Ethnic homophily perceptions as an emergent IHRM challenge: evidence from firms operating in Sri Lanka during the ethnic conflict

Ethnic conflict is a defining characteristic of the post-Cold War era and is prevalent particularly in emerging economies, areas of increasing interest to multinational enterprises. Yet little is known about the international human resource management challenges arising from such societal context. Utilizing social identity theory, we propose that ethnic homophily perceptions in the workplace – an employee's assessment that colleagues prefer working with ethnically similar others – is a reflection of the societal context and can be detrimental to the organization if not managed appropriately. We investigate whether contact theory offers insights to manage such perceptions. Drawing on a sample of 550 managers in Sri Lanka during a period of protracted ethnic conflict, we found that employee sensitivity to ethnic conflict in the societal context is positively related to ethnic homophily perceptions in the workplace, and that both ethnic diversity in workgroups and quality of work relationships serve to reduce perceptions of ethnic homophily

Organisational identification of managers in multinational corporations: A quantitative case study in India and Pakistan.

This thesis set out to address a prescription that is sometimes made in the management literature. The prescription is that it is vital for MNC employees worldwide to share the core values and goals of the parent organisation, that is, to identify with the organisation as a global entity. The starting point for the present research was not only the prescription itself, but the apparent underlying assumption that exclusive identification with the organisation as a global entity is both possible and desirable. The thesis empirically examined, with the aid of social identity theory, whether managerial employees of MNC subsidiaries might have another main identification foci within the organisation, namely, their local subsidiary. It also examined whether there might be differential antecedent conditions and outcomes of identification with the local subsidiary and the organisation as a global entity. Additionally, the study examined whether those respondents who strongly identify with both levels of the organisation 'outperformed' other respondents. Finally, the study examined whether the type of MNC subsidiary might have an effect on local/global patterns of employee identification. The results of the research indicate that identification in the MNC is not a monolithic phenomenon. Respondents drew a distinction between their subsidiary and the MNC as a global entity. Identification with each level of the organisation was found to have differential antecedent conditions and outcomes. Identification with the global level of the organisation revealed a positive association with a willingness to exert effort for the MNC as a whole, while identification with the subsidiary level of the organisation revealed a positive effect on the desire to remain a member of the organisation over the long term. Those respondents who strongly identify with both levels of the organisation did not 'outperform' other respondents. The type of MNC subsidiary appears to have an effect on local/global patterns of employee identification

The role of Yin-Yang leadership and cosmopolitan followership in fostering employee commitment in China: a paradox perspective

Purpose – Utilizing a paradox perspective, this paper investigates the leadership-followership dynamic in foreign firms in China, specifically, the extent to which Yin-Yang leadership behaviors of Japanese expatriates and cosmopolitanism of Chinese employees influence employee commitment. Design/methodology/approach – Data was collected through an online survey of Chinese employees who directly report to a Japanese supervisor in a Japanese subsidiary in China. Based on responses from 97 Chinese employees in three Japanese subsidiaries in China, we test if their cosmopolitan orientation and perceived Yin-Yang leadership behaviors of Japanese supervisors are related to employee commitment. Findings - Yin-Yang leadership and cosmopolitan followership have a positive effect on employee commitment. Further, cosmopolitanism moderates the link between Yin-Yang leadership and employee commitment such that the follower's cosmopolitanism compensates for lower levels of Yin-Yang leadership, especially a relative lack of Yin leadership behaviors. Research limitations/implications- Results suggest that Yin-Yang leadership and cosmopolitan followership work together as a two-way street of cultural adaptability to build employee commitment, highlighting the interplay between leadership and followership in multinational enterprises. Future research should attempt to further refine the Yin-Yang leadership construct, and to gain a larger sample representing multiple expatriate nationalities to corroborate the relationships found in this study

Does ethnic conflict impede or enable employee innovation behavior? The alchemic role of collaborative conflict management

