FIGURATIVENESS OF ZOONYMS IN ENGLISH AND UZBEK LANGUAGES

A major challenge for multinational companies is to motivate employees with different individual cultural characteristics and national cultures to share knowledge. Although comparative studies across different countries have been conducted, little is known about the effects of individual cultural differences in this context. The purpose of this study is to investigate the effects of individual and national cultures in knowledge sharing. The individual cultural characteristics of power distance, individualism/collectivism, and uncertainty avoidance are incorporated into the model as antecedents of knowledge-sharing motivations (organizational rewards, image, and reciprocal benefits). National cultural differences are examined by subjects conducted in the U.S. and China. Results show that power distance is significantly related to reciprocal benefits for the U.S. but not for China. Individualism/collectivism is related to organizational rewards and image for the U.S. but not for China, while individualism/collectivism is significantly related to reciprocal benefits for China but not for the U.S. Uncertainty avoidance is significantly related to reciprocal benefits for the U.S. but not for China. This study provides knowledge-sharing practices and managements for multinational companies attempting to motivate U.S. and Chinese employees to share knowledge.

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The Effects of Individual and National Cultures in Knowledge Sharing

Information Diffusion Management and Knowledge Sharing ◽

10.4018/978-1-7998-0417-8.ch025 ◽

2020 ◽

pp. 513-532

Author(s):

Yu-Wei Chang ◽

Ping-Yu Hsu ◽

Wen-Lung Shiau ◽

Yun-Shan Cheng

Keyword(s):

Knowledge Sharing ◽

Cultural Differences ◽

Power Distance ◽

Multinational Companies ◽

Uncertainty Avoidance ◽

Cultural Characteristics ◽

National Cultures ◽

Organizational Rewards ◽

The Individual ◽

The U.S

A major challenge for multinational companies is to motivate employees with different individual cultural characteristics and national cultures to share knowledge. Although comparative studies across different countries have been conducted, little is known about the effects of individual cultural differences in this context. The purpose of this study is to investigate the effects of individual and national cultures in knowledge sharing. The individual cultural characteristics of power distance, individualism/collectivism, and uncertainty avoidance are incorporated into the model as antecedents of knowledge-sharing motivations (organizational rewards, image, and reciprocal benefits). National cultural differences are examined by subjects conducted in the U.S. and China. Results show that power distance is significantly related to reciprocal benefits for the U.S. but not for China. Individualism/collectivism is related to organizational rewards and image for the U.S. but not for China, while individualism/collectivism is significantly related to reciprocal benefits for China but not for the U.S. Uncertainty avoidance is significantly related to reciprocal benefits for the U.S. but not for China. This study provides knowledge-sharing practices and managements for multinational companies attempting to motivate U.S. and Chinese employees to share knowledge.

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National Culture on Knowledge Sharing in the U.S. and China

Advances in Library and Information Science - Novel Theories and Applications of Global Information Resource Management ◽

10.4018/978-1-7998-1786-4.ch004 ◽

2020 ◽

pp. 81-108

Author(s):

Yu-Wei Chang ◽

Ping-Yu Hsu ◽

Wen-Lung Shiau

Keyword(s):

Knowledge Sharing ◽

Cultural Differences ◽

National Culture ◽

Power Distance ◽

Multinational Companies ◽

Cultural Characteristics ◽

Management Implications ◽

National Cultures ◽

Organizational Rewards ◽

The U.S

A major challenge for multinational companies is how to motivate employees with different individual cultural characteristics and national cultures to share knowledge. The purpose of this study is to investigate the effects of individual and national cultures on knowledge sharing. Individual cultural characteristics are incorporated into the model as antecedents of knowledge-sharing motivations (organizational rewards, image, and reciprocal benefits). National cultural differences are examined by conducting studies with subjects in the U.S. and China. The results show that power distance is significantly related to reciprocal benefits in the U.S. but not in China. Individualism/collectivism is related to organizational rewards and image in the U.S. but not in China, while individualism/collectivism is significantly related to reciprocal benefits in China but not in the U.S. Uncertainty avoidance is significantly related to reciprocal benefits in the U.S. but not in China. This study provides knowledge-sharing practices and management implications for multinational companies.

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International Law and the Totalitarian States

American Political Science Review ◽

10.2307/1948078 ◽

1941 ◽

Vol 35 (4) ◽

pp. 738-743

Author(s):

Quincy Wright

Keyword(s):

International Law ◽

Classical Antiquity ◽

Educational Institutions ◽

Maritime Trade ◽

Domestic Economy ◽

Cultural Characteristics ◽

National Cultures ◽

The Law ◽

At Will

International law has assumed that states are independent and free to vary their national cultures and institutions at will. It permits them to organize their domestic economy, culture, opinion, and polity in a totalitarian way if they see fit. In fact, however, international law developed among states which had many cultural characteristics in common. It was originally the law governing the relations of the Christian states of Europe, all with a tradition reaching back into medieval Christendom and classical antiquity, and united by practices of maritime trade, and by commercial, religious, and educational institutions. The potential totalitarianism which the law allowed was not in fact realized because of moral and practical inhibitions. Governments wished to observe the universal mores, and even if they had not, they lacked the technical, administrative, and political means which modern despots have utilized so effectively to override these mores in the interests of concentrated power.

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An Application of the HFACS Method to Aviation Accidents in Africa

Aviation Psychology and Applied Human Factors ◽

10.1027/2192-0923/a000093 ◽

2016 ◽

Vol 6 (1) ◽

pp. 33-38 ◽

Cited By ~ 4

Author(s):

Isaac Munene

Keyword(s):

Human Factors ◽

Physical Environment ◽

Human Factor ◽

Flight Training ◽

African Countries ◽

Causal Factors ◽

Aviation Accidents ◽

Factors Analysis ◽

Adverse Weather ◽

Decision Errors

Abstract. The Human Factors Analysis and Classification System (HFACS) methodology was applied to accident reports from three African countries: Kenya, Nigeria, and South Africa. In all, 55 of 72 finalized reports for accidents occurring between 2000 and 2014 were analyzed. In most of the accidents, one or more human factors contributed to the accident. Skill-based errors (56.4%), the physical environment (36.4%), and violations (20%) were the most common causal factors in the accidents. Decision errors comprised 18.2%, while perceptual errors and crew resource management accounted for 10.9%. The results were consistent with previous industry observations: Over 70% of aviation accidents have human factor causes. Adverse weather was seen to be a common secondary casual factor. Changes in flight training and risk management methods may alleviate the high number of accidents in Africa.

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