Job Allocations as Cultural Sorting in a Culturally Diverse Organizational Context

This study addresses the inadequacy of the career and diversity literatures in explaining the dynamics of job allocations in a culturally diverse organizational context. In order to better understand this topic, we conducted a qualitative study involving personal interviews with 50 Emiratis and international employees who worked in managerial positions in the United Arab Emirates (UAE). The purpose of the study was to explore the unique challenges associated with managing a culturally diverse workforce and explore the role of culture in allocating jobs among employees with diverse cultural backgrounds. Despite the perceived value of having a culturally diverse workforce, our findings indicate a lack of effective diversity management strategies for dealing with challenges and issues associated with a high level of cultural diversity in the participating organizations. This study provides insights into the impact of cultural/nationality-based stereotypes on job allocations as well as on organizational outcomes. Based on the findings, we discussed implications for research and practice and as well as for policy makers

Editorial: Entrepreneurship and Innovation in a Global Context

Ever since Sir Tim Berners-Lee invented the World Wide Web in 1989, the world is revolutionized in ways of communications and social networking. Now technology advancement drives transformation around the world with fastened speed of globalization, allowing more companies achieving globalization and recognize cross-cultural, cross-national, cross-disciplinary opportunities to create new value-added activities. Technology advancement such as the fourth industrial revolution will inevitably transform the ways in which we live, work and interact with one another. As such, we need to embrace technology changes and examine the evolving domain of international entrepreneurship (IE) research and identify where the gaps are in our current knowledge and suggest directions for future research

The Interaction Between Learning Styles, Ethics Education, and Ethical Climate

The purpose of this paper is to investigate how learning styles and learning spaces interact to stimulate deep learning. Specifically the paper investigated the interaction of learning styles with ethics education and the ethical climate to influence the likelihood of engaging in ethical behavior

Organizational Justice and Fairness in China: An Inductive Analysis of the Meaning and Dimensions

Taking an inductive approach, we examined the meaning and dimensionality of the organizational justice construct in the People\u27s Republic of China. By triangulating qualitative data from in-depth interviews and structured open-ended surveys, we found that organizational justice and organizational fairness were perceived as distinct constructs in a Chinese context

‘Going through the Mist’: Early Career Transitions of Chinese Millennial Returnees

Over the past decade management practitioners have sought to understand the career expectations of the Millennial generation - those born between 1979 and 1994 (Myers and Sadaghiani, 2010) - who are rapidly becoming a dominant force in the global economy. As workers from the Baby Boomer generation move towards retirement, organization leaders are becoming more interested in understanding how to attract and retain millennial employees most effectively (Walmsley, 2007). A large body of research is devoted to uncovering the career expectations of millennial workers, so that practitioners can better understand them. Findings suggest Millennial have high expectations regarding career success as well as work-life balance and are not loyal to their employers (Hershatter and Epstein, 2010; Ng et al., 2010; Smith, 2010)

Growth of Women-Owned Businesses: The Effects of Intangible Resources and Social Competence

Previous research suggests that women entrepreneurs face many challenges in starting and growing a business. In this study, we examine the relationship of intangible resources and the growth of women-owned businesses. We focus on four intangible resources: social-, human-, and reputational capital, as well as social competence. Using case studies of women entrepreneurs, we found that a woman entrepreneur’s social-, human-, and reputational capital are related to the growth of her business. We alsofound that social competence moderates the social-, human-, and reputational capital – growth relationship in women entrepreneurs

Perceived Employability of Skilled Migrants: A Systematic Review and Future Research agenda

This review examines the perceived employability of skilled migrants (SMs) through an analysis of 88 management and organisational research articles published over 2009-2019 period. We find the extant literature characterised by context-specific studies featuring considerable variety in terms of levels of analysis, theory, and content. Using the notion of perceived employability, key themes in the literature are identified and presented in an integrative framework. The framework encompasses individual, organisational, occupational, and institutional components of the perceived employability of SMs, different forms of work transition and associated mediators (broadening strategies) and moderators (transition conditions). Proposing adoption of process thinking for future research, suggestions regarding the interaction of individual and contextual components of perceived employability and the mediation and moderation mechanisms in the process of work transition are outlined

Understanding the global refugee crisis: managerial consequences and policy implications

The number of refugees is predicted to increase continually this century. We tackle the topic of the global refugee crisis and, in particular, its business and management implications. We investigate the dynamics of refugee integration and settlement processes, and present evidence for the specific challenges associated with the refugee crisis. Drawing on the organizational justice and inclusion literatures, we present the benefits of using organizational justice theory as a template for understanding refugee inclusion and for developing organizational practices and policies that support refugee inclusion. Supporting the UN’s call for more company participation in achieving Sustainable Development Goals, we argue for more active involvement of host country organizations as part of the solution to this global crisis. We also call for greater attention from business and management scholars to issues related to forced migration and refugee inclusion in the workplace. We discuss implications for theory, business practices, and public policies

Self-concept Orientation and Organizational Identification: A Mediated Relationship

Purpose: The purpose of this paper is to test a mediated model of the relationship between self-concept orientation (individualist and collectivist) and organizational identification (OrgID, Cooper and Thatcher, 2010), with proposed mediators including the need for organizational identification (nOID, Glynn, 1998) as well as self-presentation concerns of social adjustment (SA) and value expression (VE, Highhouse et al., 2007). Design/methodology/approach: Data were collected from 509 participants in seven countries. Direct and mediation effects were tested using structural equation modeling (AMOS 25.0). Findings: Individualist self-concept orientation was positively related to VE and collectivist self-concept orientation was positively related to nOID, VE and SA. VE mediated the relationship between both self-concept orientations and OrgID. In addition, nOID mediated the relationship for collectivist self-concept orientation. Practical implications: This study identifies underlying psychological needs as mediators of the relationship of self-concept orientation to OrgID. Understanding these linkages enables employers to develop practices that resonate with the self-concept orientations and associated psychological needs of their employees, thereby enhancing OrgID. Originality/value: This study provides a significant contribution to the OrgID literature by proposing and testing for relationships between self-concept orientations and OrgID as mediated by underlying psychological needs. The results provide support for the mediated model as well as many of Cooper and Thatcher’s (2010) theoretical propositions, with notable exceptions

Leaf optical properties reflect variation in photosynthetic metabolism and its sensitivity to temperature

Researchers from a number of disciplines have long sought the ability to estimate the functional attributes of plant canopies, such as photosynthetic capacity, using remotely sensed data. To date, however, this goal has not been fully realized. In this study, fresh-leaf reflectance spectroscopy (λ=450–2500 nm) and a partial least-squares regression (PLSR) analysis were used to estimate key determinants of photosynthetic capacity—namely the maximum rates of RuBP carboxylation (Vcmax) and regeneration (Jmax)—measured with standard gas exchange techniques on leaves of trembling aspen and eastern cottonwood trees. The trees were grown across an array of glasshouse temperature regimes. The PLSR models yielded accurate and precise estimates of Vcmax and Jmax within and across species and glasshouse temperatures. These predictions were developed using unique contributions from different spectral regions. Most of the wavelengths selected were correlated with known absorption features related to leaf water content, nitrogen concentration, internal structure, and/or photosynthetic enzymes. In a field application of our PLSR models, spectral reflectance data effectively captured the short-term temperature sensitivities of Vcmax and Jmax in aspen foliage. These findings highlight a promising strategy for developing remote sensing methods to characterize dynamic, environmentally sensitive aspects of canopy photosynthetic metabolism at broad scales