Influence Of International Experience Research Articles

Establishment of public and administration education in Ukraine (the 90’s of the 20th century)

The aim of the article was defined as the process of implementation of public and administration education in Ukraine after state independence gaining. Methods.The research was carried out on the basis of application of interdisciplinary approach with the use of historical-genetic, problematic-chronological, comparative, systemic- functional methods and periodization method. Main results of the research enable to reconstruct the events of the early nineties of the twentieth century in the field of training of personnel for public administration sector. The article makes the case that the process of establishment of public and administration education started in the beginning of the year 1992 and provided the training of the first professionals in 1993. The application of the institutional approach became the special aspect of the activity of the government authorities in the specified sector. This approach was implemented by the means of establishment of higher educational institution for professional training of public servants and local self-government officials without preliminary definition of the specialty “Public administration” in the list of specialties approved by the government. Establishment of public and administration education was carried out due to activity of the Institute of Public Administration and Self-Government under the Cabinet of Ministers of Ukraine which existed in the 1992–1995. As a result, the national model of training of professionals for public sector was created with the use of the best experience of European democracies (in particular, France) and certain approaches of Soviet era (inclusion of institution for training of the officials into the chain of higher education institutions). The original training programs were created at the Institute of Public Administration and Self-Government under the Cabinet of Ministers of Ukraine in consultation with national and foreign professionals. Moreover, the innovation network of training unit was developed; the practical training of students in Ukraine and abroad was implemented. The main results lie in the fact that the process of implementation of public and administration education was duly prepared; it took into account the available possibilities; it occurred under the influence of international experience. The publication has the original nature; it was prepared on the basis of wide use of primary sources. The scientific novelty consists in address to poorly explored issue and application of author’s interpretation of the available historical facts. Practical meaning is determined by the possibility of reference to the detailed analysis of the roots of system of training and additional training of the public sector personnel by the professionals in the field of public and administration education. Type of the article. The article has the review nature; it covers the conceptual approaches and practical experience of public authorities of Ukraine.

Sport and International Management: Exploring research synergy

AbstractThe objective of this article is to indicate how international business (IB) research can benefit from using sport as a research context. We present the rationale for studying organizational phenomena within sport, with a focus on benefits specific to IB research, and present examples wherein sport is used to study organizational phenomena relevant to IB. Among the examples we present, we focus on the influence of identity integration on performance of multinational teams, the influence of international experience on performance of multinational teams, and the influence of cultural differences on emotions in organizations. We conclude with suggestions for future research.

Formation of corporate culture: world experience and Ukrainian realities

Relevance of research topic. Modern business conditions help to consider the concept of «corporate culture» as one of the main elements of staff management system. The corporate culture is of great importance today as a set of features that determine the individuality of each organization. Organization culture is a system of values, a philosophy shared by all employees of the organization. The philosophy of the organization is made clear to all workers of the tradition, symbols, rituals, legends, which they are guided in everyday activities by virtue of their inner conviction. Ingredients of the organization's culture are the names of the brands of products it produces and the social contacts of employees outside of it (unions, sports teams, etc.). Formulation of the problem. It is impossible to ensure the profitability and success of the organization, relying solely on economic interest and neglecting the potential of cultural capital, the degree of penetration of which in the managerial and economic sphere determines the speed and quality of the organization's movement to a new cycle of development. Corporate culture includes issues of motivation of staff, spiritual and material life of the collective, style of management, influence of the leader's personality, moral standards and material values. Implementation and observance of the principles of corporate culture will make it an effective tool for staffmanagement, preserve the unity in the organization, which in the future will have a beneficial effect on the development of the organization's culture. Analysis of recent research and publications. This problem has become the object of study of a number of researchers. In particular, the scientific works of Apostoliuk O., Balyk O., Bezzemelna T., Hryhorieva O., Zhuk V., Zelena M., Lomachynska I., Malaschenko V., Marynova S., Melnyk P., Skobtseva A., Tarasova O., Fischuk N., Khymych I., ShyshkovaH. and others deserve attention. Identification of unexplored parts of the general problem. At the same time, the problem of the influence of international experience on the formation of the corporate culture of domestic enterprises requires a more detailed study, which determines the relevance of further research in this area. Setting a task, objectives of the study. The purpose and tasks of writing the article is to study examples of successful world corporate cultures, to study the attitude towards corporate culture in Ukraine, further improve the processes of forming the corporate culture of Ukrainian enterprises taking into account the national character. Research methodology. During the writing of the article were used methods of analysis and synthesis, the system approach, statistical analysis, generalization and structuring. Presentation of the main research material. The article analyzes the attitude towards corporate culture in Ukraine, factors of the introduction and functioning of the corporate culture, its typology, determines the reasons for the unsatisfactory state of implementation of the national corporate culture, identifies the best examples of the corporate culture of domestic enterprises. The field of application of results. The research results can be applied in the process of forming the corporate culture of a modern enterprise. Conclusions. Thus, the key factors to be taken into account when forming a corporate culture should be: national features, with their negative and positive characteristics, the need to upgrade the top management through the creation of motivational systems and conditions for the career development of young qualified professionals, the need to improve economic methods management.

