Cross-cultural Knowledge Transfer Research Articles

Transnational networks of human resources and knowledge in East Asia: a case study of Taiwan merchant Wang Xuenong (1870–1915) and his trading company

Abstract Taiwan is an island and trade has always been the locomotive of its economic development. From the 1620s to the 1960s, cane sugar was Taiwan's most representative export commodity. Yet little attention has been paid to the business strategies of sugar traders and the changes in their thinking. How did the Takow (Kaohsiung) merchants who first went to Japan and Hong Kong to conduct cross-border trade in person learn about international trade and build a network of human resources that crossed borders, especially after the 1870s? And how did they face the great changes of an era in which tradition and modernity were intertwined, so that, following the regime transfer in the 1890s from the Qing Dynasty to the Japanese empire, they were able to expand their business territory and become major sugar merchants in southern Taiwan? This article examines the career of Wang Xuenong—a well-known sugar merchant in Taiwan during the Meiji period (1868–1912). It attempts to explain, from the perspective of cross-cultural knowledge transfer and human resource strategies, why and how sugar merchants such as Wang, who had gone to Japan in the early years of the Meiji Restoration for purposes of cross-border trade, introduced a trading company system that incorporated a mixture of East Asian and Western elements. It further investigates how they expanded their business from the sugar trade into a wider commercial domain that included mechanical rice milling and steamship transport. Finally, it looks at how their actions affected a transformation of Taiwan's commercial culture from the late Qing Dynasty to the early days of Japanese rule, and the historical significance of these changes in Taiwan's transitions towards industrialisation and modernisation.

Middle Holocene Oyster Shells and the Shifting Role of History in Ecological Restoration: How a Dynamic Past Informs Shellfish Ecosystem Reconstruction at an Australian Urban Estuary

Abstract At Western Australia's Swan-Canning Estuary, extensive subfossil shellfish assemblages of Middle Holocene origin were largely destroyed through dredging for cement production in the first half of the twentieth century. This case-study of an extractive industry driving shellfish ecosystem decline builds on existing historical studies of commercial over-harvesting of oysters, and historical and paleo-ecological investigations of sustainable, long-term indigenous oyster harvests, presenting an important new perspective on global shellfish ecosystem decline and the enduring cultural value of shellfish resources by revealing processes of cross-cultural knowledge transfer, unfolding environmental understanding and extensive environmental change across Western Australia's post-European settlement history. We explore these histories in detail for the first time, before considering their relevance to a shellfish ecosystem reconstruction initiative currently underway at this major Australian urban estuary.

Expatriates Coaching Behaviors and Local Employees Work Performance: Mediating Role of Cross - Cultural Knowledge Transfer

This study investigates How the coaching behavior of Chinese expatriates and the performance of local employees overcomes the inherent differences between them and develops the quality of relationships that play an important role in carrying out cross-cultural knowledge transfer? Existing research does not provide a good answer to this question. The knowledge transfer literature has focused on organizational vehicles and structural mechanisms, with little attention paid to understanding how the organizational processes and individuals involved can facilitate knowledge transfer. After all, it is people who have applied and transferred knowledge. This study aims to propose and analyze a model for developing expatriate coaching behavior through cross-cultural knowledge transfer in improving the work performance of local employees, to examine the moderating role of intelligence culture for expatriate coaching behavior on the relationship of cross-cultural knowledge transfer to local employee performance on expatriates and employees. This study will examine the moderating role of Perceived Organizational Support theorists have suggested that employees form global perceptions of the level of support provided by their employers and that this perception influences their behavior in the workplace. The data collection method used is a qualitative method. Based on the results of research and discussion, it can be concluded that China expatriates with high cultural intelligence, their coaching behavior has a clearer positive impact on the performance of local employees; for local employees who have high cultural intelligence, expatriate coaching behavior has a clearer positive impact on the employee's performance.

