Rabi S. Bhagat, Balaji Krishnan, Terry A. Nelson, Karen Moustafa Leonard, David L. Ford and Tejinder K. Billing
The purpose of this paper is to investigate the moderating roles of two distinct styles of coping and decision latitude on the relationship between three facets of role stress and…
Abstract
Purpose
The purpose of this paper is to investigate the moderating roles of two distinct styles of coping and decision latitude on the relationship between three facets of role stress and psychological strain in six national contexts.
Design/methodology/approach
The objective of the research is to examine the relative predictive efficacies of three theory specific moderators in six countries which differ on the cultural dimension of individualism‐collectivism. The data are analyzed using moderated regression analysis.
Findings
The results show that problem‐focused coping is a better moderator in the individualistic countries and that emotion‐focused coping is a better moderator in the collectivistic contexts. None of the three moderators moderate the relationships in Germany and South Africa – the two countries which had scores in the mid‐range of the individualism‐collectivism continuum. Findings are discussed for their significance into the interplay of cultural variations and coping with work stress in predicting psychological strain or distress on the job.
Practical implications
Practical implications for managing human resources in various subsidiaries of multinational and global organizations are discussed.
Originality/value
This paper confirms existing theories and expands the authors’ understanding of role stress and psychological strain in different cultural contexts.
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Rabi S. Bhagat, Harry C. Triandis, B. Ram Baliga, Tejinder K. Billing and Charlotte A. Davis
The schematic diagram shown in Fig. 1 suggests that a global mindset evolves in the cultural context of industry-specific, organization-specific, and person-specific antecedents…
Abstract
The schematic diagram shown in Fig. 1 suggests that a global mindset evolves in the cultural context of industry-specific, organization-specific, and person-specific antecedents that are salient in the context of the global manager and the environment in which he or she functions. Taken clockwise, we discuss the relevance of various factors that comprise these three important domains and how these domains interact with the overarching cultural contexts salient in the domestic as well as in the international business environment. In Table 1, we present the various factors in industry-specific, organization-specific, and person-specific domains that either facilitate (provide opportunities) or hinder (act as constraints) the development of global mindset and global managers.
Tejinder K. Billing, Rabi S. Bhagat and Emin Babakus
The purpose of this paper is to investigate the moderating role of the emphasis placed by individuals on scheduling of activities on the relationship between task structure and…
Abstract
Purpose
The purpose of this paper is to investigate the moderating role of the emphasis placed by individuals on scheduling of activities on the relationship between task structure and work outcomes (i.e. job satisfaction and job involvement).
Design/methodology/approach
Data were collected using surveys from 387 employees working in US‐based organizations. Regression analyses were used to test the hypothesized relationships.
Findings
The results of the study show that for individuals who place high emphasis on scheduling of work and non‐work activities, the negative impact of highly structured tasks was weaker than for individuals who do not emphasize scheduling of activities. The results also provide support for the hypotheses concerning the direct relationships between task structure and work outcomes.
Originality/value
Past research has largely ignored the role of individual differences in examining task structure. By providing empirical support for the moderating role of emphasis on scheduling on the task structure outcome relationships, this study not only paves the way for future studies but also emphasizes the importance of incorporating the role of time in examining task structure.
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Rabi S. Bhagat, David L. Ford, Coy A. Jones and Robert R. Taylor
The concept of organizational knowledge, as a major determinant for global competitiveness, has received significant attention in recent years. In this paper, we discuss the…
Abstract
The concept of organizational knowledge, as a major determinant for global competitiveness, has received significant attention in recent years. In this paper, we discuss the importance of managing human resource knowledge to enhance the effectiveness of global corporations. A theoretical framework is proposed for understanding the effectiveness of knowledge management processes as a function of strategic considerations, administrative heritage, and technical systems, as embedded in the cultural context of the society. Later, we propose that individualistic vs. collectivistic cultures process the various types of knowledge differently, and prefer different modes of knowledge conversion based on their cultural values. Implications for international human resource management are discussed.
This paper aims to raise some important questions for cross‐cultural research on occupational stress and well‐being and sets the stage for the five papers in the special issue.
Abstract
Purpose
This paper aims to raise some important questions for cross‐cultural research on occupational stress and well‐being and sets the stage for the five papers in the special issue.
Design/methodology/approach
This paper reviews some previous literature on cross‐cultural understanding of occupational stress and well‐being, why such research is difficult to undertake, and summarizes the five original manuscripts that comprise this special issue.
Findings
Manuscripts in this special issue represent authors from several countries and report data collected from over a dozen countries. Some contributions attempt to replicate previous North American and European research findings in other countries while others undertake comparative studies of two or more countries.
Originality/value
It is important to undertake more cross‐cultural comparative research of the effects of occupational stress and well‐being to determine whether any boundary conditions exist for previous results based in North American and European samples. In addition, future research should include assessments of some national culture values.
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Abstract
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Abbas Ali and Daniel F. Twomey
This article investigates personal value systems in Iraq, in a sample of managers. The results indicate that the dominant values are those that compose the outward‐directed…
Abstract
This article investigates personal value systems in Iraq, in a sample of managers. The results indicate that the dominant values are those that compose the outward‐directed category: tribalistic, conformist and socio‐centred. In comparison American managers score high on manipulated values and the inner‐directed category is dominant. The results are discussed in relation to changes in Iraqi society and the functions of management.