scholarly journals National culture and the distribution of foreign aid

2021 ◽  
Vol 10 (4) ◽  
pp. 359-368
Author(s):  
Phuong-Tra Vu ◽  
Phung Bao Ngoc Van
Keyword(s):  
Foreign Aid ◽  
National Culture ◽  
High Power ◽  
Power Distance ◽  
Foreign Assistance ◽  
The Other ◽  
High Power Distance ◽  
Individualistic Culture ◽  
The Relationship ◽  
High Uncertainty

This paper investigates the relationship between a country’s national culture and the level of aid it grants to other countries. We rely on Hofstede’s culture framework to quantify national culture and find that national culture and aid are significantly related. Specifically, we show that countries having high power distance, high masculinity and high uncertainty avoidance cultures appear to refrain from engaging in foreign assistance programmes. On the other hand, high individualistic-culture countries tend to provide greater levels of foreign aid. Overall, the results imply that national culture matters in shaping the donation behaviour of aid providers.

scholarly journals The influence of national culture on organizational subcultures and leadership styles in Serbian enterprises: An empirical analysis

Sociologija ◽  
2003 ◽  
Vol 45 (4) ◽  
pp. 317-346 ◽  
Author(s):  
Dusan Mojic
Keyword(s):  
Leadership Styles ◽  
National Culture ◽  
High Power ◽  
Power Distance ◽  
Cultural Influences ◽  
Managerial Behavior ◽  
National Cultures ◽  
Organizational Subcultures ◽  
High Power Distance ◽  
High Uncertainty

The main intention of this study was to analyze cultural influences on leadership styles and organizational subcultures in Serbian enterprises. Hofstede's well-known research about national cultures has been used as the theoretical framework for examining the above-mentioned organizational phenomena. The results of the study confirmed earlier findings about national culture in Serbia, which is characterized by high Power Distance, high Uncertainty Avoidance, strong Collectivism and, mostly, "feminine" values. As for leadership, the study reveals that authoritative style is absolutely prevailing pattern of managerial behavior in Serbian enterprises.

scholarly journals Employee stress and the implication of high-power distance culture: empirical evidence from Nigeria's employment terrain

2020 ◽  
Vol 42 (6) ◽  
pp. 1381-1400
Author(s):  
Emeka Smart Oruh ◽  
Chianu Dibia
Keyword(s):  
High Power ◽  
Power Distance ◽  
Work Life ◽  
Work Environments ◽  
Content Type ◽  
Work Overload ◽  
Work Related ◽  
High Power Distance ◽  
Employee Stress ◽  
The Relationship

PurposeThis paper explores the link between employee stress and the high-power distance (HPD) culture in Nigeria. The study context is the banking and manufacturing sectors in Nigeria, which have a history of exploitation, unconducive work environments to productivity, work-life imbalance, work overload, burnout and employee stress.Design/methodology/approachUsing a qualitative, interpretive methodology, this article adopts a thematic analysis of data drawn from semi-structured interviews with 24 managerial and non-managerial workers to explore the process by which Nigerian manufacturing and banking sectors' work (mal)practices go unchallenged, thereby triggering and exacerbating employees' stress levels.FindingsThe study found that the high power distance culture promotes a servant-master relationship type, making it impossible for employees to challenge employers on issues relating to stressors such as work overload, unconducive work environments, work-life imbalance and burnout, thereby exacerbating their stress levels in a country in which stress has become a way of life.Research limitations/implicationsResearch on the relationship between employee stress and HPD culture is relatively underdeveloped. This article sheds light on issues associated with stressors in Nigeria's human resource management (HRM) and employment relations practices. The link between the inability of employees to challenge these stressors (which are consequences of an HPD culture) and increased employee stress has substantial implications for employment and work-related policies and practices in general. The study is constrained by the limited sample size, which inhibits the generalisation of its findings.Originality/valueThe article adds to the scarcity of studies underscoring the relationship between high-power distance and the inability of employees to challenge work-related stressors as a predictor of employee stress and a mediator between workplace practices and employee stress, particularly in the emerging economies.

scholarly journals A study of the relationship between exit, voice, loyalty and neglect and commitment in India

2010 ◽  
Vol 63 (3) ◽  
pp. 349-369 ◽  
Author(s):  
Kamel Mellahi ◽  
Pawan S Budhwar ◽  
Baibing Li
Keyword(s):  
High Power ◽  
Power Distance ◽  
Past Research ◽  
Organizational Level ◽  
Western Countries ◽  
The Past ◽  
High Power Distance ◽  
The Relationship

