Language competencies, policies and practices in multinational corporations: A comprehensive review and comparison of Anglophone, Asian, Continental European and Nordic MNCs

Employer reputation is relevant not only to attract but also to retain qualified employees. While in the past financial incentives have been the most important instrument, corporate environmental responsibility (CER) is becoming more and more relevant as a determinant for employer attractiveness and employee commitment. On the basis of signaling theory, we conducted an empirical study among 215 firms in China, Germany, India and the USA. Our results reveal that green strategy & culture, green technology & products, green recruitment & evaluation and green communication positively influence the environmental reputation of a company as an employer and in turn employee commitment. The signaling effects of these CER activities are similar in Germany and the USA (developed economies) as well as in China and India (emerging economies). An exception is green communication, which has a more positive effect on environmental reputation in developed economies. We conclude with managerial and theoretical implications...

Corporate environmental responsibility, employer reputation and employee commitment: an empirical study in developed and emerging economies

When conducting international research projects, scholars face a myriad of challenges that reach beyond those encountered in domestic research. In this paper, we explore the specific issues related to international survey research, focusing on the different stages of the research process that include defining the study population and gaining data access, survey development, data collection, data analysis, and finally publication of the results. For each stage, we review the pertinent literature, provide illustrations based on examples from our own research projects, and offer possible solutions to address the inherent challenges by formulating suggestions for improving the quality of international survey research.

Challenges in international survey research: a review with illustrations and suggested solutions for best practice

A fast growing number of studies demonstrates that language diversity influences almost all management decisions in modern multinational corporations. Whereas no doubt remains about the practical importance of language, the empirical investigation and theoretical conceptualization of its complex and multifaceted effects still presents a substantial challenge. To summarize and evaluate the current state of the literature in a coherent picture informing future research, we systematically review 264 articles on language in international business. We scrutinize the geographic distributions of data, evaluate the field’s achievements to date in terms of theories and methodologies, and summarize core findings by individual, group, firm, and country levels of analysis. For each of these dimensions, we then put forward a future research agenda. We encourage scholars to transcend disciplinary boundaries and to draw on, integrate, and test a variety of theories from disciplines such as psychology, linguistics, and neuroscience to gain a more profound understanding of language in international business. We advocate more multi-level studies and cross-national research collaborations and suggest greater attention to potential new data sources and means of analysis.

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Language in international business: a review and agenda for future research

Summary
This manuscript explores cross-cultural differences in reactions to perceived abusive supervision. Based on an integration of fairness heuristic theory with principles about cross-cultural differences in the importance of hierarchical status, we theorize that subordinates from the Anglo culture perceive and react to abusive supervision more negatively than subordinates from the Confucian Asian culture. The predictions were tested within two field studies. Study 1 results show that culture moderated the direct effect of perceived abusive supervision on interpersonal justice and the indirect effects of perceived abusive supervision (via interpersonal justice) on subordinates' trust in the supervisor and work effort. The negative effects of perceived abusive supervision were stronger for subordinates within the Anglo versus the Confucian Asian culture; subordinates from Anglo culture compared with Confucian Asian culture perceived abusive supervision as less fair. Perceived abusive supervision indirectly and negatively influenced subordinates' trust in the supervisor and work effort. Study 2 replicated the findings from Study 1 and extended them to show culture (Anglo vs. Confucian culture) moderated the effects because it influences subordinates' power distance orientation. Copyright © 2014 John Wiley & Sons, Ltd.

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A Cross-Cultural Examination of Subordinates' Perceptions of and Reactions to Abusive Supervision

Rating versus ranking: what is the best way to reduce response and language bias in cross-national research?

The field of cross-cultural leadership has seen a boom in empirical research over the last few decades, yet there are still few large-scale studies that seek explanations for leadership behavior. Earlier research has provided knowledge and awareness about differences and similarities in leadership attitudes, ideals, perceptions and preferences across countries and cultures, but to predict leadership behavior remains difficult. In this chapter, leader’s ‘action intent’ is proposed as a ‘close-to-action’ concept in contrast to the more ‘far-from-action’ concepts used in earlier leadership research. Importantly, for ‘close-to-action’ concepts to be able to provide better predictions these need to provide contextual and situational cues. In our study, carried out in 22 countries, respondents have ranked their preferred action alternative for six specific leadership scenarios. We find inter-country and intra-country variation in action intent for each scenario and meaningful correlations with culturally endorsed leadership ideals. Drawing on our empirical illustration we provide implications from our findings for global leadership. And although there are no simple answers as to how to predict leadership behavior, we posit that using ‘action intent’ as a leadership measure will generate a better understanding and provide stronger predictions of leader behavior globally.

Joseph O. T. Odusanya

Papers

Rating versus ranking: what is the best way to reduce response and language bias in cross-national research?

Action intent: Getting closer to leadership behavior in 22 countries