With increased life expectancy, more individuals will need to rely on caregivers and/or caregiving services. Filipino Americans are reluctant to depend on outside help when it comes to caring for their family members. There was a gap in the literature concerning the specific impact of the caregiving role on Filipino Americans and how cultural values affect the care provided to their family members. The purpose of this qualitative study was to gain understanding of how Filipino cultural values and life roles affected Filipino Americans' experiences of caregiving. The conceptual framework included the sociocultural stress and coping model. The central research question for the study was used to explore the personal impact of caregiving for Filipino Americans and the sociocultural factors affecting this role. A phenomenological research design guided the data collection and analysis process. Individual, semistructured interviews were conducted with 8 participants, recruited from several Catholic Church groups and Filipino community groups located in the Southwestern region of Houston, Texas. Data were analyzed using Moustakas' steps for phenomenological data analysis and 7 themes were identified: responsibility of caregiving, impact of caregiving on employment status, impact and importance of religion to caregivers, impact of Filipino heritage on caregivers, impact of care recipient's illness on the caregiver and recipient, resources for caregivers, and reflections on the caregiver experience. Filipino Americans are unique in their practices to provide care for their family members rather than relying on outside providers and institutions. This study may result in positive social change by understanding how societal supports can encourage a model of care based on cultural and familial values rather than outside institutional care.

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Gift exchange is at the heart of many social relationships and interactions. Various studies haveimplied that gift-giving is often based on the obligation to reciprocate, thus creating an economicexchange. The common components of gift-giving are the gift, the giver and the receiver, and theoccasion. Many studies have suggested various motives and functions for gift-giving. It is wellknown that the custom of gift-giving is an important part of Japanese culture. However, no researchis found regarding Finnish gift-giving behavior. In an effort to understand more about the diversegift exchange phenomenon, this study compares Japanese and Finnish gift-giving behavior. The aimis to examine the motivations and functions, and how the cultural values are reflected in gift-givingbehavior in both countries. For this purpose, two online surveys are conducted for both Japaneseand Finnish people. The findings are then compared with each other as well as with previousstudies. The results reveal that gift-giving behavior is relatively similar in both Japan and Finland inmany aspects, and the findings are mostly consistent with previous studies. It also seems thatwomen are a little more involved in gift-giving both in Japan and Finland.

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Background: Over the years, Data Analytics (DA) has gained much attention enabling the extraction of valuable insights from the massive amount of data that is being produced every day. To exploit DA practices, various requirements for its successful usage are needed. Organizational Culture (OC) is provenly one critical intangible resource that is required for DA practices. However, there is a lack of existing research about what factors and values of OC facilitate DA practices. Purpose: The purpose of this study is to explore what role OC plays for DA practices and how OC can support the effective use of DA in a company. This research is guided by the research question: What are facilitating factors and underlying values of OC for DA Practices? By exploring and linking the two concepts of DA and OC, the study aims to provide a greater understanding of OC for DA practices. This offers insights for DA practitioners and managers to handle their specific OC and guide DA more targeted. Method: Following an inductive, qualitative study with an exploratory research design, the authors conducted 12 semi-structured interviews. The interviewees were selected through purposive sampling and represent two different perspectives: DA experts and DA collaborators. By conducting a Grounded Analysis, a deeper understanding of OC factors and values was created, leading to a final framework of an OC for DA practices.  Conclusion: The study results illustrate various OC factors that facilitate DA practices. These factors differ between subcultures, which are represented by four groups of actors. Three factors were identified as superior, as they had an enabling effect on DA practices in the investigated OCs. Finally, the study derived five underlying values, representing a shared cultural mindset among organizational members, that facilitate DA practice.

