Exploring the Influence of Cultural Intelligence on the Cross-Cultural Adaptation of Chinese Expatriate Workers:A Phenomenological Analysis

This study delves into the experiences of a small section of Chinese expatriate workers in the UAE, investigating the roles of Guanxi and cultural acclimatisation as critical adjustment factors. Using a phenomenological technique, we explore the influence of cultural intelligence on the cross-cultural adaptation of workers in the construction sector. As part of a more extensive study, the initial findings suggest that Chinese migrants resort to reconnecting with their families back home to mitigate the linguistic and cultural challenges faced whilst abroad. At the same time, feelings of isolation and loneliness were dealt with through recreational activities and building social capital

Face-saving and Seasonal Gifts: Analysis of Cultural Exchanges in the Confucian Market Place

Contrasting views on whether gifts are undervalued or overvalued have featured in the Western literature. Most previous studies point to gift undervaluation, which leads to receivers re-gifting or returning what they have received from their loved ones. This study takes the discussion further by investigating the existence of Deadweight Loss (DWL) in gifts received during Valentine's Day. The study finds no evidence of DWL in the assessment of gifts, although, face-saving plays a role in the evaluation of cash-gifts. The absence of DWL in the valuation of gifts significantly implies that post-purchase returns of unwanted gifts are unlikely in the context of Vietnamese Valentine's gifts. Keywords: face-saving, Vietnam economy, psychological marketing, Valentine gifts, Lunar New Year JEL Classifications: M2, M3, D91 DOI: https://doi.org/10.32479/irmm.1120

Making HRM curriculum relevant – a hypothetical practitioners’ guide

Purpose - Despite business schools teaching human resources management (HRM) for several decades, the skill set of graduates today fails to match the requirements of the industry. Although some attempt has been made to make the HRM curricula relevant, in most cases, a large gap exists between the subject, its assessment and the industry demands. The purpose of this paper is to illustrate the changing trends in the field of HR and present ideas that will guide modern HRM curriculum development. Design/methodology/approach - The paper draws on professional experience of the authors in teaching and developing HR curricula as well as literature illustrations from work-based learning. Findings - To achieve relevancy, HR curricula need to focus more on professional work-based skills that are pertinent to the contemporary workplace and re-structure exam formats to be in line with skills required in the HR profession. Research limitations/implications - There is an opportunity to test the ideas expressed in this paper empirically; this can normally be done through a triad focus group including employers, students and teachers. Originality/value - The paper is predicated on the mismatch between the teaching and assessment of some HR subjects and the needs of the contemporary HR profession

Measuring Employee Happiness in the UAE – Integrating Organisational Data into the National Statistics

Measuring happiness is a complicated process as the concept of happiness cannot be universally defined, collectively experienced or scientifically measured. Further, the lag between when happiness is experienced and when a happiness research report is produced makes intervention efforts ineffective and occasionally redundant. In the current literature, confusions exist in terms of definitions of happiness, well-being and whether Gross Domestic Product (GDP) is an accurate measure of a nation's development. Within the organisational context however, little research is carried out on happiness leading whilst at the practical level, some nations including the United Arab Emirates and Bhutan, are currently promoting several happiness initiatives in order to become a happier nation and, perhaps, influence the country's productivity. We have proposed a simple data collection approach at the organisational level that will collect daily happiness data per each employee. The micro data collection process is different from the big data normally gathered by the state departments in the sense that it is timely, captures the individualized account of happiness which, we recommend, should be correlated with organisational productivity and fed into the overall national statistics on Gross National Product (GNP) and public well-being. Keywords: Organisational Happiness; Happiness Index; Gross National Happiness; UAE Happiness; Productivity and Happiness. JEL Classifications: J24, E71, N35 DOI: https://doi.org/10.32479/irmm.969

Conceptualising the identity of Third Culture Adults (TCAs) in the GCC:implications for labour markets and organisations

Although some studies have explored the phenomenon of Third Cultures, including TCKs and ATCKs, there is seemingly a category of identities that have not been clearly accounted for. Third Culture Adults (TCAs) have a distinct socio-psychological identity that emanates partly from migrants choosing a host nation as a long-term residence for themselves and their offspring. This paper espouses the concept of TCAs as a discrete identity that results from events and experiences among long-term settlers and provides the basis for future discourse and research to enable a more precise understanding of the TCA concept and its implications for labour markets