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Copyright of Ensaio: Avaliação e Políticas Públicas em Educação is the property of Ensaio: Avaliacao e Politicas Publicas em Educacao and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Regional integration (RI) is an essential part of the discourse on the global economy, viewed often as a "stumbling block" or "building block." However, little research exists that connects RI in the context of a politics of identity (PoI), which can be used to describe the evolving tensions between national sentiment and regional economic cooperation. This paper performs a Web of Science and Google Scholar review of 136 articles to determine how RI is discussed in the context of PoI. Our review demonstrated that the conceptual frameworks normally used to think about PoI are underexpressed in the context of RI. We discuss why this is the case and identify themes to illustrate the connection. We then suggest conceptual frameworks to enhance the discussion of PoI as it relates to RI, particularly as it relates to the teaching of RI across learning groups. [ABSTRACT FROM AUTHOR]

Copyright of Management international / International Management / Gestiòn Internacional is the property of Management International and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study of transferring management and business knowledge in China tapped the views of 43 expert management educators who had participated in the transfer of management knowledge in China from the mid-1990s to the present time. It briefly traces the development of management education in China following the implementation of the 1978 Open Door Policy, demonstrates the impact of China’s national culture on knowledge transfer, identifies success factors in the process, and exposes the noncomparability of culture-specific approaches to managing people and organizations. We argue that the management values, attitudes, and practices of Chinese managers are diverging from those in the West, which has significant implications for the curriculum and pedagogy employed in the delivery of management education. Understanding the basis for this divergence will benefit expat and local manager alike as they negotiate their managerial roles in cross-border organizations like IJVs.

This article considers the systems of qualifications and training in the long-term elderly care sector in Germany, Japan, and the United Kingdom. Each country faces similar challenges of coping with increasing demand and securing staff for quality and cost-effective care. However, the three countries organize qualifications and training in very different ways. In the case of formal care workers, there is a hierarchy of training and skills, with Germany at the top, Japan in the middle, and the United Kingdom at the bottom. However, comparing the whole workforce, Germany has developed a dualistic structure with both highly and lowly trained workers; Japan has developed a relatively large proportion of moderately trained and qualified staff; and the UK workforce consists of a relatively large proportion of lowly trained and unqualified workers. Explanations are considered and implications offered for human resource management. © 2015 Wiley Periodicals, Inc. [ABSTRACT FROM AUTHOR]

Purpose: Based on the various streams of distance literature in management, a framework is provided to make discourses on distance clear. Design / Method / Approach: After a review of the most relevant distance concepts, a typology with five categories is introduced, which are then applied to the most relevant distance concepts in management. Findings: A clear typology helps to clearly define and differentiate the various streams of distance literature. Theoretical implications: With the conceptual categories ‘topic’, ‘dimensionality’, and ‘level of analysis’, and the empirical categories ‘variables’ and ‘distance calculation’, distance concepts become more consistent. Practical implications: With a terminology for the different aspects of distance, practitioners can focus more clearly on specific remedies to bridge distance. Originality / Value: The paper offers a new typology of different elements of distance. Research limitations / Future research: The introduced typology will aid in the discussion of distance in management. Paper type (empirical / conceptual): conceptual

The Management International Review (MIR) celebrated its 60th anniversary in 2020. In commemoration of this event, we use a bibliometric analysis to present a retrospective on the journal by analyzing its content for the years between 2006 and 2020. We find that the collaboration culture in MIR has risen over time with the increase in the median size of author teams. Moreover, the collaboration network has become more global over time. The methodology used in the journal is predominantly empirical and quantitative with archival data sources most commonly used. The bibliographic coupling of the MIR corpus reveals that the major themes in the journal revolve around "culture," "emerging economies," "innovation, knowledge transfer, and absorptive capacity," "internationalization process," "culture and entry modes," and "internationalization and performance." A comparison with other leading international business journals provides distinct pathways in which MIR may continue to grow. Finally, it is important to note that while the share of conceptual studies has decreased significantly in the last 15 years, the MIR editors want to see more novel and theoretically grounded conceptual articles in the journal. [ABSTRACT FROM AUTHOR]

