The main focus of this study was the comparison of three groups of respondents, Saudis, Saudis working at an international joint venture (IJV), and Westerners working at an IJV in regard to the following dependent variables: Normative Organization Commitment (NOC), Affective…
Hypothesis 4: Western managers who have had previous expatriate experience in a collectivist culture (Middle East & Asia) will have a higher level of organisational commitment than their western colleagues who haven’t had such experience.
Hypothesis 5: Saudi managers who have had previous expatriate experience in individualistic cultures (West) will have a higher level of professional commitment than their Saudi colleagues who have not had such experience.
This chapter will serve to detail the results of the analyses conducted testing these six hypotheses. Initially, a set of descriptive statistics concerning the dependent and independent variables included in later analyses will be presented and discussed. Following this, reliability analyses concerning the dependent variables in question will be presented. Next, correlations between the four dependent variables of interest will be presented. The remainder of this chapter will be structured such that each hypothesis will be presented and discussed individually. Finally, a conclusion section will serve to summarize the results detailed in this chapter.
The survey that was distributed for this study was sent to 850 individuals in total. In sum, 567 usable responses were received from this group of individuals, which translates into a response rate of 66.71%. Out of these 567 respondents, 177 were Saudi individuals working at Saudi companies, 190 were Saudis working within IJVs, and 200 were Westerners working in IJVs. Table 1 presents a summary of the breakdown in respondents on the basis of nationality.
The majority of participants in the sample were male (99.6%), were in Engineering (67.7%), were working outside their home countries (56.1%), and had Bachelor’s degrees (66.0%). The nationalities of the sample were divided evenly among Saudis (31.2%), Saudi IJVs (33.5%), and Western IJVs (35.3%). Each of the variables from Table 2 is also ...
Cite this document
(“National culture and commitment-5 Essay Example | Topics and Well Written Essays - 6250 words”, n.d.)
Retrieved from https://studentshare.net/miscellaneous/407952-national-culture-and-commitment-5
(National Culture and Commitment-5 Essay Example | Topics and Well Written Essays - 6250 Words)
“National Culture and Commitment-5 Essay Example | Topics and Well Written Essays - 6250 Words”, n.d. https://studentshare.net/miscellaneous/407952-national-culture-and-commitment-5.
There are many literatures related to management styles performed in the United Kingdom, therefore the essay will also throw light upon such management styles. The other part of the essay endeavours to reflect upon the extent to which the organisational culture of Lloyds TSB reflects or is distinct from that of the national culture and the methods to manage the differences within the national culture.
There are many things that differentiate people in an organization form another. For instance people within the military or police have strong discipline and instantly obey orders unlike people in a business organization who have the luxury of questioning and giving their own suggestions on almost everything.
As human beings evolve so does their culture (Marcus, 1995). People are always striving to improve their state of living for the better. This is done by improving their clothing to fit in better with the weather conditions, while at the same time coping with the need to make them fashionable and easy to keep to hygienically clean.
Management experts have long been interested in studying national cultures because of the impact they can have on the employees and in turn the on the organizational culture. Different theories and models explain national cultures by describing characteristics of cultures.
Cultural Differences and People Management
Many of the established principles of business have undergone drastic changes because of globalization. Outsourcing and offshoring like new business principles brought fundamental changes in business management. Most of the prominent companies are operating internationally or cross culturally at present.
(p.5) She goes on to explain that failure to understand cultural differences in the context of these cultural dimensions can result in misunderstanding, mistrust, conflict and even hostility. (p.5)
Overcoming the cultural barrier in business communications mean more
ble surrounding the implications of national culture for the work-related values and attitudes of multi-cultural workforces Ali (1986) considers this question in his article ‘Labor Migration in the Arab Gulf States: pattern, trends and problems’. In this article he
40 Pages(10000 words)Essay
GOT A TRICKY QUESTION? RECEIVE AN ANSWER FROM STUDENTS LIKE YOU!
Let us find you another Essay on topic National culture and commitment-5 for FREE!