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Information Technology (IT) outsourcing is a serious option available to modern managers. An emerging trend is the focus on relationship management in IT outsourcing, imploring organisations to look past tactical objectives and concentrate on strategic outcomes. In a global economy business sponsors are connecting with overseas vendors in IT outsourcing in an attempt to accelerate realisation of benefits. This complicates outsourcing arrangements, because cross-cultural differences may add to the complexity of fostering relationships. This study examines how to manage IT outsourcing relationships in a cross-cultural context to enhance IT outsourcing success. Due to the exploratory nature of this study, interpretivist case studies were adopted. The researcher investigated three IT outsourcing cases within one Chinese organisation. One case has a vendor with a western cultural background and the other two with a Chinese cultural background. The main data were collected through interviews with key managers in the case organisation, complemented by secondary data (such as published reports, internal documents). Some additional data concerning the cross-cultural differences were also collected from the two Chinese vendors and another western vendor who provided corporate strategy consulting services to the case organisation. Analysis of data showed that a good contract implementation, the established trust and the acknowledgement of vendor's high value were recognised as the three distinguishing characteristics of a satisfactory IT outsourcing relationship. In managing relationships the outsourcing company emphasised not only contract implementation but even more importantly communication with vendors, recognition of mutual interests, establishment of social/personal bonds, and appropriate allocation of project resources. It was shown that the relationship management practices influenced the dynamics of a relationship as well as the outcome of an IT outsourcing project. Furthermore, the relationship management in IT outsourcing was found to be culture-sensitive. By demonstrating that companies with different cultural background held different perceptions of relationship management practices and had different understandings of the nature and dynamics of the relationships, this study contributes to the understanding of relationship management in IT outsourcing, especially when cultural differences among the parties are involved. These findings also have practical implications for IT outsourcing involving global and partner-based alliances.

The present research explored cross-cultural differences in postdecisional confirmation bias. I hypothesized that, following a personal decision—one that entails consequences for the decision maker only, Euro-Canadians would be more likely to seek out confirmatory information than would Japanese, whereas following an interpersonal decision—one that entails consequences for those closest to the decision maker, Japanese would be more likely to do so than Euro-Canadians. In Study 1, Euro-Canadians and Japanese university students were randomly assigned to either the self or friend condition. Participants in the self and friend condition selected a movie for which they or their friend would ostensibly receive a free pass to see in theatres, respectively. After selecting a movie, participants were presented with a list of 12 movie reviews that either confirmed or disconfirmed their choice. Participants then indicated which of the reviews they wanted to read further. Study 2 employed the same paradigm as did Study 1 and also included a measure of participants’ information processing goals. For Study 1, the results of a series of one-sample t tests revealed that Euro-Canadians in the self condition exhibited confirmation bias as well as did those in the friend condition, albeit this latter trend was not significant. In contrast, Japanese in both conditions showed no preference for confirmatory or disconfirmatory information. For Study 2, Japanese continued to exhibit a balanced search. However, Euro-Canadians in the friend condition preferred confirmatory information, whereas Euro-Canadians in the self condition exhibited a slight, non-significant preference for disconfirmatory information. Regarding participants’ information processing goals, those in the friend condition were more concerned with affirming and convincing others of the correctness of their choice than were those in the self condition. Also, Euro-Canadians indicated that they were motivated to be accurate more than did Japanese. The present research indicates that Euro-Canadians and Japanese differ in terms of the decisions that they seek to confirm (albeit not in the predicted direction). Reasons for such discrepant findings and limits of the present research are discussed. / Thesis (Master, Psychology) -- Queen's University, 2010-09-02 12:51:18.396

This Study examines some cross-cultural differences in conveying good and bad news in Australian English and Vietnamese. Three major aspects are taken into consideration: address forms, modality, and directness-indirectness. Theoretical issues are raised and discussed, and questionnaire data collected and analysed. Chapter I shows why it is important and necessary to study crosscultural differences and sets up the aims of the study. Chapter II deals with address forms in general and the use of address forms in conveying good and bad news in the Australian and Vietnamese cultural contexts in particular..The similarities and differences between the two systems are also discussed. Chapter III dwells on modality and its devices: modals, modality markers, subjunctive mood (in English) and lexico-modal operators for subjunctive mood (in Vietnamese). The use of these devices in communicating good and bad news in the two cultures is discussed in detail. Chapter IV is concerned theoretically with directness-indirectness, and the relationship between indirectness and politeness. How directness and in-directness are actually used to convey good and bad news in Australian and Vietnamese cultures is also analysed. Chapter V concludes the Study and suggests implications for ELT.