Paradigms are basic assumptions about how social reality is perceived, understood and explained. Whereas most research is based on a single paradigm, few empirical papers show the advantages of using multiple paradigms within a study. This article pleads for multi-paradigm studies in cross-cultural management research in order to reach a more multifaceted representation of cultural phenomena. This is particularly consistent with the field of cross-cultural management, because it would be ethnocentric to consider intercultural situations only from one perspective, usually that of one's own culture. The argument corresponds to the ambition of cross-cultural management to respect and adopt multiple (cultural) perspectives and, analogously, to achieve a 'paradigmatic ethnorelativism'. Based on an intercultural situation, and therefore going beyond meta-theoretical reasoning, this article demonstrates multi-paradigmatic sensitivity in terms of the functionalist, interpretive and critical paradigms. The use of these theoretical concepts leads to multiple angles and a less 'ethnocentric' position, and hence to more nuanced knowledge creation with regard to the intercultural situation. The 'blind spots' of each paradigm, but also their complementarities, are discussed. Consequently, this article raises theoretical and practical implications for cross-cultural management by offering a way to a richer understanding of intercultural situations through openness to different paradigms. [ABSTRACT FROM AUTHOR]

This article examines the influence of multinational (MNC) and transnational (TNC) activity over the corporate and business diplomacy practice, according to the industry type, the development extent of each corporation, and the degree of corporate power decentralization. The methodology used in the research papers analyzed included literature review, case studies and qualitative data collection based on interviews with managers from the international corporate environment. Research shows that in practice, there is a confusion in regard with significance of business and corporate diplomacy expressions and their activities extent. This view is also shared by literature, since the association of the terms diplomacy and corporate activities would have more meaning into a philanthropic context, compared to international business. By studying the different managerial actions of multinational and transnational corporations, results show that business diplomacy characterizes with a higher degree the TNC activity, while multinational diplomats perform actions specific to corporate diplomacy.

National management models in each country have their own characteristics. When an international firm opens a new company abroad, one of its main tasks is to provide this company with managers, production workers. International managers need to take into account national differences between representatives of one or another cultural group in the performance of their work. International companies need to adapt and develop for each country training programs, hiring, firing employees. The purpose of the article is to study the national and cultural features of management on the example of France.

Culture is an important perspective in intercultural relations and management. In the current context of globalization, cultural research represents in-depth knowledge of values, preferences, and behaviours in various contexts. Culture affects the way national, and especially international, relations are developed and maintained. The goal of this paper is to present an overview of national culture according to Hofstede's 6-D model and to analyze the national culture of Nordic countries: Denmark, Finland, Norway, and Sweden. Using Hofstede's 6-D culture dimensions and management practices, the conclusion explains why cultural management of Nordic countries plays a such important role according to comparative management. [ABSTRACT FROM AUTHOR]

Copyright of Management international / International Management / Gestiòn Internacional is the property of Management International and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The full force of globalization has hit today's organizations, and it is clear that there are many cultural and human problems. International human resource management (IHRM) is being asked to better understand and develop multinational organizational leaders to meet the challenges. A prominent solution that is receiving increased attention is the construct of global mindset, which has growing rhetoric but little research support. To help fill this need, after first theoretically framing global mindset as made up of one's cultural intelligence and global business orientation, this study identifies and empirically tests some theory-driven antecedents. Utilizing a diverse sample ( N = 136) of global leaders of a well-known multinational, we found that personal, psychological, and role complexity antecedents were related to the participants' level of global mindset. The practical implications of these findings for effective international human resource management conclude the article. [ABSTRACT FROM AUTHOR]