Drawing on exit, voice, loyalty and neglect (EVLN) literature, this study examines direct and interactive associations between organizational-level commitment and team-level commitment and the use of EVLN by managers in India. The study is based on a survey of 200 managers and supervisors from seven Indian firms. The findings on the use of voice are consistent with the past research in Western countries, but challenge the prevailing assumption about the use of voice in high power distance societies. The results also indicate that team-level commitment moderates the association between organizational-level commitment and the use of EVLN.

scholarly journals POWER DISTANCE AS A MODERATOR OF THE RELATIONSHIP BETWEEN ORGANISATIONAL JUSTICE AND JOB SATISFACTION

2021 ◽  
Vol 28 ◽  
Author(s):  
Azman Ismail ◽  
Noor Azmi Mohd Zainol ◽  
Hilmi Azani Husain ◽  
Nurshahira Ibrahim ◽  
Yusof Ismail
Keyword(s):  
Job Satisfaction ◽  
Distributive Justice ◽  
Low Power ◽  
Procedural Justice ◽  
High Power ◽  
Power Distance ◽  
Survey Method ◽  
Organisational Justice ◽  
High Power Distance ◽  
The Relationship

Lacking awareness of appropriate type of power to apply might cause top management to implement equitable practices that fail to produce job satisfaction among subordinates. This study attempts to assess the relationship between organisational justice, power distance and job satisfaction among employees of Selangor Office of State secretary, Malaysia. It employed a survey method to gather data from the employees. The SmartPLS is used to evaluate the psychometric properties of the survey data and test the research hypotheses. The results of SmartPLS path model analysis revealed two important findings: First, the interaction between distributive justice and low power distance was significantly correlated with job satisfaction. Second, the interaction between procedural justice and high-power distance was significantly correlated with job satisfaction. This outcome confirms that the relationship between distributive justice and job satisfaction is moderated by low power distance, while the relationship between procedural justice and job satisfaction is moderated by high power distance. Further, significant recommendations from this study can help practitioners to understand diverse perspectives of power distance and draw up cross-cultural management plans to enable their human resource to contribute towards the attainment of the organisation’s vision and missions.  

scholarly journals National Culture and Tax Avoidance of Multinational Corporations

2019 ◽  
Vol 11 (24) ◽  
pp. 6946
Author(s):  
Ji Seon Yoo ◽  
Ye Ji Lee
Keyword(s):  
Multinational Corporations ◽  
National Culture ◽  
Power Distance ◽  
Tax Avoidance ◽  
Uncertainty Avoidance ◽  
Cultural Dimensions ◽  
High Power Distance ◽  
Low Uncertainty ◽  
High Uncertainty

This study tests the role of national culture in tax avoidance by multinational corporations (MNCs). Hofstede’s four cultural dimensions are used to measure cultural differences across countries: uncertainty avoidance, individualism, masculinity, and power distance. The empirical results of the study imply that MNCs headquartered in countries with low uncertainty avoidance, low individualism, high masculinity, and low power distance engage in a higher level of tax avoidance than MNCs in countries with high uncertainty avoidance, high individualism, low masculinity, and high power distance. In addition, the cultural features of the parent company generally have a stronger influence on group-level tax avoidance than those of its subsidiaries. This study contributes to the literature by presenting empirical evidence of culture as a determinant of tax avoidance by MNCs.

Remediation of the challenges of reporting corporate scandals in governance

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sam Kris Hilton ◽  
Helen Arkorful
Keyword(s):  
High Power ◽  
Power Distance ◽  
Code Of Conduct ◽  
Primary Data ◽  
Governance System ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Corporate Scandals ◽  
High Power Distance

Purpose The barrage of corporate scandals has become pervasive such that it collapsed high-profile organizations worldwide. Prior studies show that reporters of corporate scandals encounter a number of challenges which discourages them from disclosing wrongful acts to appropriate authorities to effect action. Thus, this study aims to examine the remediation of the challenges of reporting corporate scandals in governance. Design/methodology/approach The study used cross-sectional survey design. Primary data was obtained from 400 employees of selected organizations and analyzed using descriptive statistics, correlation and regression techniques in Statistical Package of Social Science. Findings The results confirm that reporters of corporate scandals are confronted with challenges such as victimization, fear, suspension/dismissal, sideline and high power distance. However, these challenges can be remediated through award, code of conduct, free expression, participation/consultation and safeguard regulations to encourage and protect reporters of corporate scandals. Practical implications The findings imply that there should be an award scheme for reporters, and this must be made known to all employees. Furthermore, code of conduct for employees should include reporting of scandals together with its associated benefits and sanctions. Also, organizations would have to practice consultative/participatory governance system to minimize the effect of high power distance. Finally, regulations should be enacted and enforced to safeguard reporters of corporate scandals. Originality/value This research consolidated the challenges associated with reporting corporate scandals and provides remedies to curtail such challenges so as to encourage employees to report corporate scandals.

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