<p>En ökad handel med Kina har inneburit att fler svenskar arbetar och bor där tillfälligt. Det betyder att det finns intresse att undersöka kulturella skillnader för att underlätta anpassningar vid arbete och fritid. Åtta personer med erfarenhet av att arbeta och leva i Kina intervjuades. Resultatet visade på betydande skillnader i kommunikation, tidsuppfattning, organisation, relationer och socialt beteende. Kommunikationssvårigheter fanns både under arbete och vid fritid vilket berodde på språket i sig samt olika kommunikationsstilar. Den hierarkiska organisationen bidrog till att saker tog längre tid, men goda relationerna upplevdes minska tidsåtgången. Socialt beteende skiljde sig till exempel vid bordskick. För att motverka skillnaderna underlättar ett gott tålamod samt en kulturell förståelse och acceptans. Resultatet diskuteras utifrån skillnaderna i de kulturella samhällsvärderingarna.</p>

En ökad handel med Kina har inneburit att fler svenskar arbetar och bor där tillfälligt. Det betyder att det finns intresse att undersöka kulturella skillnader för att underlätta anpassningar vid arbete och fritid. Åtta personer med erfarenhet av att arbeta och leva i Kina intervjuades. Resultatet visade på betydande skillnader i kommunikation, tidsuppfattning, organisation, relationer och socialt beteende. Kommunikationssvårigheter fanns både under arbete och vid fritid vilket berodde på språket i sig samt olika kommunikationsstilar. Den hierarkiska organisationen bidrog till att saker tog längre tid, men goda relationerna upplevdes minska tidsåtgången. Socialt beteende skiljde sig till exempel vid bordskick. För att motverka skillnaderna underlättar ett gott tålamod samt en kulturell förståelse och acceptans. Resultatet diskuteras utifrån skillnaderna i de kulturella samhällsvärderingarna.

Loneliness is a widespread public health concern. Loneliness may be less frequent but have more severe consequences for cardiovascular disease (CVD) in a collectivist (e.g., Japanese) versus individualist (e.g., United States [U.S.]) culture but little is known about cross-cultural associations of loneliness. This study determined if loneliness would be higher in the U.S. and in persons lower in collectivism. We also studied if loneliness would be positively associated with CVD indicators and if these associations would be stronger in (1) Japan than the U.S. and (2) individuals higher in collectivism. U.S. (n = 529) and Japanese (n = 292) adults from the Midlife in the United States Series, aged 36 to 78, completed psychosocial questionnaires, provided blood samples, and underwent a physical exam. Logistic regression and path analyses using structural equation modeling determined individual differences in loneliness, whether loneliness predicted CVD indicators (e.g., metabolic dysregulation, inflammation, blood pressure, and sleep dysfunction), and whether nationality and collectivism moderated these associations. Japanese adults reported less loneliness compared to the U.S. Unexpectedly, loneliness did not predict any CVD indicators. For U.S. adults with low interdependence, loneliness was associated with elevated metabolic dysregulation. For Japanese adults, loneliness was associated with decreased metabolic dysregulation. We decided to test additional models that included gender as a moderator of the association between loneliness and CVD indicators. Complex associations between gender, nationality, interdependence, and loneliness were found. Clinicians should consider addressing metabolic dysregulation and sleep in lonely patients, especially males and U.S. females. Future work could investigate how loneliness is appraised by Japanese men and U.S. women, and how loneliness affects the health behaviors and eating patterns of these groups.

No description available.