The article is written with the aim of understanding how well software firms in emerging economies perform when exporting their goods. Focusing on Paraguay as a representative context, a multiple-case-study research design was adopted using different sources of evidence, including 15 in-depth interviews with founders, shareholders, and CEOs. The data were analyzed using grounded theory in order to develop patterns and categories, and to understand differences and regularities. The revised Uppsala internationalization process model was used as a theoretical framework. This article highlights the experts’ views of the impact of business intelligence on the export performance of software firms in Paraguay. Although only a few of the interviewees currently use business intelligence solutions to support international strategic decision-making processes, most of them reveal a desire to use them because they expect it will have a positive impact on export performance and international competitiveness. The main factors for selecting a business intelligence solution are transparency of cost and benefits, excellent client service, and an attractive pricing model. The study results apply to all stakeholders who support the impact of business intelligence systems on the export performance of software firms in emerging economies. The article fulfils an identified need and call for research to study the use and impact of business intelligence on the way an emerging country’s exportation of goods actually performs, and the ability of its software firms to globalize successfully.

Lean global startups need to internationalize early and fast. The digitalization of new foreign market development helps them to more efficiently identify new market opportunities in global markets. With this approach, they are saving resources while developing the most attractive markets. This article examines how lean global startups develop new foreign markets more rapidly due to digitalization. Thus, the aim is to understand the impact of digitalization on speed of internationalization of lean global startups. The study addresses a gap in the scholarly literature and a practical need to evaluate new foreign markets and business opportunities more quickly and more regularly and to understand what helps lean global startups react more quickly to opportunities and threats with respect to changing market attractiveness. Furthermore, it outlines why and how digitalization is important throughout the internationalization process. The research followed a multiple case-study design using different sources of evidence, including 73 interviews with senior managers of lean global startups. The findings reveal that digitalization allows lean global startups to increase decision-making efficiency and to optimize strategies and processes for evaluating international markets. The findings suggest that lean global startups can benefit from the use of digital technologies by applying a more efficient foreign market development process with regular reviews and a reduced workflow, by faster mediation between local market realities and strategic goals, by analyzing all foreign markets instead of just a sample of them, and by optimizing decision-making processes including the ability to make long-term, strategic decisions due to better market information.

The aim of the article is to conceptualize the formation of corporate culture in international business structures. Corporate culture is seen as a powerful strategic factor ensuring a collective’s focus on cohesion in order to effectively solve common problems and achieve the set goals in international business structures. Analyzing, systematizing and summarizing the scientific works of many scientists, approaches to the process of formation of corporate culture in international business structures and its components (mission, strategy, philosophy, goals, values) are considered. Attention is focused on the main activities of international business structures in the field of strategic personnel management under current conditions of development. The conclusion is made that the target and value priorities of a corporation are determined by the essence of its corporate culture, and the corporate culture itself is the backbone for the management of international business structures in controlling the collective, which should ensure directing the vector of the employees’ interests towards and using their strategic potentials for achieving the general goal of the corporation.

This study explores the general problems associated with marketing across international markets and focuses specifically on the role of corruption in deterring international marketing success. The authors do this by introducing a broader conceptualization of corruption. The dimensions of corruption and their importance in explaining the exporters' successes in international markets are developed empirically. Partial Least Squares formative indicators are used in a comprehensive model including consumer resources (wealth and information resources), physical distance (kilometers and time zones), and cultural distance (linguistic and values differences) as alternative explanatory variables. Finally, differences in the model's performance across data from three exporting countries (France, Japan, and the US) are delineated and discussed. For example, the successes of French and Japanese exporters in international markets are in part determined by the levels of corruption in target countries. Alternatively, corruption in target countries does not appear to affect the successes of American exporters in global markets. The conceptualization of corruption in this study extends the more narrow view of corruption solely as bribery.

