scholarly journals Correction: Global and local identities on the balance scale: Predicting transformational leadership and effectiveness in multicultural teams

PLoS ONE ◽  
2021 ◽  
Vol 16 (9) ◽  
pp. e0258025
Author(s):  
Alon Lisak ◽  
Raveh Harush
Keyword(s):  
Transformational Leadership ◽  
Multicultural Teams ◽  
Balance Scale ◽  
Local Identities ◽  
Global And Local

scholarly journals Global and local identities on the balance scale: Predicting transformational leadership and effectiveness in multicultural teams

PLoS ONE ◽  
2021 ◽  
Vol 16 (7) ◽  
pp. e0254656
Author(s):  
Alon Lisak ◽  
Raveh Harush
Keyword(s):  
Transformational Leadership ◽  
Polynomial Regression ◽  
Leadership Behaviors ◽  
Relative Strength ◽  
Multicultural Teams ◽  
Organizational Contexts ◽  
Mba Students ◽  
Effective Leaders ◽  
Local Identities ◽  
Global And Local

The performance of multicultural teams depends, to a great extent, on the effectiveness of their leaders. Transformational leadership is thought to be effective across organizational contexts and national cultures; yet we know little about what shapes these leadership behaviors. This study argues that leaders’ social identity configurations influence their transformational leadership behaviors and leadership effectiveness in multicultural settings. Building upon the global acculturation model, we test the effects of four identity configurations, based on the relative strength and balance of identification with the global and local cultures. We suggest that multicultural team leaders with balanced identity configurations, either glocal (high global, high local) or marginal (low global, low local), demonstrate more transformational leadership and consequently are more effective than leaders with unbalanced (dominant global or dominant local) configurations. Data were collected from 298 MBA students who worked on a four-week project in 77 multicultural teams. We used polynomial regression to capture how the discrepancy between the global and local components of leaders’ identity configurations affects transformational leadership behaviors and effectiveness. The results generally support the theoretical model, showing that the most transformational and effective leaders are those with balanced identity configurations. Theoretical and practical implications of the findings are discussed.

scholarly journals Translating Tweets in the Soccer Industry: Identity Management and Visibility in a Global Game

2019 ◽  
Vol 12 (2) ◽  
pp. 185-208 ◽  
Author(s):  
Roger Baines
Keyword(s):  
Social Media ◽  
Identity Management ◽  
Global Game ◽  
Local Identities ◽  
Professional Soccer ◽  
Translation Practice ◽  
Diverse Communities ◽  
Language Communication ◽  
Cross Language ◽  
Global And Local

Migration has created exceptionally diverse communities in many professional soccer leagues. These diverse communities then interact with global audiences, yet the key challenge of communication across languages has not previously been the focus of academic attention. This study investigated Twitter translation practice in this highly commercial industry, drawing from questionnaire and interview data from the perspective of translation providers, figures in the soccer industry, and migrant player and club tweets. The findings reveal tensions between global and local identities as soccer players, soccer clubs, and governing organizations manage identity performance and economic potential across language barriers on social media. These tensions foster debate about cross-language communication on social media in the soccer industry and extend existing work on social media and translation, in particular with regard to professional practice, fluency, and the visibility of translation and translators in this unusual professional setting.

Consumer cultural identity: local and global cultural identities and measurement implications

2019 ◽  
Vol 36 (5) ◽  
pp. 610-627 ◽  
Author(s):  
Yuliya Strizhakova ◽  
Robin Coulter
Keyword(s):  
Cultural Identity ◽  
Two Dimensions ◽  
Cultural Identities ◽  
Strategic Decisions ◽  
Consumer Engagement ◽  
Content Type ◽  
General Identity ◽  
Local Identities ◽  
Local Discourses ◽  
Global And Local

Purpose The purpose of this paper is to offer a framework for considering the interplay between local (national) and global (world-based) identities and consumption practices with attention to various conceptualizations and measurements of consumer cultural identity. Design/methodology/approach This is a conceptual paper reviewing major works on consumer cultural identities and offering a framework for future considerations of the interplay between global and local identities. Findings The framework identifies two dimensions which underlie consumer cultural identity conceptualizations and measurements: first, consumer engagement with globalization–localization discourses, and second, more general identity beliefs vs consumption-based identity beliefs. Clustering and categorical measure approaches (vs a compensatory approach) are preferred for identifying and exploring global/local/glocal and unengaged consumer cultural identity segments. Research foci should guide use of global and/or local general identity vs consumption-based identity beliefs as predictors of marketplace outcomes or as segmentation variables. Research limitations/implications The conceptualization of consumer cultural identity is based on Berry et al.’s (1986) early work on acculturation and Arnett’s (2002) bicultural identity theorizing, and thus the authors acknowledge four consumer segments, those with: stronger global (weaker local) identity, stronger local (weaker global) identity, strong global and local identities and those unengaged with global–local discourses. The authors review measurement approaches to examine consumer cultural identity and determine that categorical and clustering (vs compensatory) approaches are consistent with the conceptualization of consumer cultural identity segments. Practical implications International marketers can gain insights into major conceptualizations and measurements of consumer cultural identity, and understand the advantages and limitations of different measurement approaches. The authors highlight two important dimensions underlying cultural identity that demand managers’ attention and consideration for strategic decisions. Social implications – this paper brings attention to various conceptualizations and measures of consumer cultural identity, highlighting the need to further examine differences between various cultural identity segments, specifically the unengaged consumers and glocally engaged consumers. Originality/value The paper provides a broadened lens to understanding conceptualizations and measurements of consumer cultural identity, identifying two dimensions underlying consumer cultural identity: consumer engagement with globalization–localization discourses, and more general identity beliefs vs consumption-based identity beliefs.