Researchers in human resource management (HRM) have long been concerned with the attraction and retention of organizational members (Breaugh, 1992; Rynes, 1991; Vroom, 1966). However, as the U.S. work force has become more diverse (U.S. Census Bureau, 2000), the need to consider how issues of cultural diversity are related to the recruitment process has become increasingly important. For example, although past research has investigated relations among individuals' values, personality, and job choice preferences, no research has examined the job choice trade-off preferences of culturally diverse individuals. Moreover, researchers have not examined explicit job choice trade-off preferences involving job and organizational factors, even though expectancy theory-based models of recruitment implicitly suggest that individuals make trade-offs among valent job and organizational factors. Therefore, the purpose of the current research was to examine the relations among individuals' (a) cultural values (power distance, Protestant Ethic-earnings, Protestant Ethic-upward striving), (b) ethnicity (European-American, Hispanic-American), and (c) their job choice trade-off preferences for organizational prestige over pay using Thurstone's (1927, 1931) law of comparative judgment method. Study 1 served as a pilot of the procedure and measures. Based on the results of Study 1, changes were made to improve reliability of measures prior to Study 2. Study 2 tested hypothesized relations among cultural values, ethnicity, and job choice trade-off preferences for organizational prestige over pay. Results from Study 2 showed that power distance cultural values were related positively to job choice trade-off preferences for organizational prestige over pay and that Protestant Ethic-earnings cultural values were related negatively to job choice trade-off preferences for organizational prestige over pay. In addition, Hispanic-Americans were more likely than European-Americans to prefer job choice trade-offs for organizational prestige over pay. However, Protestant Ethic-upward striving cultural values were unrelated to job choice trade-off preferences for organizational prestige over pay. Moreover, ethnicity was unrelated to power distance cultural values, Protestant Ethic-earning cultural values, or Protestant Ethic-upward striving cultural values. Study results suggest that including cultural values and ethnicity in future recruitment research can enhance the understanding of individuals' job choice preferences and provide practitioners with information to attract multicultural job applicants.

The purpose of this study was to examine the relations among culture, information sharing, and performance among culturally-homogeneous NATO Officer teams. Forty-eight teams participated from five countries, namely, Bulgaria, Netherlands, Norway, Sweden, and USA. Teams of four participants were randomly assigned to a role and the task was an interdependent computer-based mission using an adapted version of Neverwinter Nights™ (Bioware, 2003), where they had to communicate among teammates and with non-human players to find weapons caches and other mission objectives. Not one individual had all of the information needed to perform the tasks; thus, they needed to share information with each other. The results of the study suggested that total information sharing was related to both team performance and cultural values (Power Distance, Individualism, and Uncertainty Avoidance). Specifically, Situation Update was the information sharing dimension that was significantly related to team performance. In addition, culture moderated the relations between information sharing and team performance. Specifically, there were hypotheses regarding Individualism moderating the relations between (a) Supporting Behavior, (b) Information Exchange, and (c) Reinforcement / Punishment and team performance. The results were that for high Individualists, the more supporting behavior, the better the teams performed. For low Individualists, the more supporting behavior, the worse the teams performed —a finding that was in the opposite direction than hypothesized. In support of the hypotheses, for high Individualists, as Information Exchange and Reinforcement / Punishment increased, team performance also increased. Conversely, for low Individualists, as Information Exchange and Reinforcement / Punishment increased, team performance decreased. A Task Direction x Power Distance interaction was also hypothesized and supported. Task Direction was positively related to team performance for high- iv Power Distance teams. For low-Power Distance teams, an increase in task direction was associated with a decrease in team performance. In addition, the effective teams exchanged more information and communicated similarly during the beginning, middle, and end of the missions. Moreover, high-Individualist teams were more successful and spent more time communicating about Planning in the beginning, and Situation Update for both the middle and end of the task. In contrast, teams low on Individualism spent more time communicating about Planning for all three phases of the task. There were also interesting rank differences in Information Sharing between senior and junior Norwegian Officers that are noteworthy. Study limitations, contributions, and practical implications for military teams and similar career fields were discussed.

Ekosystemtjänster har varit ett sätt att försöka värdera naturens tjänster till oss människor men har samtidigt bidragit till en separation mellan natur och människa. Det är ett kvantitativt ramverk som har svårigheter att ta hänsyn till de sociokulturella värdena. Studier menar nu på att det krävs mer forskning kring andra sätt att se på människors relation till naturen bortsett från den binära dikotomin människa-natur. Denna studie undersöker därför hur äldre konceptualiserar naturen och vad för upplevelsevärden de söker i ett naturområde samt vilka hinder och motivationer de upplever inför att ta sig ut till naturen. På så sätt lyfts olika faktorer som påverkar äldres tillgänglighet till grönområden, till exempel deras relation till naturen. Studien är utförd i den naturtäta kommunen Tyresö för att också utforska närheten till naturens betydelse i frågor om tillgänglighet. Intervjuer gjordes med 10 pensionerade personer och resultatet presenteras sedan efter konceptualisering av natur, värdering av natur och den upplevda tillgängligheten till naturen. Upplevelsevärden används för att tematisera vilka kvalitéer som de söker hos ett naturområde och platskänsla och platsidentitet analyserar känslorna kopplade till naturen som rör sig över tid och rum. Resultatet presenterar många olika faktorer som påverkar tillgängligheten där deltagarnas relation till naturen står i centrum.

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