In 2002 the number of reported nonfatal injury and illness cases in the construction industry involving days away from work was over 98,000 for European-Americans (non Hispanic) and 26,000 for Hispanics. Disproportionate to the number of injury and illness cases, the construction industry is comprised of 68% European-Americans, 7% African-Americans and 23% Hispanics (BLS, 2004a). Based on the expected increase in employment of construction laborers and the increase in the number of injuries and fatalities among specific ethnic groups, a need exists to study disparities across cultural groups to determine the basis for injury and fatality differences between these ethnic groups. The purpose of this research was to contribute to the literature, an effective method for predicting the risk judgments of laborers employed by small construction firms. Predicting the risk judgments of laborers will assist in developing training programs to address these risk factors, which ultimately will reduce injury and fatality rates. Thirty-six construction laborers , 18 European-American and 18 Hispanic, were recruited for the research. Both ethnic groups were divided into two groups; the control and experimental groups. The control groups viewed a generic concrete construction video and the experimental groups viewed a People-Based Safety video. Each of the participants completed a demographic form, questionnaires, and the narrative simulations (pre-test). Following the narrative simulations the participants rated the narrative simulations, watched a video designated by group, and completed the narrative simulations (post-test). The narrative simulations were used to assess their ability to make risk judgments based on the information presented in the video. The questionnaires completed measured various individual differences, and were administered to detect confounding factors that may not be directly attributed to ethnicity. These questionnaires included: Phinney's (1992) Multigroup Ethnic Identity Measure, Leonard, Hill, and Karners' (1989) Risk Perception Scale, Janicak's (1996) Accident Locus of Control Scale, Rooney and Osipow's (1992) Self-efficacy Measure, and Zohar's (1980) Safety Climate Measure. Participant prior exposure to incidents as well as experience in the construction industry was also included. These measures were used to determine if differences in risk perception, locus of control, experience, acculturation, incident exposure, education, self-efficacy, and safety climate had an influence on the ability to make safe risk judgments. Information on topics construction laborers would like included in safety training as well as the preferred method of training was obtained through the use of focus groups. Eleven participants from the experimental group were recruited for the focus groups; 5 European Americans and 6 Hispanics. One focus group was conducted for each ethnic group. Six hypotheses were tested in this study: (1) there would be no difference in the risk judgments of European-American and Hispanic construction workers when given a choice of language, (2) more experienced construction workers would have more difficulty making safe judgments, (3) construction workers who have had more experience with safety related critical incidents in the workplace would have more difficulty making safe judgments, (4) construction workers who have lower levels of risk perception would have more difficulty making safe judgments, (5) construction workers who have an internal locus of control would have more difficulty making safe judgments than those who have an external locus of control, and (6) high acculturation participants would score higher on the narrative simulations than low acculturation participants following the video intervention. The first and fourth hypotheses were supported by the research. There were no significant differences found between the risk judgments of European-American and Hispanic construction workers, and risk perception was positively correlated to risk judgments. The remaining hypotheses were not supported by the research. The major findings of the research are (1) there were no differences in the risk judgments of European-American and Hispanic construction laborers, (2) risk perception and safety climate were significant predictors of construction laborer risk judgments, and (3) the risk judgments of participants were significantly higher for individuals viewing a People-based Safety intervention. There are several advantages of having this information. First, the lack of differences between the two ethnic groups, demonstrates that both groups are able to make safe risk judgments when given the appropriate information in the correct form and language. Secondly, regression analysis using independent variables risk perception and safety climate, may be used to predict narrative simulation risk judgments. The positive relationship between risk perception and safety climate on safe risk judgments should encourage employers and trainers to increase employees' awareness of hazards on the job and increase employees' perception of the company safety climate. Hazards should be identified in addition to their consequences. Trainers should aim to increase workers' perception of risk by relying on past negative outcomes that have a personal nature even if they are infrequent events. Third, experience was positively correlated to participants' confidence in their risk judgments on the narrative simulations. Trainers should not exclude the more experienced employees during training. Continuous training will allow more experienced employees to re-familiarize themselves with old hazards and become aware of new hazards. It is just as important for more experienced employees to be updated on risks because they are more confident in how they react to hazardous situations. It is in the best interest of the company for the confident employees to be confident in safe risk judgments. / Master of Science

With the increasing emergence of multinational companies and the increased popularity of these companies, the question of the organization of their activities becomes interesting for the HR community worldwide. These companies are renowned for deliberate management structure of human resources and their effective use. For effective use of employees’ skills and knowledge the company has to constantly motivate them by intrinsic and extrinsic motivational tools. Motivational tools which use a company may be different depending on specific features of the country that the office is located. The purpose of this research is the study of how multinational companies organize the motivational system in different countries taking into account cultural characteristics and needs of the personnel in the offices of a particular country. On the basis of data derived from interviews with 12 representatives of 6 companies (4 of them Swedish companies, Oriflame, SCA, Volvo, IKEA, and two American companies, IBM and Deloitte, that have representative offices in Sweden and in Russia) it was revealed that modern multinational companies use similar motivational tools that partly standardized to keep the specifics of the company, and partly adapted to the local requirements.