Expatriates Coaching Behaviors and Local Employees Work Performance: Mediating Role of Cross - Cultural Knowledge Transfer

This study investigates How the coaching behavior of Chinese expatriates and the performance of local employees overcomes the inherent differences between them and develops the quality of relationships that play an important role in carrying out cross-cultural knowledge transfer? Existing research does not provide a good answer to this question. The knowledge transfer literature has focused on organizational vehicles and structural mechanisms, with little attention paid to understanding how the organizational processes and individuals involved can facilitate knowledge transfer. After all, it is people who have applied and transferred knowledge. This study aims to propose and analyze a model for developing expatriate coaching behavior through cross-cultural knowledge transfer in improving the work performance of local employees, to examine the moderating role of intelligence culture for expatriate coaching behavior on the relationship of cross-cultural knowledge transfer to local employee performance on expatriates and employees. This study will examine the moderating role of Perceived Organizational Support theorists have suggested that employees form global perceptions of the level of support provided by their employers and that this perception influences their behavior in the workplace. The data collection method used is a qualitative method. Based on the results of research and discussion, it can be concluded that China expatriates with high cultural intelligence, their coaching behavior has a clearer positive impact on the performance of local employees; for local employees who have high cultural intelligence, expatriate coaching behavior has a clearer positive impact on the employee's performance.

Group relations conferences in China 2014 to 2019: theory and dynamics

This is a longitudinal inquiry into the theory and dynamics of four group relations conferences in China from 2014 to 2019. The study triangulates field notes, document artefacts, and verbatim transcribed interviews to investigate the application of Wilfred Bion's basic assumption (BA) group theory in the context of temporary learning institutions devoted to the examination of authority, leadership, and conscious/unconscious processes in groups. Given that group relations theory and practice in the Tavistock tradition is grounded in psychoanalysis and open systems theory, the study integrates psychoanalytic and psychodynamic systems theory in the analysis and interpretation of conference dynamics. The study concludes that group relations has important implications for psychoanalysis in China in light of: 1) the "psycho boom" in contemporary China; 2) the possibilities of cross-cultural learning and knowledge transfer; 3) cross-cultural trust building; 4) professional development of human services, mental health, and organisational development professionals; and 5) the application of psychoanalytical theory and practices to the understanding of organisational development in China.

Experiences and pedagogical considerations of training the trainers in Saudi Arabia

Abstract Introduction A student-centered teaching method engages the student to take responsibility for his/her own learning. In this pedagogical approach, the role of the teacher has become to be a supportive coach rather than an authority and one-way superior knowledge provider. A teacher with good teaching skills actively involves and engages students in the learning process. Qualified teacheŕs competence consists of the substance of the subject taught, pedagogical skills as well as of the teaching experience gained after teacher training. Lessons learnt In our case we organized a 9-day workshop to enhance the teaching skills of teachers in one department of our collaborator university in Saudi Arabia (KSA). The workshop included lectures on-site and individual and group assignments such as integrating active learning methods into teaching. The pedagogical workshop was a part of the cross-cultural knowledge transfer project between SDU and (case 1) university in KSA in the Bachelor level education in 2013-2017. The project disclosed the cultural differences in teaching and learning and the different traditions of education. We found that there was a strong tradition of memorizing among students in KSA, which reflected into the attitudes of both teachers and students. This workshop was the first pedagogical training for the most of participants and it revealed that they lacked theoretical knowledge on teaching, e.g. the concepts of student-centered teaching were new to the participants. However, they had extensive teaching experience and strong knowledge of the content of the subjects taught. The acquired knowledge of the basic approaches of student-centered teaching expanded participantś thoughts on how they could better interact with students instead of one-way lecturing. In the workshop, dialogue was used as a teaching method, and participants found the sharing of learning experiences in a peer group a useful and new way to learn at work.

A Social Capital Model of Cross-Cultural Knowledge Transfer

The purpose of this study is to explicate the transfer of knowledge between expatriates and HCNs by considering how both individuals influence each other’s knowledge acquisition. Drawing on social capital theory and based on a sample of 107 expatriate-HCN dyads, we found that the extent to which the receiver acquires knowledge depends on the sender's perceptions of the social capital that they have. These perceptions are influenced by the receiver's personal qualities (i.e. cultural intelligence) and perceived collaborative-based HR configuration.

