Suchergebnisse

This article raises the question of how organisational identification emerges at distance and across cultural contexts. The question is explored in an empirical study of identification processes among Moroccan members of an international association that assemble young leaders and entrepreneurs in small- and medium sized companies. On the basis of a narrative analysis of interviews, observations, and documents, the article illustrates two mutually reinforcing identification processes: One is based on face-to-face social interaction with likeminded peers locally; another is imaginary in the sense that the Moroccan members envision members in other countries to be like themselves and what they aspire to become. This contributes to crosscultural management literature in three ways: first, the study adopts a transnational lens that shows the need to go beyond a national perspective and to explore identification at the intersection between the global and local; second, the study draws on concepts of imagined community (Anderson, 1983) and community of sentiments (Appadurai, 1996) to conceptualise the imaginary part of the identification processes, which transcends locality. Third, the study contributes methodologically by showing how the distinction between translocal and local narratives allows to analyse the interplay between an imagined transnational community and a local face-to-face community.

There are several competing theoretical approaches to studying governance networks. This book addresses some important methodological questions in relation to a comparative case study of the multilevel network governance of employment policy in Britain, France and Denmark

The purpose of the article is to find out more about the informal rules that constrain the protagonists in a public discursive field. What are the rules? Under what conditions do they change? What consequences do they have for the way in which political elites frame their messages? With regard to the first question, we focus on the Danish Economic Monetary Union (EMU) referendum and identify rules at two different levels of analysis: causal ideas at the level of elites and deep-rooted cultural values at the level of the masses. In answering the second question about ideational change, we conclude that elite ideas pertaining to macro-economic policy-making are most likely to change in short periods that are generally perceived to be crisis situations. At the level of the masses, myths about `us' and `them' are more deeply institutionalized and more difficult to change. Finally, concerning the consequences that political elites can draw from the existence of constraining and enabling rules of the game on various levels, we conclude that, when they frame their purposes and visions, elites must take account of all these rules at the same time, even if they seem mutually contradictory. This last message may prove to be useful in the upcoming EMU referenda in Denmark, the United Kingdom and Sweden.

The authors analyze the recontextualization of the corporate values of a multinational company (MNC) in one of its subsidiaries. The authors draw upon qualitative material from a case study of a company of Danish origin and its endeavors to implement its corporate values in an Indian subsidiary in Bangalore. The authors show how these values take on new meanings when interpreted by local employees. On the one hand, their understandings are shaped by the prevailing meaning system, including leadership ideals, and on the other hand, by their resources and strategies. To further their understanding of the recontextualization, the authors point to a need to go beyond the system of signification shared within a national culture and include social agency, of which they conceive in Bourdieusian terms.

Global collaboration: Intercultural experiences and learning offers qualitative studies of collaboration processes conducted in globalizing companies based in Denmark and with subsidiaries in Asia. It addresses the specific contexts of collaboration and studies how people with different cultural backgrounds work together, both face-to-face and in the virtual workplace. The authors look at cultural differences that are perceived as troublesome, but they also describe cross-cultural interaction processes that lead to intercultural learning and bridge-building. The book highlights how important it is to develop sensitivity to different cultural perspectives and enhance reflexivity in terms of understanding how one's own culture shapes corporate values and practices. It emphasizes that Western companies active in the fast-growing Asian markets must be open to knowledge exchange in both directions, not only from West to East. The empirical studies are put into theoretical perspective by leading scholars within the research fields of cross-cultural management, international business and international human resource management.

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.

Expatriation has been a topic of much research recently. The important role expatriates play in the internationalisation of an organisation and the resultant effects of such a work experience on the expatriates themselves, have fuelled the interest in this domain. This edited volume serves to provide fresh and timely insights into four areas, covering the individual, over the organisational, to the macro-level. First, the career paths of the expatriates, which not only garners them the career capital they may be able to utilise later in their career but also, the impacts of such an experience on their longer-term career success are in focus. The second block concerns the expatriation phase itself. A critical look is taken into the expatriates' identity and how it changes over time. Moreover, it discusses factors influencing the expatriates' well-being, embeddedness, and socio-cultural integration during their time abroad. Third, some key global mobility management challenges that organisations face, when managing expatriation, are introduced —such as flexible language management and how to become an international employer. Finally, insights are provided into the role of the host country policies – more specifically hostile environment and migration policies – on expatriate attitudes and behaviour, which has received less attention in previous research. All four areas are finally brought together to present a rich overview of future research questions that shall stimulate researchers and practitioners in their further deliberations. The chapters are based on selected results from the respective research subprojects of the Early Stage Researchers of the Horizon 2020 Global Mobility of Employees (GLOMO) project. This project was funded under the European Union's Research and Innovation Programme H2020 in the framework of the Marie Skłodowska-Curie Grant Agreement No 765355.

Expatriation has been a topic of much research recently. The important role expatriates play in the internationalisation of an organisation and the resultant effects of such a work experience on the expatriates themselves, have fuelled the interest in this domain. This edited volume serves to provide fresh and timely insights into four areas, covering the individual, over the organisational, to the macro-level. First, the career paths of the expatriates, which not only garners them the career capital they may be able to utilise later in their career but also, the impacts of such an experience on their longer-term career success are in focus. The second block concerns the expatriation phase itself. A critical look is taken into the expatriates' identity and how it changes over time. Moreover, it discusses factors influencing the expatriates' well-being, embeddedness, and socio-cultural integration during their time abroad. Third, some key global mobility management challenges that organisations face, when managing expatriation, are introduced —such as flexible language management and how to become an international employer. Finally, insights are provided into the role of the host country policies – more specifically hostile environment and migration policies – on expatriate attitudes and behaviour, which has received less attention in previous research. All four areas are finally brought together to present a rich overview of future research questions that shall stimulate researchers and practitioners in their further deliberations.