This paper examines the mechanism through which HRM practices promote firms' innovation and how this relationship differs across cultures. Based on a data-set of 3755 firms from 13 countries, this study finds that in most countries employee-oriented HRM practices that dedicate attention to employee needs and interests are positively related to firms' market-sensing capability, which is the capability to continuously learn about their markets. Market-sensing capability is in turn significantly related to firms' product and process innovation. Cross-country examination further reveals that in high power distance countries employee-oriented HRM practices have a stronger positive effect than in low power distance countries. This study highlights the importance of HRM in supporting the use organizations make of external knowledge, which is critical for organizational innovation. Bringing an external perspective, we complement existing literature that emphasizes the role of HRM in integrating internal knowledge. Our cross-cultural findings contribute to the understanding of cultural contingency in HRM theories. [ABSTRACT FROM AUTHOR]

Copyright of Proceedings of the Faculty of Economics & Business in Zagreb / Zbornik Ekonomskog Fakulteta u Zagrebu is the property of Ekonomski Fakultet u Zagrebu and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Promoting authenticity and academic integrity in assessment continues to present a priority for educational institutions. Besides providing the foundation for high academic standards and best practice, authentic assessments and academic integrity enrich students with skills that advance their employability. Given the multilayered significance of, and need for promoting academic integrity, this study used a suite of scaffolded authentic assessments that culminated with interactive oral examinations. A survey evaluated the effectiveness of interactive oral exams in offering authentic assessments that would prevent students from engaging in academic misconduct and help them improve their skill and employability prospects. The results show that scaffolded assessment tasks that include interactive orals help prevent academic misconduct. The more relevant the assessment to real-world scenarios, the less likely students are to engage in misconduct. Additionally, interactive oral exams enabled students to develop their professional identity and awareness, and communications skills, and help promote employability. [ABSTRACT FROM AUTHOR]

As an editorial to the special issue "new avenues in international careers research" this article discusses the roots of the international careers research stream, which sits at the intersection between career studies, HRM and international management. In order to support future studies in this emerging area of enquiry, we attempt to lay down the foundations of a research agenda based around what we see as the three core areas of interest: contextualised careers research, comparative careers research and careers research in internationally operating organisations. After providing some suggestions for the kinds of theoretical and methodological tools that will be required to build on these foundations, we introduce the five empirical papers that comprise this special issue. [ABSTRACT FROM AUTHOR]

Multiculturalism is a new phenomenon in Central-East European countries and has a different meaning than in Western Europe. There are many historical and cultural differences within Europe, as the Eastern countries cannot duplicate the West regarding cross-cultural management, and so they have to make their own tailor-made strategy. The countries that later joined the EU have their own unique position in business in accordance with the Muslim countries. One of the biggest multinational company in Central-East Europe is able to make an entrance into the overruled oil industry successfully. Content analyses of the company published documents, websites are summarized in this current paper in order to highlight the uniqueness of their CCM. [ABSTRACT FROM AUTHOR]

Copyright of Management international / International Management / Gestiòn Internacional is the property of Management International and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The determination of the direction in which supply-demand balance will occur due to instability in periods of economic crisis, and the volatility of the market, necessitate the use of combined mathematical methods. Brokers experience difficulty in determining a ship's real value because of the lack of instant and unbiased data that can be accessed at anytime and anyplace in the world. Mostly, brokers use a marketing approach to determine a ship's value. However, a marketing approach does not give an accurate solution under all conditions. Ships, especially those ranging in age from 6 to 25, that is, more than 5 years old, need to be evaluated with a combined method which differs from marketing approaches. There is no systematic and standard mechanism to determine a ship's value worldwide. The aim of this study is to develop a reliable ship valuation mechanism using the "Combined Qualitative Ship Valuation Estimation Model" to validate the ship's actual price. Within this model, the ship's value can be calculated more accurately. This model will be useful in determining the adjusted ship value and to provide decision-making support for willing buyers and willing sellers. [ABSTRACT FROM AUTHOR]

