Emotional expression has played an important role in our social life. This is especially true for leaders who have unequal power during the interaction with followers. According to the EASI model, we explored whether supervisor¡¦s negative emotional expression influenced follower¡¦s task performance by examining the moderating effects of follower's conscientiousness, agreeableness, power distance orientation, and perceived supervisor power on such relationship. In present study, we collected data from 34 companies of different kinds of industries, including 191 leader-follower dyads from 86 supervisors and 191 followers. The results of the hierarchical regression analysis showed that followers¡¦ conscientiousness and agreeableness positively moderated the relationship between supervisor¡¦s negative emotion expression and follower¡¦s task performance. Furthermore, under the condition of follower¡¦s low power distance orientation and low perceived supervisor power, the relationship between supervisor¡¦s negative emotion expression and follower¡¦s task performance became negative. Finally, theoretical and practical implications of our findings are also discussed.

Some authors have identified different cultural dimensions that could be used to classify people from different cultures in terms of values, believes, and behaviors which are defined by the environment where they are brought up. Among these dimensions, power distance is hi-lighted in this research in order to identify how the relationships of power among individuals would be a cause of cultural barriers that could ultimately prevent managers from the successful accomplishment of objectives. In the field of project management is during the project implementation when the interaction among stakeholders will reach its highest point of importance. This is due to the fact that all plans formulated in previous phases will be transformed into real actions. International project management required special skills and knowledge in order to achieve the right implementation of the strategy to accomplish a proper project completion. Therefore, this research is made in response to the need within the project management field for having a practical tool that could be applied to overcome cultural barriers. By gathering the point of view of managers from different backgrounds and ages, Chinese and non-Chinese, a list of practical guidelines is provided for foreigners to follow in order to avoid conflicts which could be initiated by cultural issues related to the way relationships of power are established in China. In order to develop these guidelines, a qualitative research method has been applied in this study by carrying out semi-structured interviews to a diversified group of people, Chinese and non-Chinese, in order to get the information from their experience to achieve the final objective of this research. After collecting the necessary information conveyed by interviewees, the suggested guidelines have been developed based on the findings which performed the factors of power and mechanism that describes how Face and Guanxi define the relationships of power among Chinese individuals.

Aim: The aim of this study was to investigate how national culture influence internal communication of university.   Methodology: A qualitative approach was chosen to conduct this research. Semi structured interview were taken. Interviews were taken by face to face, skype and phone call. Ethical approach was considered while interpreting the data.   Findings: Our study showed that high power distance has negative impact on internal communication. We found that high power distance creates block between supervisors and subordinates to share information. Thus it creates barriers for effective communication flow and hinders organizations development. Our study also found that power distance is available in both countries but the degree of power distance is varied from one to another. In our study we also found that Individualism and collectivism has effect on internal communication. Our study showed that Individualistic or collectivistic decision making process of university effect internal communication of university in both countries. Previous study suggests that high power distance country tends to be a collectivistic country. Though the result is not always true. However, we found that true in our study.   Contribution: The study adopts employee centric approach to explore the effects of culture on internal communication. This is an important contribution to previous researches that focused on internal communication from different perspectives, inclusion of cultural differences on internal communication has added value to the research field. Moreover, this paper contributes insights in cultural differences as well as employee perspective and by doing so it suggests theorist and practitioners that how internal communication can relate to employee’s engagement in different cultural perspectives.   Limitations: The major limitation of this study was that this study only focused on Hofstede’s power distance and individualism as cultural dimensions. Other dimensions were not focused. Another limitation of this study was the sample size. The sample size is too small to represent the whole population in regards to university perspective.   Suggestions for further research: Additional qualitative or quantitative methods can be required to explore the findings in different aspects. The study focuses on the educational institute. The findings may vary in accordance with the different industry and sectors. The study provides the guidelines regarding the impact of cultural differences on internal communication. Future research could consider other important factors that may have profound impact on internal communication in different settings.

Earlier studies have focused on the relationship between negative attitudes towards AI and collective culture of the country (country of origin). These differences may be because of sizeable differences in the power distance index (PDI) on the population level between different countries. We investigated the relationship between power distance index (PDI) of individuals; and their attitudes towards AI through a survey of participants from two countries, India and Sweden, where there are large differences in PDI on the population level. Results of the correlation test showed that power distance correlates positively with negative attitudes towards interactions with AI and the social influence of AI i.e. higher PDI means more of a negative attitude towards AI. However, power distance correlates positively to the acceptance of AI in a workplace environment, i.e. higher PDI means higher acceptance of AI in the workplace. The latter result was contradictory to our expectations and contradicted an earlier study [8], wherein high PDI showed hindrance in acceptance of the technology at workplace.

