Advertisements (ads) in social networking sites (SNSAs) have been considered by many researchers as a crucial area of research. However, the scope of the existing studies on consumers’ assessments of SNSAs has been very limited. Most of the existing studies on assessing SNSAs have focused on Ducoffe’s (1996) model with its three variables, and they have ignored other related variables like the credibility value and interactivity value of the advertisement, which are more logically related to SNSAs than the traditional ads. Moreover, most of these studies have been skewed towards younger users and have ignored the social networking site (SNS) users from other age categories. Finally, previous studies about the assessment of SNSAs have depended on data collected from users of popular SNSs and ignored active users from the brand communities (fans of brands on SNSs). In this thesis, the present author has emphasized these three points as the major gaps in the literature about assessing SNSAs. Moreover, to deepen our understanding of how SNS users assess SNSAs this study presents the research findings of three published papers with three different purposes and with different levels of analysis. The first article aimed to extend Ducoffe’s (1996) model – which was used in the previous literature in assessing SNSAs – by considering the ads’ credibility and interactivity values in addition to Ducoffe’s (1996) three variables of information value, entertainment value, and irritation value. A multiple regression analysis was used to test the modified model, and based on the regression analysis of testing the five predictors, the model without the irritation value had the best coefficient of determination (R2). Moreover, coefficient analysis to test the given hypothesis and to determine the coefficients of the predictors was used. According to this survey study, the four primary variables that predicted the consumers’ assessment of the SNSAs were the information value, entertainment value, credibility value, and interactivity value. As perceived by the SNS users, the interactivity value was the strongest among the four predictors. Based on the unexpected result ofthe irritation value of the first paper, the second paper focused on testing the extended model of the assessments of SNSAs as perceived by a different research population, in this case, brand communities’ consumers (BCCs). Based on the regression analysis of testing the five predictors, the model with the five predictors had the best coefficient of determination (R2). The coefficient analysis was used to test the given hypothesis, to determine the coefficients of the five predictors, and to form a construct equation for assessing the SNSAs. Based on this survey study, the four variables with significant positive effects on the consumers’ assessment of SNSAs were informativeness, entertainment value, credibility value, and interactivity value, while the fifth dimension (irritation value) had a significant negative coefficient on the consumers’ assessment of SNSAs. Moreover, that study provided a deeper understanding of how the BCCs assess SNSAs, and it contributed to identifying the main characteristics ofthe BCCs on an SNS. The third paper focused on exploring the effect of national culture on the consumers’ assessment of SNSAs. The cultural features of the respondents in that study gave additional evidence about how a nation’s cultural characteristics can influence the consumers’ assessment of SNSAs. This study helped to identify how SNS users from Egypt, the Netherlands, and the United Kingdom assess SNSAs. In this study, one-way analysis of variance with post hoc tests was used to compare the assessments of the three nations. Based on the empirical findings of this survey study, the three groups had significant difference F-ratios for their perception of four of the five variables for assessing SNSAs. Their perceptions of the entertainment value did not significantly differ between the three groups while the interactivity value had the strongest F-ratio. The overall purpose of this study was to deepen our understanding of how SNS users are assessing SNSAs in different settings by considering SNS users, BCCs, and others from various nations. All of the studies presented here have focused on variables for assessing the ads that have been used by other researchers in different research contexts.

