Cross-culture management: an empirical examination on task and relationship orientations of Japanese and Omani working adults

2019 ◽  
Vol 19 (1) ◽  
pp. 92 ◽  
Author(s):  
Lam D. Nguyen ◽  
Thomas Tanner ◽  
Loan N.T. Pham
Keyword(s):  
Cross Culture ◽  
Empirical Examination ◽  
Working Adults ◽  
Relationship Orientations

Cross-Culture Management

2013 ◽  
Vol 4 (4) ◽  
pp. 1-21 ◽  
Author(s):  
Lam D. Nguyen ◽  
Kuo-Hao Lee ◽  
Bahaudin G. Mujtaba ◽  
Alexander Ruijs
Keyword(s):  
Practical Application ◽  
Cross Culture ◽  
Global Business ◽  
Stress Perception ◽  
Business Context ◽  
Two Samples ◽  
Multicultural Organizations ◽  
Stress Orientations ◽  
Different Cultures ◽  
Relationship Orientations

Human capital plays an important role and acts as a strategic resource that helps firms achieve strategic competitiveness. In the global business context, understanding the expectations and behaviors of employees in different cultures is paramount for international and multicultural organizations to succeed. This paper examines the task and relationship orientations as well as the work overload stress perception of people in the low-context culture of the Netherlands and in the high-context culture of Vietnam. As a result of the analysis of 396 responses, some significant differences were found between the two samples. It appears that Vietnamese have significantly higher scores on task, relationship and stress orientations than Dutch respondents. While gender is a significant factor in task and relationship orientations, it did not demonstrate any differences in the stress perceptions of these respondents. In this paper, literature on Dutch and Vietnamese cultures is presented along with practical application, suggestions and implications for future studies.

Leadership and Stress Orientation of Japanese and Russian Working Adults

2018 ◽  
Vol 19 (4) ◽  
pp. 968-987 ◽  
Author(s):  
Lam D. Nguyen ◽  
Natalia Ermasova ◽  
Loan N. T. Pham
Keyword(s):  
Cultural Values ◽  
Full Range ◽  
Cross Cultural ◽  
Task Orientation ◽  
Business Organizations ◽  
Working Adults ◽  
Full Range Leadership ◽  
Two Samples ◽  
Managerial Employees ◽  
Relationship Orientations

This cross-cultural study utilized the full range leadership framework developed by Hofstede’s model of culture, and compared leadership styles and cultural values of 461 managerial and non-managerial employees in government and business organizations in Russia and Japan. In this article, we examine the stress, task and relationship orientations of people in Russia and in Japan. As a result of the analysis of 461 responses, some significant differences were found between the two samples. It appears that Russian respondents have higher scores on task (initiating structure) and relationship (consideration style) orientations than Japanese respondents. While gender is a significant factor in task orientation, results did not demonstrate any differences in the relationship orientations and stress perceptions of these respondents. In this article, literature on Japan and Russian cultures is presented along with practical application, suggestions and implications for future studies. The projected results of this study include better cross-cultural understanding, comparison and assessment of Japanese and Russian leadership by foreign and local organizational members.

scholarly journals Leadership Orientation of Afghan and Japanese Respondents: A Study of “Guzaara” or Getting Along in Asia

2019 ◽  
Vol 11 (1) ◽  
pp. 24-39
Author(s):  
Bahaudin G. Mujtaba
Keyword(s):  
National Culture ◽  
Best Practice ◽  
Work Culture ◽  
Task Orientation ◽  
Asian Countries ◽  
Leadership Orientations ◽  
Working Adults ◽  
Relationship Orientation ◽  
As Relationship ◽  
Relationship Orientations

The purpose of this paper is to analyze the leadership tendencies of Afghan and Japaneserespondents by exploring their task and relationship orientations. While there are many published studies onthe Japanese work culture and leadership practices, research about Afghan working adults is limited. Usingthe Style Questionnaire, this research collected and compared the leadership orientations of 400 respondentsfrom each country based on national culture on the task and relationship-orientation continuums. To deepenthe understanding of Afghan leadership tendencies, we explore their culture of “guzaara” (getting along)practices. Similarly, we discuss the Japanese concept of “ba” (interactive knowledge creation) as one exampleof a best practice that can be benchmarked by others in society. Both Afghanistan and Japan are high-contextcultures; therefore, people are expected to be more relationship-oriented. While respondents from bothcountries do have a stronger focus on their relationships, data shows that Afghans have a significantly higherscore on both the task-orientation as well as relationship-orientation continuums, compared to their Japanesecounterparts. Implications, recommendations and limitations of the study are provided. The findings thatJapanese and Afghan employees are indeed focused on their relationships, and that they have a moderatelyhigh task orientation scores, are useful for managers and expatriates working in these two Asian countries.

Psychometric Definition of Rorschach Determinant Component Structure

1998 ◽  
Vol 14 (2) ◽  
pp. 116-123 ◽  
Author(s):  
Raymond M. Costello
Keyword(s):  
Lower Order ◽  
Three Dimensions ◽  
Comprehensive System ◽  
Empirical Examination ◽  
Component Structure ◽  
Exner's Comprehensive System ◽  
Factor Analytic ◽  
Confirmatory Factor ◽  
Components Analysis ◽  
Definition Of

This is an empirical examination of Experienced Stimulation (es) and Experience Actual (EA) from Exner's Comprehensive System (CS) for Rorschach's Test, spurred by Kleiger's theoretical critique. Principal components analysis, Cronbach's α, and inter-item correlational analyses were used to test whether 13 determinants used to code Rorschach responses (M, FM, m, CF+C, YF+Y, C'F+C', TF+T, VF+V, FC, FC', FV, FY, FT) are best represented as a one, two, or more-dimensional construct. The 13 determinants appear to reflect three dimensions, a “lower order” sensori-motor dimension (m + CF+C + YF+Y + C'F+C' + TF+T + VF+V) with a suggested label of Modified Experienced Stimulation (MES), a “higher order” sensori-motor dimension (FM + FV + FY + FT) with a suggested label of Modified Experience Potential (MEP), and a third sensori-motor dimension (M+FC+FC') for which the label of Modified Experience Actual (MEA) is suggested. These findings are consistent with Kleiger's arguments and could lead to a refinement of CS constructs by aggregating determinants along lines more theoretically congruous and more internally consistent. A RAMONA model with parameters specified was presented for replication attempts which use confirmatory factor analytic techniques.

Fit and Congruency

2019 ◽  
Vol 18 (3) ◽  
pp. 148-156
Author(s):  
Mary Hogue ◽  
Lee Fox-Cardamone ◽  
Deborah Erdos Knapp
Keyword(s):  
Role Theory ◽  
Social Role ◽  
Gender Diversity ◽  
Job Fit ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Working Adults ◽  
Role Congruity ◽  
Self Selection ◽  
Selection Of

Abstract. Applicant job pursuit intentions impact the composition of an organization’s applicant pool, thereby influencing selection outcomes. An example is the self-selection of women and men into gender-congruent jobs. Such self-selection contributes to a lack of gender diversity across a variety of occupations. We use person-job fit and the role congruity perspective of social role theory to explore job pursuit intentions. We present research from two cross-sectional survey studies (520 students, 174 working adults) indicating that at different points in their careers women and men choose to pursue gender-congruent jobs. For students, the choice was mediated by value placed on the job’s associated gender-congruent outcomes, but for working adults it was not. We offer suggestions for practitioners and researchers.

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