Assessing Cross-National Invariance of the Three-Component Model of Organizational Commitment: A Cross-Country Study of University Faculty

Purpose: This study examines affective commitment, normative commitment, and continuance commitment in a cross-national context to identify if the effect of country-specific cultural orientation on organizational commitment of faculty in higher education functions invariably in different countries. Methodology: The work expands on Meyer and Allen's (1991) three-component model of organizational commitment. It includes a review of relevant literature on 10 countries and the results of a survey of university faculty members in 8 of these countries, assessing their institutions' human resources practices and their effect on organizational commitment. Findings: Though certain differences may exist between different countries and cultures with respect to the three-component model of organizational commitment, there is strong evidence of the existence of invariance and thus generalizability of the model across cultures. Research: Cultural studies have focused on differences in organizational commitment at national levels. Further attempts to identify the universality of factors leading to organizational commitment should account for culture in the study of employee-related globalization issues in higher education institutes. Knowledge of cultural impact is also useful from a managerial perspective, and for the design of relevant strategies. Practical Implications: National context plays a major role in shaping the nature of educational institutions. This study brings out the need for a deeper understanding of invariance in organizational commitment (inter alia, through the three-component model). Originality/Value: This study contributes to a better understanding of the relationship between organizational commitment and its various antecedents, including human resources management practices, for faculty in higher education institutes.div_BaM13pub5248pub

FEMALE IMMIGRANT ENTREPRENEURSHIP: A DEVELOPING SECTOR IN JAPAN'S ENTREPRENEURIAL ECONOMY

The role of women in Japan was traditionally restricted to housekeeping and childrearing. Over the years, changes in Japanese lifestyle and attitudes have created new grounds for women to venture into small businesses. Although this new personality aspect of women has been accepted, by and large, in larger cities of Japan, it is yet to be accepted in rural areas. Given this background, it becomes even more challenging for a foreigner — an immigrant woman entrepreneur — to set up shop and conduct business in Japan. This study looks at the status of female immigrant entrepreneurs in Japan. Through a qualitative study, it explores the experiences and challenges female entrepreneurs must face before they achieve stability in their businesses. It highlights and draws attention to areas where changes in governance structure and social acceptance can be made so a more positive environment can be built up and the relationship between Japan and the immigrant entrepreneurs can be strengthened.Women, immigrant entrepreneur, Japan, small business, social acceptance

CSR disclosures and its determinants: evidence from Malaysian government link companies

Purpose – The main aim of this study is to assess the level of corporate social responsibility (CSR) disclosure of 44 government-linked companies (GLCs) listed on Bursa Malaysia and to ascertain the relationship of certain company characteristics; namely size, age, profitability and leverage on the total CSR disclosure from the year 2005 to 2006. Design/methodology/approach – Content analysis is deployed to determine CSR disclosure. A disclosure index consisting of 16 items was developed based on four general themes: human resource, marketplace, community and environment to assess the disclosure level. The relationship between company characteristics and total disclosure was examined using multiple linear regression analysis. Findings – The major finding of this study is that the theme of disclosure has shifted from human resource to marketplace. This is followed by human resource, community and, finally, environment. Ironically, companies are not only disclosing good news, but also bad/negative news. This study provides further evidence that is, to a certain extent, some GLCs have influenced other companies' practices to disclose CSR information. Company size was found to be positively significant associated with the total disclosure. The remaining variables were found to be insignificant in explaining the total disclosure. Originality/value – This is the first paper that looks into CSR activities, extent, themes and the determinants of CSR disclosure in the annual reports of Malaysian GLCs. The Malaysian Government, Bursa Saham, Security Commission and other relevant parties could take heed of the findings to further improve CSR awareness, practices and disclosures and quality in GLC.Corporate social responsibility, Disclosure, Government agencies, Malaysia, Organizations