The present study investigates the phenomenon of organisational acculturation of Egyptian Host Country National middle managers working in three foreign subsidiaries of US, UK, and Swedish MNCs. Host Country National staff (HCNs) are those who work in foreign subsidiaries established in their own countries. HCNs are exposed to the organisational culture of the MNC which is affected by the national culture of the parent company. Accordingly, the concept of cultural adaptation, or organisational acculturation, has been stressed as an essential process for MNCs to deal with problems arising from cultural differences and achieve cross-cultural effectiveness. The topic of the present study is an understudied topic and only few studies addressed the acculturation of HCNs, most of which within the context of Asian-only cultures. The study used a multiple case design and the data were collected using a mixed methods design in which both quantitative and qualitative methods were used. The study was conducted in two phases; the first phase was to compare the work values of the Egyptian middle managers and their UK, US, and Swedish expatriates using a questionnaire on work values, in order to find similarities or differences in work values between the Egyptian managers and their expatriates. To measure the work values of the host national culture, the study used a comparison group of Egyptian middle managers in three local Egyptian firms. In the second phase, in-depth interviews and observation were conducted with a number of Egyptian middle managers who were found to have work values significantly similar to or different from their expatriates work values in the three subsidiaries. This phase was conducted in order to further examine the acculturation phenomenon, and to understand the influence of the Egyptian national culture and the type of control mechanisms used by MNCs on the acculturation process. The results showed that some acculturation effects might have occurred in some work values of Egyptian managers, while other work values might have not been influenced due to the strong effect of the Egyptian national culture. Also, the study found that Egyptians needed both formal bureaucratic and informal cultural mechanisms of control, though with more stress on the formal bureaucratic ones.

This paper examines the relationship between national culture differences and five-day cumulative abnormal returns of acquirers around cross-border merger announcements. The sample consists of 1,200 cross-border deals by frequent acquirers from emerging countries for the period of January 1, 1985 to June 30, 2008. The main objective is to analyze the relation between the difference in Hofstede (1984)’s four cultural dimensions --- power distance, individualism, masculinity, and uncertainty avoidance and the merger performance. The results imply the compatibility of some cultural dimensions, individualism in particular, that result in gains in merger. The results also show that the cultural effects vary with the firm size. In addition, the evidence provides support for the hubris hypothesis by Roll (1986).

My thesis is describing corporate culture of american company based in Czech Republic. In the first chapter I am explaining theoretical terms which I am applying at the specific company in the last chapter. In the whole work I am specifying how it is important to cooperate between national cultures and the corporate culture. In the end I am suggesting few points which could be in the conmpany improved. The whole work is based on my personal experience.

The study examines the relationship betwen innovation,culture and innovative behaviour support in organizational environments.The theoretical section view cultural differences and authors'varying approaches to the evaluation of cultural dimensions,declared value and attitude characteristic of the cultura and their impact on actual behavioural demonstrations.

In the recent decades a new type of economic system based on collaborative consumption has increased in popularity. The new cost competitive model challenges the traditional business model that has fueled the hyper consumption, which the 20th century is known for. This research focuses on how national cultures impact the development of this new economic system, in order to understand how much people of different cultures are willing to share. A conceptual model was created to try to understand cultural influence on sharing. Hofstede’s cultural dimensions have been used to measure and compare the empirical data, that was collected through five focus groups representing four different countries: Sweden, France, China and United States. Out of the six cultural dimensions, it was found that the indulgence dimension together with power distance might influence people’s willingness to share. Indulgence was also found to explain socialization as a motivational factor together with power distance and long-term orientation. In conclusion, four different sharing sectors were analyzed, and it was found that transportation and clothing was considered shareable, disregarding national culture. Accommodation might be dependent on national culture since the focus groups that were supposed to be indulgent showed resistance to share, while the restraint groups showed a greater willingness. Technology was not considered shareable by any group. Furthermore, three motivational factors, that might be depend on national culture, was identified. These are environment, socialization and technology. An additional four motivational factors were identified, but these might be independent of national culture. These four are personal, economical, trust/safety and convenience. Lastly, additional findings showed that similar genders have similar willingness to share across cultures which makes it a topic of interest for future research.

