Cultural Intelligence and Offshore Outsourcing Success: A Framework of Firm‐Level Intercultural Capability*

This article discusses the importance of firm‐level cultural intelligence in the context of international business ventures such as offshoring. We identify the recent movement toward global delivery models in offshoring ventures as the strategic imperative for offshoring partners to acquire and develop firm‐level cultural intelligence. Drawing on Earley and Ang's (2003) conceptualization of cultural intelligence and the resource based view of the firm, we develop a conceptual framework of firm‐level cultural intelligence. The framework comprises three dimensions of intercultural capabilities of the firm: managerial, competitive, and structural. We propose items to measure these three dimensions and discuss theoretical and managerial implications.     

A Saul Alinsky primer for the 21st century: The roles of cultural competence and cultural brokerage in fostering mobilization in support of change

How can a proponent of change mobilize groups and organizations in support of a common project? Building on an extensive review of social movement theorizing and action, we argue that shared interests, network connections, the availability of resources, and the emergence of political, market and corporate opportunities (the standard topics discussed in extant literature) may be necessary, but are often insufficient for spurring mobilization. Conversely, cultural factors such as frames, identities, or practices are essential. Their presence can facilitate coordinated action even among unlikely allies, and their absence can prevent such action. Inspired by the work of Saul Alinsky (1909–1972), along with contemporary illustrations, we construct a two-step model of the role of culture in mobilizing for change. We bring attention to a change proponent’s cultural competence – skill in appreciating the different cultural meanings and values of those involved in a particular project of change – and cultural brokerage – skill in bridging and negotiating among actors with different cultural repertoires, to reach a temporary truce or covenant. We focus on two types of activities that define cultural brokerage, integration and redefinition, and apply them to the cultural factors of frames, identities, and/or practices. Our paper contributes to contemporary research on social movements, institutional theory, and cultural sociology.     

Context,Cultural Bias,and Health Risk Perception: The “Everyday” Nature of Pesticide Policy Preferences in London,Calgary, and Halifax

Risk perception and the cultural theory of risk have often been contrasted in relation to risk‐related policy making; however, the local context in which risks are experienced, an important component of everyday decision making, remains understudied. What is unclear is the extent to which localized community beliefs and behaviors depend on larger belief systems about risk (i.e., worldviews). This article reports on a study designed to understand the relative importance of health risk perceptions (threat of harm); risk‐related worldviews (cultural biases); and the experiences of local context (situated risk) for predicting risk‐related policy preferences regarding cosmetic pesticides. Responses to a random telephone questionnaire are used to compare residents’ risk perceptions, cultural biases, and pesticide bylaw preferences in Calgary (Alberta), Halifax (Nova Scotia), and London (Ontario), Canada. Logistic regression shows that the most important determinants of pesticide bylaw preference are risk perception, lack of benefit, and pesticide “abstinence.” Though perception of health risk is the best single predictor of differences in bylaw preferences, social factors such as gender and situated risk factors like conflict over chemical pesticides, are also important. Though cultural biases are not important predictors of pesticide bylaw preference, as in other studies, they are significant predictors of health risk perception. Pesticide bylaw preference is therefore more than just a health risk perception or worldview issue; it is also about how health risk becomes situated—contextually—in the experiences of residents’ everyday lives.     

组织文化演变驱动力的实证研究

组织文化是组织战略性竞争优势的重要组成部分。在前人研究的基础上,本文首先区分了组织文化变革两种类型——改革与演变,并以组织文化演变为研究对象,进一步提出驱动组织文化演变的三种驱动力——组织任务环境变化、组织内部环境变化和组织成员参与程度,通过结构方程模型就三种驱动力对组织文化演变的作用及三种驱动力之间的关系进行实证研究。研究结论表明,组织内部环境变化对组织文化演变起正向作用,组织任务环境变化对组织文化演变起负向作用,组织员工参与程度通过组织内部环境变化这一中介变量,对组织文化演变起正向作用。     

