The relationship between organizational dissent and workplace freedom of speech: A cross-cultural analysis in Singapore

2017 ◽  
Vol 24 (6) ◽  
pp. 793-807 ◽  
Author(s):  
Stephen M Croucher ◽  
Cheng Zeng ◽  
Diyako Rahmani ◽  
Xuejun Cui
Keyword(s):  
Quantitative Analysis ◽  
Organizational Behavior ◽  
Freedom Of Speech ◽  
Cultural Analysis ◽  
Cross Cultural ◽  
Analysis Of Covariance ◽  
Considerable Influence ◽  
The Relationship ◽  
Practical Implications ◽  
Multiple Analysis

AbstractThis study is a test of the relationship between organizational dissent and the perception of workplace freedom of speech in Singapore. Through a quantitative analysis of 384 individuals in Singapore, the following was found: articulated dissent and latent dissent are positively correlated with workplace freedom of speech. In addition, multiple analysis of covariance analyses revealed nation of birth exerted considerable influence on articulated dissent, and latent dissent, but not on workplace freedom of speech. The results provide evidence of how nation of birth is related to an individual’s willingness to express dissent. Theoretical and practical implications for research into organizational behavior are discussed.

scholarly journals The mediating effect of team cooperation on tacit knowledge transfer and interpersonal trust

2019 ◽  
Author(s):  
Helena Bulińska-Stangrecka ◽  
Anna Bagieńska
Keyword(s):  
Knowledge Transfer ◽  
Tacit Knowledge ◽  
Interpersonal Trust ◽  
Cultural Analysis ◽  
Cross Cultural ◽  
Mediating Effect ◽  
Team Cooperation ◽  
Tacit Knowledge Transfer ◽  
The Relationship ◽  
Practical Implications

Purpose – this article aims to examine how teamwork cooperation mediates the relationship between interpersonal trust and tacit knowledge transfer. Research methodology – the paper uses data obtained from a survey conducted on 175 employees from the telecommunications sector. The multiplied regression method was applied to analyse the data according to the mediation analysis. Findings – the findings show that interpersonal trust predicts tacit knowledge transfer and team cooperation mediates this relationship. The results indicate the importance of nurturing positive, trusting relations among employees in organisations and the necessity of working interactions. Research limitations – the limitation of this research is related to the relatively small research sample. Further research could be conducted on a higher number of respondents and could cover different sectors. Additional development of presented research might include cross-cultural analysis. Originality/Value – this paper contributes to the literature of management by providing the empirical confirmation of the SET-based model that concerns the mechanism of tacit knowledge transfer. The practical implications highlight the importance of common collaborative experience and interpersonal trust that facilitates trust among co-workers and consequently influences tacit knowledge transfer. Keywords: trust, tacit knowledge, knowledge transfer, knowledge management

Diversity between Force Commander and Blue Helmets

2020 ◽  
pp. 115-140
Author(s):  
Vincenzo Bove ◽  
Chiara Ruffa ◽  
Andrea Ruggeri
Keyword(s):  
Quantitative Analysis ◽  
United Nations ◽  
Cross Cultural ◽  
Local Context ◽  
Negative Effects ◽  
Linguistic Distance ◽  
Civilian Protection ◽  
The Relationship

This chapter explores the relationship between Force Commanders and their peacekeeping troops. The qualitative material suggests that strategic divergences or cross-cultural misunderstandings between peacekeepers and their Force Commander may jeopardize a mission’s effectiveness. Yet, a mission composed of troops with high distance from the Force Commander can be interpreted as a signal of the commitment of the wider United Nations, representing global interest in a local context. Moreover, when the potential negative effects of greater or lesser dissimilarity between Force Commanders and troops are tempered by contact and learning, peacekeeping effectiveness should improve. The net effect, assessed through quantitative analysis, suggests that dissimilarity between Force Commanders and peacekeepers matters mostly for protecting civilians, whereas it does not seem to be relevant for resolving the conflict between belligerents. Conversely, a greater linguistic distance between the Force Commander and Blue Helmets might hamper civilian protection.

Workplace Envy

2020 ◽  
Vol 8 (1) ◽  
Author(s):  
Michelle K. Duffy ◽  
KiYoung Lee ◽  
Elizabeth A. Adair
Keyword(s):  
Organizational Behavior ◽  
Online Publication ◽  
Current Knowledge ◽  
Cross Cultural ◽  
Future Research ◽  
Annual Review ◽  
Publication Date ◽  
The Past ◽  
Current Knowledge Base ◽  
Practical Implications

In the past 20 years, there has been a growing interest in the phenomenon of workplace envy. This article provides an overarching review and analysis of the workplace envy literature. We first consider conceptual and measurement challenges facing envy researchers. We then review the current knowledge base in the research with a focus on synthesizing what we have learned regarding workplace envy's transmutations, highlighting directions for future research. We explore two relatively understudied areas in the envy literature—antecedents of envy and the experience of being envied. We discuss methodologies used in the literature to study envy and outcomes and conclude with a focus on cross-cultural and practical implications. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 8 is January 21, 2021. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.