Made available in DSpace on 2016-04-27T19:30:12Z (GMT). No. of bitstreams: 1 Vanessa da Silva.pdf: 651632 bytes, checksum: 59f39f336366d44a1d8bf1d23d1c102d (MD5) Previous issue date: 2010-10-19 / The present research evidences how the poet Alfred Tennyson, developed the values of the courtesy, surrounded by a conservationist moral, in the constitution of the culture named national culture form the Victorian England. To achieve that, it became necessary for us to understand how Tennyson approached the social organic stage, opposite to the denominated Mechanical Age. The poet, who was laureate by the English royalty, is part of a movement, from England of the XIX century, which goes back to the Middle Ages to try to manipulate a national tradition. This movement, known as medieval revival, contributed to the values building, which resulted in the present society development. Added to this, Alfred Tennyson, was known as the voice of the Victorian England, who has really few historical studies of his poems, what makes him an author who still have a lot of things to be studied. In this essay, we have analyzed the poems The Coming of Arthur, Merlin and Vivien and Merlin and The Gleam, as the main historical documents. We have approached mainly the Merlin character. We have focused sometimes on the analyzing of the character body, and sometimes on the identification which the poet established with the wizard. Through Merlin´s positioning and voice , we have observed the organic society defended by the poet. This (organically) way of observing the society was related to the building of a national culture. This culture, according to Tennyson, should be built and consolidated by people education. The way of educating, to the author, happened through his poems, which carried morality and courtesy ideals / A presente pesquisa evidencia como o poeta Alfred Tennyson cultivou valores de civilidade, envoltos por uma moral conservadora, na formação da chamada cultura nacional da Inglaterra vitoriana. Para tanto, tornou-se necessário entendermos a maneira como Tennyson abordou a organicidade social, em oposição à denominada Era da mecanização . O poeta, que foi laureado pela realeza inglesa, é parte de um movimento, da Inglaterra do século XIX, que retoma a Idade Média para tentar forjar uma tradição nacional. Esse movimento, conhecido como renascimento medieval , contribuiu para a construção de valores, que resultaram na formação da sociedade atual. Somado a isso, Alfred Tennyson, que ficou conhecido como a voz da Inglaterra vitoriana, possui raríssimos estudos históricos sobre seus poemas, o que o torna um autor que ainda tem muito a ser estudado. Neste trabalho, analisamos os poemas The Coming of Arthur, Merlin and Vivien e Merlin and The Gleam, como principais documentos históricos. Abordamos principalmente o personagem Merlin. Algumas vezes focamos na análise do corpo do personagem, outras vezes na identificação que o poeta estabeleceu com o mago. Por meio dos posicionamentos e da voz de Merlin, observamos a sociedade orgânica defendida pelo poeta. Essa maneira (orgânica) de perceber a sociedade estava relacionada com a construção de uma cultura nacional. Cultura que, segundo Tennyson, deveria ser construída e consolidada por meio da educação da população. A maneira de educar, para o autor, dava-se por meio de seus poemas, que carregavam ideais de civilidade e moralidade

Organisations today are investing in the efficient management of their talented workforce, known as talent management (TM) in order to bear fruitful outcomes in terms of corporate sustainability. Some businesses choose to include all employees in their TM strategy-inclusive TM-whilst others only include the highest-performing employees-exclusive TM. It has been suggested that no matter which TM strategy they implement, contextual factors such as culture seem to drive the degree of their application. Thus, the rationale for this research is in determining the cultural factors that trigger the exercise of TM.This study's aim is to analyse the extent to which TM strategies are impacted by national and organisational culture. In addition, it seeks the critical exploration of TM in the context of key human resource practices (HRPs); the critical investigation of TM's application; the critical examination of national and organisational culture; and finally, the degree to which both types of culture affect TM's application. This study follows a conceptual framework which sets national culture as the independent variable, organisational culture as the mediating variable, and TM as the dependent variable. The body of theory overviewed is relevant to TM's concepts and its interrelation to both human resource management (HRM) and human resource development (HRD). Predominant national and organisational cultural frameworks are also overviewed. This research's sample includes six case studies from northern, central and southern Greece and adopts a mixed-methods approach using primary data collected through questionnaires and interviews, and analysed through SPSS and thematic analysis. Among the key findings is that national culture indirectly drives the adoption of specific TM modes through the development of certain corporate cultures. Additional findings shed light on the contemporary conception of 'talent' and 'TM,' as well as on the association between national and corporate culture. This study significantly contributes to knowledge by bringing in evidence from the business environment while also discussing implications for practitioners regarding the parameters that influence both their decisions and actions.