Consumer Trust in Food Safety—A Multidisciplinary Approach and Empirical Evidence from Taiwan

Food scandals that happened in recent years have increased consumers' risk perceptions of foods and decreased their trust in food safety. A better understanding of the consumer trust in food safety can improve the effectiveness of public policy and allow the development of the best practice in risk communication. This study proposes a research framework from a psychometric approach to investigate the relationships between the consumer's trust in food safety and the antecedents of risk perceptions of foods based on a reflexive modernization perspective and a cultural theory perspective in the hope of benefiting the future empirical study. The empirical results from a structural equation modeling analysis of Taiwan as a case in point reveal that this research framework based on a multidisciplinary perspective can be a valuable tool for a growing understanding of consumer trust in food safety. The antecedents in the psychometric research framework comprised reflexive modernization factors and cultural theory factors have all been supported in this study except the consumer's perception of pessimism toward food. Moreover, the empirical results of repeated measures analysis of variance give more detailed information to grasp empirical implications and to provide some suggestions to the actors and institutions involved in the food supply chain in Taiwan.     

Offshoring and Cross‐Border Interorganizational Relationships: A Justice Model*

In this article, we develop an interorganizational justice model to explain cross‐border interorganizational relationships. The model contends that cultural distance (construed as the cultural differences between offshoring partners) would influence behavioral uncertainty and the boundary spanners' perceptions of justice. Specifically, the model predicts that high levels of behavioral uncertainty are likely to reduce relational commitment, whereas low levels of behavioral uncertainty are likely to enhance relational commitment. However, boundary spanners' perceptions of distributive, procedural, and interactional justice would mitigate the negative impact of behavioral uncertainty on relational commitment. The model also predicts that culturally similar boundary spanners would be more likely to share similar perceptions of distributive, procedural, and interactional justice than culturally dissimilar boundary spanners. This model has implications for further theoretical discussion and empirical research as well as management practice. Managers could use the interorganizational justice model to assess shared perceptions of justice among boundary spanners and develop transcultural justice competencies.     

Globalization and cultural change in international business research

The four articles in this special issue invite the reader to reflect on the impact of global business on values, ideas, and ethics around the world. In this comment, I advance four arguments that question assumptions regarding the impact of global business on culture. First, national cultures are not homogeneous and the impact of globalization on heterogeneous cultures is not easily predicted. Second, culture is not the same as cultural practice. The spread of practice does not equate with the spread of culture. Third, globalization does not represent a rupture with the past but is a continuation of prior trends. Fourth, globalization is only one of many processes involved in cultural change. By questioning these assumptions, we can build on the work of the authors of this special issue in order to develop a more accurate understanding of cultural change around the world.     

A contrarian view: Culture and participative management

Managers from fourteen countries describe the level of subordinate participation they would employ in thirty decision-making situations. Culture differences exist in the level of autocratic/democratic behavior managers display. However, within-country (person) differences exceed between-county (culture) differences. Importantly, systematic within-person differences also exist and indicate that managers are more similar in their participative behavior than they are different. The over-attribution of behavior to cultural causes is discussed.     

从跨文化角度看旅游饮食的汉英翻译

With China' s accession to the WTO and the success of 2008 Olympic Games in Beijing, China' s tourism industry has entered a new stage of development. This thesis introduces the cultural features of tourist diet, and attempts to employ Susan Bassnett' s cultural translation theory in analyzing the C-E translation of tourist diet with the purposes of surveying cultural information that is heavily loaded in tourist diet. The author attempts to propose some practical techniques for their translation, and it is also suggested that the translator should flexibly choose to apply these techniques according to the cultural connotation of dish names.     