The Influence of Transformational Leadership, Cultural Orientation, and Emotional Conflict on Innovation in Multicultural Teams

2021 ◽  
pp. 124-155
Author(s):  
Laura Esmeralda Guzmán-Rodríguez ◽  
Mar Bornay-Barrachina ◽  
Amaia Arizkuren-Eleta ◽  
Alicia Fernanda Galindo-Manrique ◽  
Esteban Pérez-Calderón
Keyword(s):  
Transformational Leadership ◽  
Organizational Support ◽  
Cultural Orientation ◽  
Intellectual Stimulation ◽  
Multicultural Teams ◽  
Strategic Action ◽  
Team Members ◽  
Emotional Conflict ◽  
Team Innovation ◽  
Management Domain

Multicultural teams represent a key strategic action that generate significant competitive advantages and innovation. The authors address the question of how transformational leadership, cultural orientation, and emotional conflict impact on multicultural teams focused on innovation. The methodology used has a quantitative and transversal approach because the measurement is carried out in a specific moment. The sample is composed by 415 multicultural-team members working in multinational companies. Results indicate that the dimension of intellectual stimulation and a horizontal hierarchy are factors that influence the team innovation. In contrast, the emotional conflict did not show a significant relationship. The positive moderating effect of organizational support on intellectual stimulation and team innovation´s relationship is proven. This study contributes significantly to international human resource management domain by leading to a better understanding of the functioning of work teams to ensure business innovation and the need for internationalization.

Sunspot Groups as Tracers of Sub-Surface Processes

2000 ◽  
Vol 179 ◽  
pp. 155-160
Author(s):  
M. H. Gokhale
Keyword(s):  
Magnetic Flux ◽  
Indian Institute ◽  
Surface Processes ◽  
The Sun ◽  
Global And Local ◽  
Sunspot Groups

AbstractData on sunspot groups have been quite useful for obtaining clues to several processes on global and local scales within the sun which lead to emergence of toroidal magnetic flux above the sun’s surface. I present here a report on such studies carried out at Indian Institute of Astrophysics during the last decade or so.

Transformational Leadership and Objective Performance in Banks

1998 ◽  
Vol 47 (3) ◽  
pp. 397-420 ◽  
Author(s):  
Alois L.J. Geyer ◽  
Johannes M. Steyrer
Keyword(s):  
Transformational Leadership ◽  
Objective Performance

Do Work Characteristics Mediate the Negative Effect of Transformational Leadership on Impaired Well-Being?

2017 ◽  
Vol 61 (4) ◽  
pp. 167-180 ◽  
Author(s):  
Sylvie Vincent-Höper ◽  
Sabine Gregersen ◽  
Albert Nienhaus
Keyword(s):  
Transformational Leadership ◽  
Focal Point ◽  
Leadership Behavior ◽  
Workplace Health Promotion ◽  
Well Being ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Related Factor ◽  
Work Characteristics ◽  
Role Clarity

Abstract: In recent years, transformational leadership as a health-related factor has become a focal point of interest in research and practice. However, the pathways and mechanisms underlying this association are not yet well understood. In order to gain knowledge on how or why transformational leadership and employee well-being are associated, we investigated the mediating effect of the work characteristics role clarity and predictability. The study was carried out on 618 employees working in the health-care sector in Germany. We tested the mediator effect using structural equation modeling. The results indicate that role clarity and predictability fully mediate the relation between transformational leadership and negative indicators of well-being. These results give credit to the notion that work characteristics play an important role in identifying health-relevant aspects of leadership behavior. Our findings advance the understanding of how to enhance employee well-being and have implications for the design of leadership-related interventions of workplace health promotion.

Psychological Contract Fulfillment and Employee Responses to Pay System Change

2017 ◽  
Vol 16 (4) ◽  
pp. 172-185 ◽  
Author(s):  
Christine J. Syrek ◽  
Conny H. Antoni
Keyword(s):  
Transformational Leadership ◽  
Psychological Contract ◽  
Pay For Performance ◽  
Psychological Contracts ◽  
Change Processes ◽  
Affective Organizational Commitment ◽  
Before And After ◽  
Psychological Contract Fulfillment ◽  
Pay System ◽  
Employee Responses

Abstract. The implementation of a new pay system is a balancing act that produces uncertainty and draws employees’ attention to the fulfillment of exchange agreements. Transformational leadership may be essential during these change processes. Based on psychological contract theory, we expected that transformational leadership impacts job satisfaction and affective organizational commitment through the fulfillment of relational psychological contracts, while the fulfillment of transactional psychological contracts may be crucial for employees’ pay and bonus satisfaction. We assessed 143 employees nested within 34 teams before and after (24 months) a pay for performance (pfp) system was introduced. Our results supported the mediation hypotheses considering job and pay satisfaction, but not considering commitment. Unexpectedly, the effect on bonus satisfaction was mediated via relational psychological contracts.

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