Purpose The main objective of the study is to investigate whether a societal context of ethnic conflict influences employee innovation behavior in the work domain, and whether a collaborative conflict management style adopted by supervisors plays a moderating role. Design/methodology/approach Drawing on the conflict, organizational behavior and innovation literature, the study examines the main and interaction effects of employee sensitivity to ethnic conflict, organizational frustration, and collaborative conflict management style of supervisors on employee engagement with colleagues to innovate products, services, and job processes. Hypotheses are tested using hierarchical regression analysis, controlling for ethnic diversity in workgroups. Findings Employee innovation behavior is greatest when employee sensitivity to ethnic conflict is high, organizational frustration is low, and when supervisors are perceived to be highly collaborative in managing conflict, regardless of whether the workgroup is ethnically homogenous or diverse. Research limitations/implications The research findings expand our knowledge of the effects of sociopolitical conflict on employee behavior and the role of collaborative conflict management. Future research can address limitations including self-reports, cross-sectional design, and single country setting. Practical implications The findings suggest that employee innovation behavior can be enhanced through developing collaborative conflict management skills of those in leadership positions. Originality/value This is the first study to empirically examine the influence of ethnic conflict on employee innovation behavior, and is of value to businesses operating in conflict settings

Wildtype epidermal growth factor receptor (Egfr) is not required for daily locomotor or masking behavior in mice

BACKGROUND: Recent studies have implicated the epidermal growth factor receptor (EGFR) within the subparaventricular zone as being a major mediator of locomotor and masking behaviors in mice. The results were based on small cohorts of mice homozygous for the hypomorphic Egfr(wa2 )allele on a mixed, genetically uncontrolled background, and on intraventricular infusion of exogenous EGFR ligands. Subsequenlty, a larger study using the same genetically mixed background failed to replicate the original findings. Since both previous approaches were susceptible to experimental artifacts related to an uncontrolled genetic background, we analyzed the locomotor behaviors in Egfr(wa2 )mutant mice on genetically defined, congenic backgrounds. METHODS: Mice carrying the Egfr(wa2 )hypomorphic allele were bred to congenicity by backcrossing greater than ten generations onto C57BL/6J and 129S1/SvImJ genetic backgrounds. Homozygous Egfr(wa2 )mutant and wildtype littermates were evaluated for defects in locomotor and masking behaviors. RESULTS: Mice homozygous for Egfr(wa2 )showed normal daily locomotor activity and masking indistinguishable from wildtype littermates at two light intensities (200–300 lux and 400–500 lux). CONCLUSION: Our results demonstrate that reduced EGFR activity alone is insufficient to perturb locomotor and masking behaviors in mice. Our results also suggest that other uncontrolled genetic or environmental parameters confounded previous experiments linking EGFR activity to daily locomotor activity and provide a cautionary tale for genetically uncontrolled studies

Poverty and the multiple stakeholder challenge for global leaders

The article presents a case study in which business leaders deal with challenging problems related to poverty, involving multiple stakeholders. This emphasizes the importance of training prospective global leaders to manage stakeholder relationships and engage in stakeholder dialogue. The authors highlight the stakeholder role played by nongovernmental organizations and include a simulation that develops stakeholder dialogue skills. They identify practical lessons and assumptions underlying business education that are not shared by all stakeholders in the context of poverty

Firms as Peaceful Oases Conceptualising the Role of Conflict-Sensitive Human Resource Management

The United Nations supported Principles for Responsible Management Education (PRME), has identified Corporate Peace as an important component of fostering peaceful societies. This includes the need for companies to incorporate peace and reduction of violence into their core business strategy. Realisation of business strategy requires alignment with all organisational business functions, including human resource management. I propose that one avenue toward Corporate Peace, particularly in contexts of protracted and violent political conflict, is through conflict-sensitive human resource management practices in the areas of employee support, participation, and integration. These practices include providing material and emotional support to employees, encouraging employee engagement in collaborative problem solving and innovation, and managing team composition to optimise diversity. The objective of this paper is to offer a conceptual framework and set of propositions that illustrate the proposed role of such practices in creating peaceful oases within firms and in the wider society. Conflict-sensitive human resource management practices are proposed to enhance employee attitudes and well-being in a context of societal conflict while modelling positive peace-promoting behaviour that can be transferred to society

DETERMINATION OF TUBULIN POOL SIZE AND PATTERNS OF SYNTHESIS DURING EARLY SEA URCHIN DEVELOPMENT.

Abstract not availabl