Decision Sciences Research in China: A Critical Review and Research Agenda—Foundations and Overview*

This article focuses on decision sciences research in China, providing an overview of current research and developing a foundation for future China‐based research. China provides a unique research opportunity for decision sciences researchers, owing to its recent history, rapid economic development, and strong national culture. We examine recent economic reforms and their impact on the development of research questions in the decision sciences, as well as discuss characteristics of the diverse regions in China and their potential as sites for various types of research. We provide a brief overview of recent China‐based research on decision sciences issues relating to national culture, supply chain management, quality management, production planning and control, operations strategy, and new product development and discuss some of the unique methodological challenges inherent in China‐based research. We conclude by looking forward to emerging research opportunities in China.     

When in Rome: Intercultural learning and implications for training

Learning requires acquiring and using knowledge. How do individuals acquire knowledge of another culture? How do they use this knowledge in order to operate proficiently in a new cultural setting? What kinds of training would foster intercultural learning? These questions have been addressed in many literatures of applied and basic research, featuring disparate concepts, methods and measures. In this paper, we review the insights from these different literatures. We note parallels among findings of survey research on immigrants, expatriate managers, and exchange students. We also draw on experiment-based research on learning to propose the cognitive processes involved in intercultural learning. In the first section, we focus on acquiring cultural knowledge, reviewing longstanding literatures on immigrant acculturation and expatriate adjustment investigating antecedents of intercultural adjustment and performance. In the second section, we focus on displaying proficiency, examining how newcomers to a cultural setting deploy their knowledge of it in order to adjust their behavior and judgments. We draw upon findings about individual differences and situational conditions that predict performance to suggest training for optimal use of cultural knowledge by adapting behaviors and judgments according to situational factors.     

The negative can be positive for cultural competence

The trend of globalization has provoked a wide discussion with regard to cultural competence. In studies regarding cultural competence, researchers have often focused on the positive aspect in order to acquire insights and implications for other practitioners. However, intercultural dynamics involve multiple individuals with diverse backgrounds, for whom these positive aspects convey only a part of their cultural competence. Whereas, in the literature, individuals' negative feelings are often treated as problems that need to be solved and cured, the purpose of this article is to elaborate on the need to include individuals' reactions and emotional feelings in research regarding cultural competence.     

跨国并购中文化整合的流程设计与模式选择

企业在跨国并购活动中,面临着民族文化与企业文化双重差异的影响和挑战.能否做好文化的整合与创新,直接关系到跨国并购的成败.本文试就文化整合与跨国并购的关系、文化整合的流程设计、模式选择等问题进行探讨,以期对我国企业的跨国并购实践有所启示.     

“A 30% Chance of Rain Tomorrow”: How Does the Public Understand Probabilistic Weather Forecasts?

The weather forecast says that there is a "30% chance of rain," and we think we understand what it means. This quantitative statement is assumed to be unambiguous and to convey more information than does a qualitative statement like "It might rain tomorrow." Because the forecast is expressed as a single-event probability, however, it does not specify the class of events it refers to. Therefore, even numerical probabilities can be interpreted by members of the public in multiple, mutually contradictory ways. To find out whether the same statement about rain probability evokes various interpretations, we randomly surveyed pedestrians in five metropolises located in countries that have had different degrees of exposure to probabilistic forecasts--Amsterdam, Athens, Berlin, Milan, and New York. They were asked what a "30% chance of rain tomorrow" means both in a multiple-choice and a free-response format. Only in New York did a majority of them supply the standard meteorological interpretation, namely, that when the weather conditions are like today, in 3 out of 10 cases there will be (at least a trace of) rain the next day. In each of the European cities, this alternative was judged as the least appropriate. The preferred interpretation in Europe was that it will rain tomorrow "30% of the time," followed by "in 30% of the area." To improve risk communication with the public, experts need to specify the reference class, that is, the class of events to which a single-event probability refers.     

