Suchergebnisse

Surprisingly little research has been conducted on Chinese students in Hungary, despite their growing number. Education has gradually become a crucial element in attaining higher socioeconomic status, so it is vital to understand such students' socioeconomic backgrounds and motivation for studying in Central Eastern Europe. Applying cultural mobility theory, this article explores students' family backgrounds and motivations for pursuing tertiary education in Hungary. Twenty-six narrative interviews were conducted and analysed using grounded theory method. The results indicate that three important factors influenced lower-middle-class Chinese students' choices to study in Hungary: the constraints of reality, educational aspirations, and a desire for self-expression. Working-class or lower-middle-class families were required to make compromises for their children to study abroad because their financial means limited the opportunity for international study. Therefore, education in a relatively low-cost country like Hungary became an option. This research contributes to current theories of educational mobility by offering fresh understandings about students with a lower-middle class SES, the influx of working-class Chinese students into Hungary, as well as the relationship between upward social mobility and studying internationally. The recommendations for policymakers in China and Hungary made in this paper enable the development of practicable strategies for enhancing learning environments, producing positive educational outcomes, fostering equitable education systems, and ameliorating the impact of a lower SES background on educational and social mobility.

AbstractStudying in Hungary has become a new trend among Chinese students under the Belt and Road Initiative. The spectacular tripling of the growth of incoming Chinese students has influenced the number of international students in Hungary. In this paper, 26 in-depth narrative interviews with Chinese students in Hungary were conducted and analysed, employing the grounded theory method. This research reveals that beyond considerable uncertainty regarding future plans and career trajectories, three paths are open for Chinese students in Hungary. The largest group intends to return to China after graduation, although they have doubts concerning whether their acquired skills and knowledge can be utilised. The second group aims to find niche jobs, in which they can utilise their in-betweenness. Finally, a small proportion consciously builds their network and aims to remain in Hungary or Europe, engage in further studies or seek employment. The findings contribute to policymakers who support Chinese international educational mobility and to individual Chinese students that wish to widen their horizons and find alternative career paths.

Scholarship on women in management has been dominated by White Western women, rendering African women management research largely invisible. Consequently, we know very little about female managers in African contexts. This study advances knowledge of the career obstacles, work–life balance issues and leadership styles of African women leaders, by presenting testimonies based on exploratory qualitative interviews with 26 female port managers from two North African countries and eight sub-Saharan countries. The findings show that the interviewees in this sample are not subjugated women on the periphery of their societies. Rather, they are active agents who are capable of producing effective professional identities and mostly represent middle- or upper-class women in their societies. Although they face similar issues as those identified in previous women in management literature, including subtle or overt discrimination, work–life balance difficulties and a lack of recognition from male counterparts, their situation differs slightly from those in the West owing to their cultural, historical and religious context.

This article critically examines the perpetuation of gender regimes within postsocialist Europe by analyzing how organizational recognition is performed as part of the corporate celebration of Christmas. A critical ethnography was conducted at a male-dominated company in postsocialist Hungary. The article's findings align with three corporate Christmas scenes: the company owner's speech, an award ceremony for families, and an award ceremony for the best employee. This study contributes to critical organization studies by advancing an understanding of the postsocialist gender regime and those ideological forms of recognition that invisibly reproduce it through the seemingly innocent practices of Christmas celebrations. Furthermore, by providing a critical reconceptualization of workplace familism as an ideology, it is argued that it is a central and distinctive element of the gendered subtext of this particular postsocialist gender regime. Ultimately, three different and ritualized forms of pathological recognition (misrecognition, overidentification and reification) are identified, claiming to be constitutive of individual gender identity regulation and extending socioideological control beyond the boundaries of the organization.

"This book is a collection of sixteen empirical cases in critical Cross-Cultural Management (CCM). All cases approach culture in CCM beyond national cultures, and all examine power as an integrative part of any cross-cultural situation. They also consider diversity in the sense of culturally or historically learned categorizations of difference (such as gender, race, ethnicity, religion and class), and acknowledge how diversity categories might differ across cultures. Furthermore, each case suggests a specific method or concept for improving upon the situation. Out of this approach, novel insights emerge: We can see how culture, power and diversity categories are inseparable, and we can understand how exactly this is the case. The uses and benefits of this book are thus both conceptual and methodological; they emerge at the intersections of Critical CCM and diversity studies. All cases also discuss implications for practitioners and are suitable for teaching. Mainstream CCM often limits itself to comparative models or cultural dimensions. This approach is widely critiqued for its simplicity but equally in use for the exact same reason. Often, academics teach this approach whilst cautioning students against implementing it, and this might be simply due to a lack of alternatives. By means of rich empirical cases, this book offers such an alternative. Considering the intersections of culture, diversity and power enables students, researchers and practitioners alike to see 'more' or 'different' things in the situation, and then come up with novel approaches and solutions that do justice to the realities of culture and diversity in today's (and future) management and organizations. The chapters of this book thus offer concepts and methods to approach cross-cultural situations: The conceptual gain lies in bringing together CCM and (critical) diversity studies in an easily accessible manner. As a methodological contribution, the cases in this book offer the concise tools and methods for implementing an intersectional approach to culture"--

Based on the view that culture is dynamic and negotiated between actors, this groundbreaking book contains a collection of ten cases on cross-cultural management in practice. -- The cases draw on field research revealing challenges and insights from working across nations and cultures. Each case provides recommendations for practitioners that are developed into a framework for effective intercultural interactions as well as offering illustrations and insights on how to handle actual cross-cultural issues. This enriching book covers various topics including international collaborations across and within multinational companies, organizational culture in international joint ventures and knowledge transfer. -- Based on empirical fieldwork and qualitative analyses, this path-breaking book will appeal to graduate and postgraduate students in international management as well as practitioners

This paper explores the potential of conducting multiparadigm research within and beyond cross-cultural management, using narratives to examine how organizations shape migrant integration experiences and trajectories. It highlights the strengths of paradigmatic multiplicity in research with examples of three illustrative studies respectively using functionalist, interpretive and critical perspectives, while also considering the boundaries of these individual approaches. The paper proceeds to explore the potential of adopting a multiparadigm approach within a research strategy that places narratives at the centre of enquiry. It identifies the scope and focus of future research for a socially and politically important area of enquiry; it evaluates the application of diverse paradigm-driven methodological perspectives including the challenges involved in using them alone and in combination; and it develops a transferable framework to guide research in cross-cultural management, organization and migration studies that helps to assure procedural and conceptual rigour, and to generate practicable insights that facilitate successful integration outcomes.