Chinese Cultural Values and Performance at Job Interviews: a Singapore Perspective

2000 ◽  
Vol 63 (1) ◽  
pp. 9-22 ◽  
Author(s):  
Irene F. H. Wong ◽  
Lai Phooi-Ching
Keyword(s):  
Cultural Values ◽  
Multinational Corporations ◽  
Power Distance ◽  
Job Interviews ◽  
National Cultures ◽  
Entry Level ◽  
Chinese Cultural Values ◽  
English Speaking ◽  
Anglo American ◽  
And Performance

In a country like Singapore, which is rated high in power distance and low in indi vidualism (using Hofstede's dimensions of national cultures), interviews for entry- level positions in multinational corporations (MNCs) may reveal subtle clashes in culture. To test this hypothesis, we analyzed transcripts of job interviews involving nine English-speaking applicants from Chinese backgrounds and two experienced interviewers from Anglo-American MNCs in Singapore. Our assumption was that a person's cultural background and upbringing influence his or her perform ance at job interviews. The findings reveal that Chinese applicants tend to defer to the interviewer (i.e. superior) and focus on the group or family, besides being averse to self-assertion. Hence, applicants from a Chinese background may be dis advantaged when being interviewed for jobs with MNCs which are heavily influ enced by Anglo-American culture.

scholarly journals NATIONAL CULTURE AND TRANSPARENCY: EVIDENCE FROM ISLAMIC BANKS

2019 ◽  
Vol 10 (1) ◽  
pp. 101-109
Author(s):  
Rochania Ayu Yunanda ◽  
Mohammad Ali Tareq ◽  
Akbariah Binti Mahdzir ◽  
Faried Kurnia Rahman
Keyword(s):  
Cultural Values ◽  
National Culture ◽  
Power Distance ◽  
Uncertainty Avoidance ◽  
Cultural Dimensions ◽  
The Other ◽  
Islamic Banks ◽  
National Cultures ◽  
Business Operations ◽  
Other Hand

The purpose of this paper is to investigate the effects of predominant cultural values on banking disclosure. On one hand, Islamic banks have practiced Islamic principles which are universal for all countries. Islamic banks are expected to provide transparent information especially in terms of social and Shariah(Islamic) compliant information as Islamic banks claim themselves to have social objectives as the prime consideration. Islamic banks also have Shariah supervisory body to ensure that the banking activities and business operations are in line with Islamic requirements. On the other hand, Hofstede‘s cultural dimensions and Gray‘s hypotheses have rendered remarkable contributions in financial and accounting practices among different nations. Examining 45 Islamic banks in 11 Moslem majority countries, this paper focuses on four particular cultural dimensions namely individualism/collectivism, masculinity/femininity, uncertainty avoidance, and power distance and whether these dimensions have an impact on transparency. This study found that two out of four national cultures still have significant effect on the transparency level in Moslem majority countries.

Brand and firm values in distinct national cultures

2020 ◽  
Vol 32 (8) ◽  
pp. 1737-1758 ◽  
Author(s):  
Reza Chowdhury ◽  
Wootae Chun ◽  
Sungchul Choi ◽  
Kurtis Friend
Keyword(s):  
Cultural Values ◽  
Firm Value ◽  
Power Distance ◽  
Uncertainty Avoidance ◽  
National Cultures ◽  
Content Type ◽  
Brand Values ◽  
The Relationship

PurposeThe objective of this article is to investigate the moderating role of national cultures in the relationship between brand value and firm value.Design/methodology/approachThis article examines the topic in the context of different national cultural attributes, including individualism, uncertainty avoidance, masculinity, power distance, and long-term orientation. We use brand values of the Financial Times Global 500 companies and national cultural values reported by Hofstede, GLOBE, and Schwartz.FindingsResults exhibit that brands are more value-additive to companies in highly individualistic cultures. Furthermore, a valuable brand contributes more to firm value in countries with low uncertainty avoidance, high masculine, low power distance, and short-term oriented cultures.Originality/valueThe evidence suggests that while a valuable brand contributes to firm value, the level of its effect on firm value varies by national cultures.

