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Country and organizational-level adaptation to foreign workplace ideologies: a comparative study of distributive justice values in China, Russia and the United States

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  • J K Giacobbe-Miller

    (Isenberg School of Management, University of Massachusetts, Amherst, USA)

  • D J Miller

    (School of Business, Central Connecticut State University, New Britain, USA)

  • W Zhang

    (Shanghai Talent, Shanghai, PRC)

  • V I Victorov

    (St Petersburg Technical University, St. Petersburg, Russia)

Abstract

Drawing from concepts of cultural distance and cultural propensity to change, we predict the convergence, divergence or crossvergence of distributive justice values in China and Russia, as compared with US managers. Using institutional theory, we predict responses by organizational type (joint ventures/foreign-owned vs state-owned enterprises (SOEs)). Lastly, we develop predictions based on the interaction of culture and organizational type. Results indicate divergence in China, regardless of organizational type. In contrast, differences by organizational type were observed among Russian managers, with convergence among managers in joint ventures, but continuing divergence among managers in SOEs. Implications for theory are discussed. Journal of International Business Studies (2003), 34, 389–406. doi:10.1057/palgrave.jibs.8400040

Suggested Citation

  • J K Giacobbe-Miller & D J Miller & W Zhang & V I Victorov, 2003. "Country and organizational-level adaptation to foreign workplace ideologies: a comparative study of distributive justice values in China, Russia and the United States," Journal of International Business Studies, Palgrave Macmillan;Academy of International Business, vol. 34(4), pages 389-406, July.
  • Handle: RePEc:pal:jintbs:v:34:y:2003:i:4:p:389-406
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    Citations

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    Cited by:

    1. Julius H. Johnson, Jr. & Dinesh A. Mirchandani & Seng-Su Tsang, 2008. "Competitive Dynamics, Global Industry Cycles, Integration-Responsiveness, and Financial Performance in Emerging and Industrialized Country Markets," International Journal of Business and Economics, College of Business and College of Finance, Feng Chia University, Taichung, Taiwan, vol. 7(1), pages 61-88, April.
    2. repec:spr:manint:v:48:y:2008:i:5:d:10.1007_s11575-008-0036-6 is not listed on IDEAS
    3. Alfred M. Jaeger & Sung Soo Kim & Arif N. Butt, 2016. "Leveraging Values Diversity: The Emergence and Implications of a Global Managerial Culture in Global Organizations," Management International Review, Springer, vol. 56(2), pages 227-254, April.
    4. Cunha, Miguel Pina e & Cunha, Rita Campos e & Rego, Arménio, 2005. "What is an "exemplary workplace"? Evidence from Cuba," FEUNL Working Paper Series wp475, Universidade Nova de Lisboa, Faculdade de Economia.
    5. Yu, Nan, 2012. "All in transition - Human resource management and labour relations in the Chinese industrial sector," Discussion Papers, Research Group Globalization, Work, and Production SP III 2012-302, Social Science Research Center Berlin (WZB).
    6. Baruch, Yehuda & Budhwar, Pawan S. & Khatri, Naresh, 2007. "Brain drain: Inclination to stay abroad after studies," Journal of World Business, Elsevier, vol. 42(1), pages 99-112, March.
    7. Cui, Yuling & Nahm, Daehoon & Tani, Massimiliano, 2013. "Earnings Differentials and Returns to Education in China, 1995-2008," IZA Discussion Papers 7349, Institute for the Study of Labor (IZA).

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