Risk Information Seeking and Processing About Particulate Air Pollution in South Korea: The Roles of Cultural Worldview

This study integrates cultural theory of risk into the risk information seeking and processing model in the context of particulate air pollution in South Korea. Specifically, it examines how cultural worldviews (hierarchy, individualism, egalitarianism, and fatalism) influence the way people interpret risk about an environmental risk, which may in turn promote or deter their information seeking and processing about the risk. An online survey (N = 645) showed that egalitarianism was positively associated with perceptions of societal and personal risks, affective responses toward the risk, and informational subjective norms. Perceived societal risk, in particular, mediated the effect of egalitarianism on information insufficiency. Moreover, cultural worldview was a significant moderator of the relationships between information insufficiency and risk information seeking and processing. The positive relationship between information insufficiency and information seeking grew stronger with increasing egalitarianism. In contrast, the negative relationship between information insufficiency and heuristic processing was strengthened with increasing hierarchy. This study extends prior theories and models in risk communication by addressing the roles of cultural worldview, an important individual difference factor in interpreting environmental risks.     

Culture and leadership: women in nonprofit and for-profit leadership positions within the European Union

Research has shown that women commonly hold positions of leadership within nonprofit organizations, while men typically hold the leadership positions within for-profit organizations. However, little research on women's leadership roles has been conducted within European Union countries. The purpose of this article is to examine women's leadership positions within nonprofit and for-profit organizations within the European Union and, using Hofstede's Cultural Dimensions Theory, to further investigate a potential correlation between national culture and female leadership. Fifty-one companies were examined based on type, country characteristics and gender dominance. A significant difference was found between organization type (nonprofit/for-profit) and organizational dominance (masculine/feminine). The findings suggest that the European Union has patterns of gendered leadership positions similar to patterns found previously in the USA. However, countries that were characterized as feminine had more than expected nonprofit organizations, while masculine countries had more for-profit organizations.     

母子公司文化控制与子公司效能研究

集团文化控制是指集团公司通过愿景、共同信念控制子公司.本研究通过专家访谈,构建了中国情境下的文化控制量表,包括文化培训和沟通、共同价值观、协作和融合、制度一致性四个维度.实证结果表明,整体而言母子公司文化控制程度越高,子公司效能越高;子公司行业类型对文化控制与子公司效能的关系产生影响,且新兴行业比传统行业的影响更加显著.     

The impact of distance on acquisition performance

A challenge in interpreting research is that the construct of ‘distance’ has multiple dimensions that influence acquisition performance. We expand Ghemawat's (2001) typology of distance with its dimensions of cultural, administrative, geographic, and economic distance (CAGE) from a review of 61 empirical research studies of how distance affects acquisition performance. We identify different impacts of distance dimensions on acquisition performance to find that distance dimensions are interdependent. As a result, context matters, when considering the impact of distance on acquisition performance. Supporting institutional theory, the direction of distance may matter, as the results may be different for acquirers in developed and emerging economies. Additional implications for research and management practice are identified.     

Contextualizing Cultural Orientation and Organizational Citizenship Behavior

This research attempts a more contextualized approach to examining organizational citizenship behavior (OCB). Borrowing from theory in international and cross cultural management as well as organizational behavior, context is conceptualized as multi-level and as a shaper of meaning and variability in employee citizenship behaviors. By centralizing the unique socio-cultural, political and historical national context (i.e., omnibus context) of Lebanon at the core of our theorizing, we hypothesize, contrary to previous research, a positive relationship between idiocentrism and employee engagement in organizational citizenship behaviors. Furthermore, we explore the influence that unit level OCB (i.e., discrete context) has on the idiocentrism–OCB relationship. Our analysis confirms the positive relationship between idiocentrism and OCB in this unique context. In addition, our cross-level analysis suggests that in workgroups with higher levels of unit level OCB, idiocentrism is more strongly related to employee engagement in OCB. The findings highlight the value added in contextualizing research on OCB and employee behavior in general.     

中国区域消费差异的二维研究

本文通过对全国各地1120名消费者的实证分析发现,中国各地区在“接受外部文化”和“敢于花钱”两个消费文化价值维度上存在着地区差异。研究还发现,中国消费者可分为四种消费形态:保守型、前卫型、理财型、乐天型,通过统计分析找到了四种消费形态在中国各地区的分布情况。文章最后还讨论了本研究结论对企业营销实践的启示。