With increasing globalization comes an increasing number of people communicating in foreign languages when making strategic decisions. We develop a theoretical model in which comprehension constitutes an essential mediator for the effects of using a foreign language on cooperation in global business contexts. To resolve conceptual ambiguities, we separate information processing leading to comprehension from decision-making employing the previously comprehended information. For the first step, we demonstrate how using a foreign language can, depending on individuals' foreign language proficiencies, trigger both lower and higher comprehension. Variation in comprehension is, as a second step and independent of its cause, negatively associated with individuals' tendencies to cooperate. Our experimental results support our theorizing. This study provides new micro-foundations for strategic decision-making and discusses unreliable cooperation as a potentially destructive managerial group dynamic within foreign language contexts. [ABSTRACT FROM AUTHOR]

Copyright of Scientific Bulletin of National Mining University is the property of National Mining University, State Higher Educational Institution and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

In the 1960s, markets became global, firms became more international, and cross-border joint ventures increasingly provided firms with opportunities to rapidly expand geographical market participation. Culturally diverse settings, and the challenges linked to these, have become the focus of scholarly conversations. The importance of Cross-cultural management (CCM) significantly grew. The purpose of this paper is to review CCM-related studies and to map all the relevant areas. Summary is made of 95 sources consisting top-tier journals' research papers and management scholars' texts in order to increase understanding in this underresearched field. From many interlinked disciplines, four major ones are identified and detailed in this paper: psychology, anthropology, international business and strategic management. Based on the analysis, the current understanding of CCM is discussed, and promising ways of further research are identified that can further advance the conversation on CCM. [ABSTRACT FROM AUTHOR]

We examine the managerial delegation decisions of foreign entrepreneurs and assess how these decisions are shaped by characteristics of the local product and labor market environment. We argue that actual or perceived home bias in court proceedings leads foreign entrepreneurs to place little reliance on formal contracts in their dealings with local agent-managers. Adopting the lens of relational contract theory, we develop hypotheses linking managerial delegation decisions to market conditions associated with stable self-enforcing agreements and test the hypotheses in the context of post-Soviet Russia. Consistent with our arguments, we find that foreign entrepreneurs are more likely to hire an agent-manager in local markets where industry growth creates a substantial "shadow of the future," where managers' outside employment options are relatively limited, and where competition and the variability of returns are not so high as to induce defection from an informal agreement. Similar observations on a sample of Russian-owned entrepreneurial firms suggest that these delegation decisions are relatively insensitive to local market conditions but that they are influenced by the density of local reputation networks. Our study thus contributes to understanding of the distinctive features of foreign entrepreneurs' managerial delegation decisions and reinforces the view that contracting impediments constitute one important aspect of the "liability of foreignness" for entrepreneurial firms. [ABSTRACT FROM AUTHOR]

International management and companies in particular are forced more and more to operate and develop in conditions of dynamism, uncertainty and high competitive pressure. Their management rests on the effective coordination of their activities by uniting the efforts of all members towards the achievement of common goals. Given the unpredictable and not entirely manageable changes in the international environment, the survival and success of companies depend precisely on their ability to develop leaders and their leadership skills. As a source of intellectual property and innovations, the human resource requires a special approach for activation, motivation and support. There is no question that effective management is impossible without leadership that is qualified to organize, unite and inspire a group of individuals under a common mission and goal. In that regard, the present work specifically clarifies the nature and practical dimensions of leadership in the context of international management. Through literary overview and critical analysis, the focus is placed on the fundamental leadership theories and styles, as well as on the role of the global leader as a prerequisite for the success of international companies. The fundamental leadership style of management developed in the USA, Germany and Japan as a manifestation of the cultural factor and inter-cultural differences is clarified. Its practical dimensions are illustrated through comparative analysis between international automobile companies Toyota and Audi. [ABSTRACT FROM AUTHOR]

Copyright of Polish Journal of Management Studies is the property of Czestochowa University of Technology, Faculty of Management and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