Participant and Observer Narratives about Medieval Cross-Cultural Knowledge Transfer. Missing, Single or Multiple Translations

Participant and Observer Narratives about Medieval Cross-Cultural Knowledge Transfer. Missing, Single or Multiple Translations

The role of translation in cross-cultural knowledge transfer within a MNE’s business networks

Purpose – The purpose of this paper is to explore how translation activities influence knowledge transfer across cultures in Chinese multinational enterprises (MNEs). Although translation is recognized as a critical instrument for MNEs to enhance cross-national knowledge flow, scholars have not put much emphasis on the importance of translation in international business research. Design/methodology/approach – This paper proposes a novel hierarchical framework to delineate the five major boundary-spanning functions regarding translation for knowledge transfer in China (i.e. exchanging, linking, manipulating, facilitating and intervening). Due to the paucity of relevant literature, the authors used exploratory case studies investigating two large Chinese MNEs to illustrate how individuals as boundary spanners handle the translation requirements associated with cross-cultural knowledge transmission within a MNE’s business network. The data coding approach was used to examine the assumed model. Findings – The findings demonstrate that translators indeed play a vital role in cross-border knowledge exchanging, linking people with crucial knowledge, manipulating the flow of knowledge for protecting confidentiality, facilitating the cross-cultural interaction of various knowledge sources and intervening to prevent the occurrence of misunderstanding in MNE contexts. The authors also reveal how translators overcome the three constraints of language interpretation concerning knowledge transfer (i.e. lack of equivalence, cultural interference and ambiguity). The proposed research framework was fully supported. Research limitations/implications – The results provide insightful implications for MNEs to treat translation as a significant “re-codification” rather than a mundane task. Knowledge transfer within MNEs involves not only knowledge regarding products, technology and operations but also involves “whole organizations” including business models, organizational visions, missions and strategies. Originality/value – The main value of this paper is to propose a novel model regarding the role of translation in cross-cultural knowledge transfer in China. Language is a container of contexts; the translation procedure in MNEs is actually dynamic and contingent in nature and can be seen as an act of knowledge creation per se.

The influence of self-construal on cross-cultural knowledge transfer

The purpose of this paper, investigates the role of self-construal as an intercultural competency in knowledge transfer that contribute to enhance social capital between expatriates and host countr...

TRIZ-based Algorithm for Biomimetic Design

The article reveals opportunities and obstacles for cross-domain and cross-cultural knowledge transfer. Both interfaces are clearly present in biomimetics (the engineering branch that borrows ideas from biological field for introducing them into the technology). Biomimetic methodology needs to deal with key differences between domains (biology studies Life, engineering creates machines) and cultures (science describes and models, while engineering prescribes and produces). Due to the complexity of mentioned methodological issues biomimetics still remains case-study-based discipline with no guaranteed success of investments. Current paper offers the detailed explanation and procedures for biomimetic design. Authors discuss obvious and reveal invisible obstacles for mimicking living systems and the specifics of application of different TRIZ tools in cross-cultural and cross-domain knowledge transfers and present the algorithm for biomimetic engineering based on TRIZ.As a conclusion the list of axioms for biomimetic design is presented and the procedures for biomimetic design based on such axioms are suggested.

An unsuitable job for a woman: a ‘native category’ approach to gender, diversity and cross-cultural management

This paper takes an ethnographic study of the recruitment of women at BMW MINI between 2003 and 2006 as the basis to explore the impact of the concepts of ‘native categories’ and ‘recontextualisation’ on diversity management and cross-cultural management. I consider how managers' and workers' subconsciously held cultural categories relating to gender and work affected efforts to increase the number of female line workers in the plant, and how these were further complicated by the recontextualisation of German native categories in a British context. In doing so, this paper will develop a better understanding of the way native categories affect management and international business, provide an addition to the literature on recontextualisation, by introducing the concept of ‘native categories’ to research exploring the effects of recontextualisation on cross-cultural knowledge transfer, international human resource management strategy and marketing, and, finally, develop some understanding of how diversity management initiatives can fail in practice.