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<p>This research paper was aimed at analysing the influence of culture and communication practices in team functioning.  The scope of the study was limited to the project teams in the financial sector in Japan and the Philippines. The study was a qualitative research through the application of case studies whilst the primary data were gathered from semi-structured interviews. The findings of the study revealed that the project teams were collectivist with a noticeable degree of power distance, bestowment of status through ascription and the strong need for harmony in the project team environment. The communication practices were also affected by the hierarchical, relational, societal and regulatory dictates and expectations. However, there were some differences noted in Japanese and Philippine project teams as the latter exhibited more flexibility towards hierarchical relationship where position was not seen as hindrance in developing convivial and professional relationships. In so doing, culture and communication practices influenced team functioning in the aforementioned research context. Finally, the results of the study will allow project members, leaders and other key stakeholders in understanding the influence of culture and communication practices to team functioning in a more in-depth manner. This will lead to better policies and practices in helping them realise their goals and objectives.</p>

This research paper was aimed at analysing the influence of culture and communication practices in team functioning.  The scope of the study was limited to the project teams in the financial sector in Japan and the Philippines. The study was a qualitative research through the application of case studies whilst the primary data were gathered from semi-structured interviews. The findings of the study revealed that the project teams were collectivist with a noticeable degree of power distance, bestowment of status through ascription and the strong need for harmony in the project team environment. The communication practices were also affected by the hierarchical, relational, societal and regulatory dictates and expectations. However, there were some differences noted in Japanese and Philippine project teams as the latter exhibited more flexibility towards hierarchical relationship where position was not seen as hindrance in developing convivial and professional relationships. In so doing, culture and communication practices influenced team functioning in the aforementioned research context. Finally, the results of the study will allow project members, leaders and other key stakeholders in understanding the influence of culture and communication practices to team functioning in a more in-depth manner. This will lead to better policies and practices in helping them realise their goals and objectives.

This study examined university academics?? valence for teaching and research, and the relationships between the valence and self-efficacy for teaching and research, with an Australian and a Chinese sample. In addition, the study also investigated modelling of research activity and Chinese university academics?? attributions, experience of western research activities, and ingroup and outgroup relationships between models and observers. Design and conduct of the research was guided by a theoretical framework. Several hypotheses were generated and tested, and research questions were answered. Quantitative surveys and qualitative interviews were used in this study. The quantitative analysis comprised exploratory factor analysis and multiple regression analysis, and content analysis was used for free responses in the surveys and the interview data from the sample of Chinese academics. Within the context of the research, the results suggested that valence for academic work may be related to university academics?? cultural orientation and their self-efficacy for academic work. The study also suggested that observing modelling by others may have been related to the Chinese university academics?? self-efficacy for research. Effects of modelling and the Chinese academics?? attributions for models?? success in research appeared to be moderated by ingroup and outgroup relationships between the models and observers. Moreover, overseas experience was found to be the most important external attribution for Chinese models?? success in research.

This study examined university academics?? valence for teaching and research, and the relationships between the valence and self-efficacy for teaching and research, with an Australian and a Chinese sample. In addition, the study also investigated modelling of research activity and Chinese university academics?? attributions, experience of western research activities, and ingroup and outgroup relationships between models and observers. Design and conduct of the research was guided by a theoretical framework. Several hypotheses were generated and tested, and research questions were answered. Quantitative surveys and qualitative interviews were used in this study. The quantitative analysis comprised exploratory factor analysis and multiple regression analysis, and content analysis was used for free responses in the surveys and the interview data from the sample of Chinese academics. Within the context of the research, the results suggested that valence for academic work may be related to university academics?? cultural orientation and their self-efficacy for academic work. The study also suggested that observing modelling by others may have been related to the Chinese university academics?? self-efficacy for research. Effects of modelling and the Chinese academics?? attributions for models?? success in research appeared to be moderated by ingroup and outgroup relationships between the models and observers. Moreover, overseas experience was found to be the most important external attribution for Chinese models?? success in research.