Effects of servant leadership on the leader's innovative behavior

2021 ◽  
Vol 49 (10) ◽  
pp. 1-13
Author(s):  
Yuanyuan Lan ◽  
Yuhuan Xia ◽  
Lin Yang
Keyword(s):  
Servant Leadership ◽  
Organizational Behavior ◽  
Leadership Behaviors ◽  
Northern China ◽  
Self Determination Theory ◽  
Innovative Behavior ◽  
Broaden And Build Theory ◽  
The Impact ◽  
The Relationship ◽  
Practical Implications

Servant leadership has become an increasingly popular construct in organizational behavior research because of its effectiveness in organizations. Using self-determination theory and broaden-and-build theory, we proposed a moderated mediation framework in which the leader's sense of accomplishment would mediate the relationship between servant leadership behaviors and the leader's innovative behavior. The leader's extraversion was used as the boundary condition of the relationship. Participants comprised 232 leaders and their immediate supervisors, working in firms based in northern China. Results show that servant leadership behaviors indirectly influenced leaders' innovative behavior via their sense of accomplishment. In addition, leaders' extraversion strengthened the impact of sense of accomplishment on their innovative behavior, as well as the indirect effect of servant leadership behaviors on their innovative behavior. Theoretical and practical implications are discussed.

Foundations of Cross-Cultural Knowledge Management

2011 ◽  
pp. 139-162
Author(s):  
Nhu T. B Nguyen ◽  
Katsuhiro Umemoto
Keyword(s):  
Knowledge Management ◽  
Knowledge Creation ◽  
Cultural Knowledge ◽  
Cross Cultural ◽  
Cultural Environment ◽  
Cultural Management ◽  
Cross Cultural Management ◽  
The Relationship ◽  
Practical Implications

Although the term “Cross-Cultural Knowledge Management” (CCKM) appeared in the recent literature, no study has defined CCKM yet. This is the first study that discusses the process of cross-cultural knowledge creation. Reviewing the literature on the relationship between cross-cultural management (CCM) and knowledge management (KM), we found that the term CCKM is emerged from two streams. The first stream used CCKM to describe KM in a cross-cultural environment while the second stream explored culture as knowledge. Following two streams, we then define CCKM as a series of practices to recognize and understand cultural differences to develop a new culture thereby adjusting to cross-cultural environment. This definition helped us to examine the process of cross-cultural knowledge creation and the role of leadership in this process. Not only contributing to developing KM in a new way that can be applied to practice in utilizing and creating cross-cultural knowledge for KM activities, but this chapter also may have many practical implications for leaders to manage effectively cross-cultural knowledge of members in organizations.

Does Online Dating Promotion Vary Across Cultures? A Cross-cultural Analysis of Homepage Advertisements of Online Dating Services in 51 Countries

2021 ◽  
pp. 097325862110600
Author(s):  
Aditi Paul ◽  
Saifuddin Ahmed ◽  
Karolina Zaluski
Keyword(s):  
Cultural Values ◽  
Online Dating ◽  
Uncertainty Avoidance ◽  
Cultural Analysis ◽  
Cross Cultural ◽  
Cultural Dimensions ◽  
The Novel ◽  
Advertising Appeals ◽  
The World ◽  
The Relationship

This study extends our understanding of the influence of culture on advertising within the novel context of online dating. People around the world have come to depend on online dating services (ODSs) to participate in the dating process. Since the norms and expectations of dating are influenced by a country’s cultural values, we expect ODSs to adapt their advertising messages to be congruent with these values. Using the Pollay–Hofstede framework, we examine the relationship between advertising appeals used by 1,003 ODSs from 51 countries and the cultural dimensions of these countries. Results showed that ODS advertisements appealed to people’s need for relationship, friendship, entertainment, sex, status, design and identity. The use of these appeals was congruent with only the individualism/collectivism and uncertainty avoidance cultural dimensions. Based on these results, we argue that ODS’s overwhelming use of culturally incongruent advertising messages can lead to a global transformation and homogenisation of the dating culture.

scholarly journals Investigating the effect of idiosyncratic deals in Asian countries: A cross cultural analysis in Singapore, Thailand and Japan

2021 ◽  
pp. 147059582110242
Author(s):  
Yasuhiro Hattori ◽  
Mai Huong Hoang ◽  
Hue Nguyen Thi Bich
Keyword(s):  
Effect Size ◽  
Financial Incentives ◽  
Affective Commitment ◽  
Cultural Analysis ◽  
Cross Cultural ◽  
Asian Countries ◽  
Idiosyncratic Deals ◽  
Japanese Employees ◽  
The Relationship ◽  
Compare And Contrast

The purpose of this study is to empirically compare and contrast the relationship between several dimensions of idiosyncratic deals (i-deals) and employee affective commitment among Asian countries. Data were collected from 909 employees in Singapore, Thailand and Japan. Results of the study show that there is a positive relationship between several i-deals and affective commitment. However, the effect size of i-deals on each dimension varies across the three countries. In particular, the effect size of task and work responsibilities i-deals on the affective commitment of Japanese employees is stronger than that of Thai employees. Simultaneously, the effect size of the i-deals on affective commitment of Singaporean employees is weaker than that of Thai employees. On the contrary, for the dimensions of schedule and location flexibility and financial incentives, the effect size of i-deals on affective commitment is weaker for Singaporean than for Japanese and Thai, and the effect sizes for Japanese and Thai are the same. The results of this study question the traditionally and universally naive conclusion that i-deals are effective. Although i-deals result in, to some extent, some positive consequences, the results of the study suggest that not in all cases do they increase employee affective commitment. Empirical evidence of the study also demonstrate that the effects i-deals had on employee affective commitment are inconsistent even across cultures with close cultural origin.

Sign in / Sign up

Export Citation Format

Share Document