability to build trust.
Originality/value
This study extends Hofstede's 1980 original research by acquiring new, cross‐culturally comparative data. It also extends the original research of Donnellan et al., regarding the Mini NEO assessment. The study provides confirmatory analysis to the exploratory work of Smith and Bond and McCrae, but only for one of the three predicted correlations: extraversion with individualism.
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Martin Friesl, Sonja A. Sackmann and Sebastian Kremser
The purpose of this study is to investigate the dynamics involved in knowledge sharing in knowledge intensive heterogeneous teams of the German Federal Armed Forces with a…
Abstract
Purpose
The purpose of this study is to investigate the dynamics involved in knowledge sharing in knowledge intensive heterogeneous teams of the German Federal Armed Forces with a specific focus on new organizational entities.
Design/methodology/approach
The paper is based on qualitative research. The data were gathered through interviews with members of so‐called concept development and experimentation (CD&E) projects. These projects constitute a novelty for the whole organization and a cultural challenge for effective knowledge sharing, through its cross‐disciplinary, cross‐functional and cross‐hierarchical design. Hence, these projects are a good venue to study cultural dynamics in new organizational entities.
Findings
The analysis reveals that despite the structural separation of the new organizational entity, cultural imprint and cultural re‐import from the existing organization affected knowledge sharing. More specifically, four major influencing factors are identified in regard to knowledge sharing within the CD&E project team and between the team and the line organization; hierarchy, organizational context, micro‐politics and suspicion. The data suggest that these factors are precipitated by cultural imprint of the line organization.
Research limitations/implications
The qualitative research design is one limitation rendering only descriptions and propositions that need further testing in other settings. Another one is the research venue which allows only limited access for data collection.
Practical implications
The paper shows that the dynamics in CD&E projects require culturally sensitive project management, starting in the planning phase of the project.
Originality/value
The study investigates knowledge sharing in new organizational entities in knowledge intensive teams of a military organization. Both aspects, new organizational entities and non‐private organizations, have been neglected in research on knowledge sharing.
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Jase R. Ramsey, Jordan Nassif Leonel, Geovana Zoccal Gomes and Plinio Rafael Reis Monteiro
The purpose of this study is to examine cultural intelligence's (CQ) influence on international business travelers' ability to deal with the strain caused by institutional…
Abstract
Purpose
The purpose of this study is to examine cultural intelligence's (CQ) influence on international business travelers' ability to deal with the strain caused by institutional distance (ID).
Design/methodology/approach
The methodology begins with a literature review to establish a framework for discussion by bringing together international business travel, stress, distance, and CQ. A total of 841 participants from Sao Paulo Guarulhos International Airport were surveyed in order to test the hypotheses.
Findings
Results reveal that CQ partially moderates the relationship between ID and travel and job strain.
Research limitations/implications
Furthermore, the research implies that an increase in CQ is not positive in all situations.
Originality/value
This is the first empirical study to examine CQ in the short‐term context of international business travel.
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Previous research has documented emergence of global work values and an important function of multinational organizations (MNOs) in their diffusion. However, studies on the…
Abstract
Purpose
Previous research has documented emergence of global work values and an important function of multinational organizations (MNOs) in their diffusion. However, studies on the processes supporting the diffusion of global work values have been limited. This study seeks to conceptually explore the roles of institutional mechanisms and moderating functions of social network structures and cultural values in diffusion of global work values within the context of MNOs.
Design/methodology/approach
Adopting a multilevel approach and grounding the arguments in the neo‐institutional framework, this work synthesizes cross‐cultural research with organizational theory research to present a conceptual model of the diffusion of global work values in the context of MNOs.
Findings
It is proposed that the level of diffusion of global work values by members of MNOs is positively related to the level of institutionalization of these values within and between MNOs by means of regulative and normative institutional processes. The arguments also suggest that regulative and normative institutional processes are likely to diffuse global work values more efficiently among members of MNOs with collectivistic value orientations and tight dense social networks with closures.
Practical implications
The findings may be useful for managers looking to implement global corporate culture and values programs, searching for the right mechanisms to diffuse values among units with certain cultural backgrounds, social network structures and institutional contexts.
Originality/value
This paper combines diverse research streams to elaborate on the dynamic interfaces of global work values diffusion and lays groundwork for future empirical investigations.
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The aim of this paper is to analyse the factors associated with the perception of the value honesty among Russian organisational members from selected former Soviet countries…
Abstract
Purpose
The aim of this paper is to analyse the factors associated with the perception of the value honesty among Russian organisational members from selected former Soviet countries: Russia, Estonia, Latvia and Lithuania.
Design/methodology/approach
Using the Rokeach Value Survey, the respondents were asked to rank their own values and to speculate on how their co‐workers would rank the same values. The following analysis focused on the importance of honesty, its concurrence with speculations about co‐workers, the impact of other personal values and socio‐demographic characteristics.
Findings
One of the most important findings of this study is that value honesty is amongst the most important values for Russians, while the importance of this value was not similar for Russians living in Russia and the Baltic States. Value consensus tells us the most about how important honesty is for the focal person. Results also reveal that other personal values, namely, family security, comfortable life, imaginative, capable and broad minded help to predict the assessment of honesty.
Research limitations/implications
The results of the study imply that societal influence prevails over cultural influence when the importance honesty is assessed among Russians. Also, we show that individually, value honesty is socially construed and can therefore be manipulated via changing his/her perception of social consensus rather than directly.
Originality/value
The originality of the paper lies in the focusing on the Russians living in different countries of former Soviet Union by analysing the importance of value honesty which plays a role in business and societal culture.
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Michael Minkov and Geert Hofstede
The purpose of the paper is to provide a mature reflection upon the work of Hofstede by tracking various subtleties in the evolution of his thought and dispelling prevalent…
Abstract
Purpose
The purpose of the paper is to provide a mature reflection upon the work of Hofstede by tracking various subtleties in the evolution of his thought and dispelling prevalent misconceptions.
Design/methodology/approach
The goal of the paper is achieved by analyzing Hofstede's output from 1970 to the present day in parallel with contemporary research and criticism.
Findings
The paper arrives at the conclusion that the recent expansion and update of Hofstede's doctrine is indebted to the original groundbreaking work of the 1970s yet a key strength of Hofstede's work has been its ability to adapt and remain progressive.
Originality/value
The paper offers insights into the evolution of Hofstede's doctrines.