Training and knowledge transfer at the interface of cultures

The paper discusses different approaches to the problems of knowledge transfer. In the paper factors that influence cross cultural knowledge transfer with training is presented. It can be argued that the impact of national culture on the transfer of knowledge is less than the influence of such elements of the transfer process like: number of canal, source’s willingness to share knowledge, sender’s willingness to acquire knowledge, absorptive capacity of the receiver and to what degree Knowledge Resources was transformed.

Meta-analytic comparison on the influencing factors of knowledge transfer in different cultural contexts

Purpose–This paper provides a comprehensive assessment of the influencing factors on knowledge transfer through meta-analysis with an emphasis on the influence of cultural contexts.Design/methodology/approach–The approach involved the evaluation and analysis of 69 published empirical studies and the categorization of these studies into two groups based on different cultural contexts as described by Hofstede. A meta-analytic approach was then employed to provide a comparative analysis of the categorized studies.Findings–The results of the meta-analysis of the influencing factors of knowledge transfer are consistent with the results obtained in most previous studies, indicating a maturation of research in this area. Influencing factors such as knowledge ambiguity, tie strength, trust, and common cognition are shown to impact knowledge transfer in different cultural contexts, particularly with regard to the individualism-low power distance and collectivism-high power distance dimensions defined by Hofstede.Research limitations/implications–This analysis was limited to the correlation between the influencing factors and the general performance in knowledge transfer and did not specifically address more detailed dimensions such as efficiency and effectiveness. In addition, this analysis was restricted to the cultural contexts of only two cultural dimensions. However, the review of this broad range of studies provided sufficient data to allow an in-depth analysis of related influencing factors and helped to illustrate and exemplify the influencing mechanisms of culture on knowledge transfer.Practical implications–The results presented in this paper can help managers working in cross-cultural environments to understand the key influencing factors that affect knowledge transfer in the workplace. By understanding these factors, managers can more effectively implement methods and procedures that improve cross-cultural knowledge transfer in the work environment.Originality/value–This paper provides a detailed insight into the influencing factors found between two distinctive cultural contexts and offers a fresh analysis of influencing factors with regard to knowledge transfer in a cross-cultural environment.

The application of learning theories to improve cross-cultural training programs in MNCs

Cultural intelligence and intercultural competence are concepts that have been identified as antecedents for success in global management, and both depend on the acquisition of cultural knowledge. However, although a lack of cultural knowledge is cited in the international management literature as a frequent source of failure in expatriate assignments, there is scant research about how cultural knowledge is created and diffused within organizations. We cite evidence that cross-cultural training programs, which are widely utilized for cross-cultural knowledge transfer, tend to be ineffective in transferring cultural knowledge, and we examine in detail how cultural knowledge is acquired in MNCs and reveal the importance of its tacit component. Then, drawing upon five relevant learning models, we propose a framework for the effective transfer of cultural knowledge. Based on this theoretical underpinning, we offer four sets of effective cross-cultural training methods, as a function of the resources available, that the firm can apply to achieve more effective cross-cultural training for global managers.

QR Codes and Traditional Beadwork: Augmented Communities Improvising Together

QR Codes and Traditional Beadwork: Augmented Communities Improvising Together

Knowledge Exchanges in Smart-Sourcing Contracts - Learning from the Genius of Al-Biruni

Smart-Sourcing is typically knowledge-intensive and collaborative. Success is not possible without tactics for effective knowledge-exchange throughout the life-cycle of a contract. It involves bringing teams across organizations (vendors, clients, sub-contractors, service providers, suppliers etc) together in order to acquire, share and co-create knowledge. Knowledge exchange across boundaries is not new. The works of Abu Rayhan Al-Biruni (973-1048AD), a Persian polymath scholar who made significant contributions in diverse fields of study, were examined using frameworks of knowledge assets and knowledge flows. The knowledge flows of knowledge assets were studied using Boisot’s I-space model and the knowledge transfer to and from Al-Biruni was studied using Gupta and Govindarajan’s knowledge transfer framework. The factors that have contributed to the tremendous achievements in scholarship by the genius of Al-Biruni were found to be the possession of multiple intelligences, a balance of wisdom with an ability to positively influence his environment and a strong value system within which he operated. His methodology also provides several lessons that can be learned and applied for knowledge diffusion. The research also suggests that possessing multiple intelligences and a balance in wisdom enables the people involved in multi-national, cross-cultural and cross-lingual knowledge transfer to be able to give better form and structure to knowledge enabling easier and better knowledge diffusion.