These three studies on the effect of national culture on banking aim at advancing knowledge and understanding of bank risk-taking, deposits and profitability by adding culture to their determining factors. Banking is a highly regulated industry, and one would expect informal institutions such as national culture not to influence management decisions. However, it seems that bank managers but also bank customers are susceptible to cultural biases making their influence on risk taking, deposit and profitability levels statistically and economically significant. In the first study, I find that national culture is an important bank-risk determinant. Specifically, I find a positive (negative) association between the cultural values of individualism and hierarchy (trust) and domestic bank risk-taking. This relation weakened during the recent financial crisis and does not hold for global banks, regardless of the period under investigation. In the second study, I report a positive association between trust and deposits which holds for domestic as well as global banks, supporting the popular view that banking is based on trust. Motivated by two relatively new regulations (Net Stability Funding Ratio and Liquidity Coverage Ratio), enforced to safeguard stable liquidity, I use interaction effects to find that high deposit volatility mitigates the positive impact of trust on deposit levels. In the third study, I identify national culture as an important determinant of bank profitability. Looking separately into global and domestic banks, the former are less prone to cultural influences compared to the latter. Furthermore, domestic banks with foreign ownership/management are less susceptible to cultural biases compared to domestic banks with local ownership/management. Finally, banks operating in conservative, hierarchical societies are expected to face more challenges with fintech disturbance, compared to banks operating in egalitarian societies. My results are statistically and economically significant and robust to endogeneity tests mitigating reverse causality and confounding effect concerns.

Nas últimas décadas, pesquisadores como Geert Hofstede e Fons Trompenaars começaram a estudar o papel da cultura nacional no desenho do controle de gestão das organizações pressupondo que a cultura nacional configura-se como fator importante na administração das empresas. A assim chamada corrente divergente propôs analisar o impacto dessas diferenças sobre os estilos de liderança, processos de negociação, gestão de pessoas, motivação e gestão de conflitos sob a premissa de que condições particulares, de maneira geral, demandam soluções específicas, que podem se tornar inadequadas se aplicadas em outros contextos. O presente estudo tem como objetivo identificar se o elemento cultural é considerado no desenho do controle de gestão das empresas estrangeiras. Para tanto, foi analisado o caso de duas organizações de controle acionário estrangeiro localizadas na cidade do Rio de Janeiro pertencentes às dimensões: alta distância hierárquica, coletivismo, feminino, alta fuga à incerteza, proposta por Hofstede. Os resultados obtidos para os casos analisados sugerem que alguns aspectos da cultura brasileira são preservados, mas em contrapartida, verifica-se uma transferência de práticas gerenciais desenvolvidas em países de culturas diversas que por conseqüência, geram alguns conflitos nas organizações. / In recent decades, researchers as Geert Hofstede and Fons Trompenaars began to study the role of national culture in the design of management control of organizations on the assumption that national culture appears as an important factor in managing the company. The so-called " divergent current " proposed to examine the impact of these differences on leadership styles, negotiation, people management, motivation and conflict management on the premise that the particular conditions, require specific solutions, which can become inadequate when applied in other contexts. This study aims to identify if the cultural element is considered in the design of management control of foreign companies. It was examined the case of two organizations of foreign share control located in Rio de Janeiro that belong to dimensions: high hierarchical distance, collectivism, feminine, high uncertainty control, proposed by Hofstede. The results obtained for the analyzed cases suggest that some aspects of Brazilian Culture are preserved, but on the other hand, there is a transfer of management practices developed in countries of different cultures that consequently generate some conflicts in organizations.