An increasing number of multilingual organisations such as multinational corporations (MNCs) choose to address linguistic diversity through corporate language policies, for example by adopting a common corporate language. Although a common corporate language may improve efficiency of communication at the front-line level, previous research has demonstrated that there are several potentially negative consequences associated with the implementation of such policies. This conceptual paper reviews the role of language policies in multilingual organisations, and identifies ten crucial language policy challenges in international business and management. [ABSTRACT FROM AUTHOR]

Much attention has been given to the explosion in business process outsourcing (BPO) operations in India. Little concern, however, has been paid to the performance of Indian service workers in these fast-paced and sometimes turbulent environments. Using a sample of 160 service workers from a privately held BPO firm in India, we examine the relationship between Indian service workers' hope and their performance outcomes. Regression and structural equation model analyses indicated a significant positive relationship between Indian service workers' levels of hope and their performance. These promising results highlight the importance of measuring and managing employee hope to maximize employee productivity and performance. By effectively developing and managing levels of employee hope, Indian BPO firms can effectively combat employee problems such as attrition, stress, and burnout that have plagued the BPO industry. Hope may also help mitigate the influence of aspects of Indian culture on human resource management practices in Indian BPOs. © 2010 Wiley Periodicals, Inc. [ABSTRACT FROM AUTHOR]

As business leaders increasingly understand the importance of effectively managing a global workforce, attention turns to the human resource (HR) function. But as HR groups focus largely on best practices, they lose sight of the constantly shifting demands of a global environment that requires next practices. We propose a new Dynamic HR framework that allows HR managers constantly to renew and reintegrate their practices throughout the organization in a way that focuses on flexible entrepreneurship and coordinated networking among dispersed HR managers. Such demands require HR managers who not only are connected with one another across the globe, but also are one step ahead of shifting local and global demands. Using practical examples from IBM, we discuss techniques that might help HR become more dynamic. © 2009 Wiley Periodicals, Inc. [ABSTRACT FROM AUTHOR]

Failure to cope with a stressful repatriation transition can derail the global career experience. Repatriate stress-coping behaviors have not been examined empirically, however. This study explores the factor structure of an extensive array of coping strategies and their relation with repatriate adjustment. Data collected from 282 repatriates involved in a boundaryless repatriation experience reveal a factor structure consistent with problem- and emotion-focused dimensions documented elsewhere. Regression analysis finds negative associations between emotion-focused coping strategies and repatriate general, interaction, and work adjustment and positive relations between problem-focused strategies and repatriate interaction and work adjustment. © 2009 Wiley Periodicals, Inc. [ABSTRACT FROM AUTHOR]

This paper investigates the determinants of the early adoption of the international environmental management standard ISO 14001 using a panel of 84 countries from 1996 to 2002. It analyzes the relationship between firms’ decisions to adopt international management standards and institutional factors. The analysis emphasizes that, in the case of an emerging standard, the potential lack of consensus within the regulatory/institutional environment concerning the value of a new standard could send mixed signals to firms about the standard. The results show that in the early phase of adoption, regulative and normative forces within the institutional environment can work against each other. This study contributes to the institutional theory perspective by offering a more complex specification of the neo-institutional model where institutional forces can compete with each other.

This paper explores the relationships among four fundamental determinants of intrafirm competence transfers that have hitherto been analyzed only separately: formal organization structure, informal relations, geographical distance, and relatedness of competencies across subsidiaries. Using a data set consisting of 4840 dyads between new product development teams and subsidiaries that were potential targets for competence transfers in a high-technology multinational company, we find that these determinants interact in surprising ways to explain different patterns of transfers. Results revealed that teams preferred to approach people they knew rather than people who knew related technologies well. They also showed that teams steered away from spatially distant subsidiaries that had related competencies and that the negative effect of large spatial distances could be overcome through established informal relations. These findings indicate that studying one of the determinants separately can yield biased results, as their net effect may change when the moderating effects of the other determinants are considered. Research on synergies, integration, technology transfers, and geographical and cultural differentiation in multinational enterprises therefore needs to be broadened by analyzing multiple determinants of competence transfers. [ABSTRACT FROM AUTHOR]