Crime Prevention Through Environmental Design in the United Arab Emirates: A Suitable Case for Reorientation?

In the field of CPTED, theorists and practitioners alike readily acknowledge the need to design buildings and layouts that closely fit the local context and wider design requirements, including aesthetics, social conditions, and development and construction constraints. Crime prevention functions cannot simply be imposed or bolted on while ignoring local circumstances and other priorities such as energy conservation. But gett ing crime prevention designs to work successfully can be tricky because they rarely act directly (as with putting high walls around a building), but exert their preventive eff ect by motivating and directing the actions of people such as residents, managers and passers-by, and deterring off enders. Crime prevention designs for the built environment can thus rarely be massproduced but must be customized to local conditions. CPTED evolved in Western countries, with commonalities of culture and built environment, despite variations, for example, in climate between Northern Europe and Australia. Transferring CPTED to other regions such as the United Arab Emirates therefore poses even more of a challenge, where there are marked differences not just in terms of climate but also in culture pertaining, for example to privacy, ownership of property, development control and tradition. Recent experience in researching international good practice and standards for application in the Emirate of Abu Dhabi, is used to illustrate these contextual diff erences, to draw broader lessons for CPTED,and to discuss the challenges to cross-cultural knowledge transfer in crime prevention.

The dream's door: a case of a MNC in Poland

Subject area Leadership, change management, knowledge transfer, quality, car manufacture, organisational culture, staff training and development. Study level/applicability This case study is intended for undergraduate courses on principles of management, cross-cultural management and organisational behaviour; postgraduate and MBA courses as above in addition to leadership studies and change management courses. Case overview Globalisation inevitably led to attempts to transfer know-how and expertise to markets in different locations and cultures, where the particular organisation is willing to begin to operate. Hence, the need for understanding the conditions for successful knowledge transfer is especially important. The globalisation process in the Eastern bloc, which began in 1990, is a good example of knowledge transfer where the mutual meaning creation played a crucial role. This case study illustrates the process of international knowledge transfer between Western Europe and an emerging economy using the example of DAK Corporation and quality transfer to Poland. The case is especially useful for undergraduate and postgraduate students, including MBA students, studying general management as well as more specialised courses stemming from international management, for example, cross-cultural management and organisational behaviour. Since the material focuses on people management and development as well as organisational culture creation, current and future practitioners from the human resources department will find it particularly useful. Students considering a career in a multinational company can also use this case in their preparation for the challenges of operating in a global business environment. Expected learning outcomes These include: understanding of the process of international and cross-cultural knowledge transfer; identification of key cultural and organisational factors contributing to the success of international knowledge transfer; understanding of the organisational culture creation process; and exploration of the process of new staff development and training. Supplementary materials Teaching notes are available.

The contribution of autophotography for cross-cultural knowledge transfer

This paper introduces the use of autophotography in cross-cultural research and describes the possibilities of knowledge transfer using the research output directly in cultural training settings. Autophotography is a method used to compare two cultures on the basis of photographs. Test persons (members of one culture who live in a second culture) are required to make photos expressing certain aspects of a culture. In an interview the test persons then explain their motives, what values they wanted to express and why this photo was typical of the target culture. This method produces authentic photographs which offer insights into the perception of artefacts by people from different cultures. The photographs may then be used in cross-cultural knowledge transfer processes. One way of incorporating emotions into the training process is the use of photographs. Since visual material has a stronger and more direct impact on emotions (Goleman, 1995), photographs can help fill the emotional gap in trainings.