Standardization preferences: a function of national culture, work interdependence and local embeddedness

By William Newburry, Nevena Yakova. 2006

161 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/d1ac8ca8e10a6112f2de1c7374c35febdb41891c

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

1. Thomas W. H. Ng
2. D. Feldman
3. F. Chiang
4. Thomas A. Birtch
5. K. Sorensen
6. J. Hessels
7. Dan Li
8. Siri Terjesen

In Strategy and Management

1. Siri Terjesen
2. J. Hessels
3. Dan Li
4. D. Feldman
5. Thomas W. H. Ng
6. F. Chiang
7. Thomas A. Birtch

Citations in the corpus

• The transferability of management practices: Examining cross-national differences in reward preferences (2007, methodology): “…not only provided the conceptual impetus for a stream of cross-cultural investigations, including some very recent examples (Kwok & Tadesse, 2006; Newburry & Yakova, 2006), but it is considered the most comprehensive (Kogut & Singh, 1988), widely cited (Sondergaard, 1994), and empirically…”
• Does the Job Satisfaction—Job Performance Relationship Vary Across Cultures? (2009, background): “…in different cultures has particularly important managerial implications for multinational corporations, which often find it inappropriate to apply one universal set of management principles to employees of different nations and cultures (Kirkman, Lowe, & Gibson, 2006; Newburry & Yakova, 2006).”
• Comparative International Entrepreneurship (2016, background): “Several international business studies address potential ecological fallacy problems, offering valuable information and templates for CIE research (e.g., Barr & glynn, 2004; fu et al., 2004; Koch & Koch, 2007; Newburry & Yakova, 2006).”
• The Interrelationships Among Informal Institutions, Formal Institutions, and Inward Foreign Direct Investment (2013, unknown): “They value independence and personal accomplishment over group interests (Newburry & Yakova, 2006), favor autonomy over dependence on the collective (Spence, 1985), and prefer variety to standardization (Mueller & Thomas, 2001).”
• Idiosyncratic Deals and Voice Behavior (2015, background): “As i-deals become more commonly used as a way to compete for talent around the world, a better understanding of cross-cultural differences in i-deals will be very helpful in managing a global workforce (Kirkman, Lowe, & Gibson, 2006; Newburry & Yakova, 2006; Taras et al., 2010).”