Culture in Angola: insights for human resources management

2015 ◽  
Vol 22 (2) ◽  
pp. 166-186 ◽  
Author(s):  
Maria Rita Silva ◽  
Helena Cristina Roque ◽  
António Caetano
Keyword(s):  
Cultural Values ◽  
Cultural Practices ◽  
Human Resources Management ◽  
Power Distance ◽  
Uncertainty Avoidance ◽  
Cultural Dimensions ◽  
Content Type ◽  
Research Perspective ◽  
Performance Orientation ◽  
And Performance

Purpose – The purpose of this paper is to describe the cultural values – how things should be – and the cultural practices – how things are – of Angolan society. The authors expected to find: a gap between practices and values; high levels of power distance, institutional and in-group collectivism, uncertainty avoidance, future and humane orientation; and low to medium levels of performance orientation, gender equality and assertiveness. Design/methodology/approach – In all, 235 employees in Angola responded to a questionnaire using GLOBE’s cultural scales. Findings – There is a gap between cultural practices and values. Within Angola, humane and performance orientations are the most valued cultural dimensions. Power distance and in-group collectivism are the most prevailing cultural practices. Compared to other countries, Angola has high levels of humane orientation, institutional collectivism and uncertainty avoidance values and high levels of assertiveness and performance orientation practices. Practical implications – Higher than desired levels of assertiveness and power distance, on the one hand, and lower than desired levels of humane orientation and uncertainty avoidance on the other, are key aspects that should be taken into account by HRM in this context. Originality/value – These results may have important implications for HRM in Angola. To the best of our knowledge, this is the first analysis of Angola’s culture from a business research perspective.

scholarly journals Political ties and performance of multinational corporations in Vietnamese emerging market

Accounting ◽  
2020 ◽  
pp. 241-258 ◽  
Author(s):  
An Thi Hong Nguyen ◽  
Phuong V. Nguyen ◽  
Minh Ngoc Tuong Ly
Keyword(s):  
Multinational Corporations ◽  
Emerging Market ◽  
Political Ties ◽  
And Performance

‘Inevitable and Unacceptable?’ Methodological Rawlsianism in Anglo-American Political Philosophy

1998 ◽  
Vol 46 (2) ◽  
pp. 276-294 ◽  
Author(s):  
Wayne Norman
Keyword(s):  
Political Philosophy ◽  
Political Theory ◽  
Common Sense ◽  
Recent Literature ◽  
Parallel Tasks ◽  
Profound Influence ◽  
Political Theories ◽  
English Speaking ◽  
Anglo American ◽  
English Speaking World

This article attempts two parallel tasks. First, it gives a sympathetic explication of the implicit working methodology (‘Methodological Rawlsianism’) of mainstream contemporary political theory in the English-speaking world. And second, principally in footnotes, it surveys the recent literature on justification to see what light these debates cast on the tenets of this methodology. It is worth examining methodological presuppositions because these can have a profound influence on substantive theories: many of the differences between philosophical traditions can be traced to their methodologies. My aim is to expose the central features of methodological Rawlsianism in order to challenge critics of this tradition to explain exactly where and why they depart from the method. While I do not defend it at length, I do suggest that methodological Rawlsianism is inevitable insofar as it is basically a form of common sense. This fact should probably lower expectations about the amount of progress consistent methodological Rawlsians are likely to make in grounding comprehensive normative political theories.

Translating Intervention: When Corporate Culture Meets Chinese Socialism

2017 ◽  
Vol 27 (2) ◽  
pp. 190-203 ◽  
Author(s):  
Andrew Chan ◽  
Stewart Clegg ◽  
Matthew Warr
Keyword(s):  
Cultural Values ◽  
Communist Party ◽  
Corporate Culture ◽  
Chinese Communist Party ◽  
Corporate America ◽  
Business World ◽  
The Core ◽  
Chinese Cultural Values ◽  
Contemporary Chinese

Under socialist development, the contemporary Chinese Communist Party (CCP) refashions thought management with a changed message. The Party increasingly promotes Chinese cultural values, through a policy of designed corporate culture programs within state-owned and private enterprises. The culture is one that inculcates corporate cultural values “imported” from corporate culture discourses in the Western business world. A curious “translation of ideas” has occurred, ideas that have traveled from the Korean Peninsula and War, through the boardrooms of corporate America and into the mundane practices of the CCP, to build corporate culture. At the core of this culture are practices that Schein has termed coercive persuasion. This article discusses the role of coercive persuasion in two sites: (a) China’s state-owned enterprises and (b) private businesses and social organizations. We conclude that as ideas travel, they may change in substance, whereas in form and functionality, they remain surprisingly similar.

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