The Influence of International Experience on Bargaining Behavior

Over a period of time rational behavior/strategies of the people have been studied using ultimatum games in the form of dictator game, trust game, social ultimatum game etc. The typical ultimatum games includes a distribution of the specific amount of money/monetary benefit through a proposal by a person designated as proposer to himself / herself and to a different person designated as responder. The proposal from the proposer will be implemented when the responder accepts it and there by terminating the game. In case the responder rejects the proposal the game will terminated with both the person involved in the game (prosper and responder) gaining nothing. The subject of the study relates to the bargaining Behavior through ultimatum game in the form of dictator game of people taking into account of the international experience, linked to the question of whether the international experience of the respondents positively influences their fairness and justice. In order to confirm or reject these results, n (number) = 270 German volunteers participated in a corresponding experimental analysis. The results confirmed that the international experience of the test persons in part can have a positive influence on the bargaining behavior, if one must react to the decision of a predecessor.

The influence of international experience on entry mode choice: Difference between family and non-family firms

Summary International experience plays a crucial role in the choice of foreign entry mode, but its influence may vary across firms. This study investigates the difference of such an influence between family and non-family firms. The TCE perspective sees the foreign entry mode choice of a joint venture (JV) or a wholly owned subsidiary (WOS) as a trade-off between administrative costs of managing an organization and costs of safeguarding against partner’s potential opportunism. From the TCE perspective, we hypothesize that inexperienced firms would rather relinquish control of foreign subsidiaries in exchange for local partners’ help and thus will tend to choose a JV vs. a WOS. Family firms, however, have unique concerns regarding the preservation of socioemotional wealth and tend toward nepotism. Thus they often suffer from relatively scant management capabilities, relying more on partners’ help to manage foreign subsidiaries jointly. We then hypothesize that inexperienced family firms, compared with inexperienced non-family firms, are more likely to choose JVs rather than WOSs. As firms accumulate international experience, they rely less and less on partners’ help. We further hypothesize that ceding control to partners eventually will no longer be worthwhile, making the WOSs choice more favorable. Family firms, due to their socioemotional wealth concerns, have a higher desire to control their affiliates and tend to maintain higher ownership levels than do non-family firms. We thus hypothesize that experienced family firms are more likely to choose WOSs, compared with experienced non-family firms. We used a sample of publicly listed computer and electronic companies in Taiwan entering the China market to test our hypotheses. The empirical results support our hypotheses. The heterogeneity in the influence of international experience has profound implications for both family business research and international business studies.

The Moderating Impact of Informal Institutional Distance and Formal Institutional Risk on SME Entry Mode Choice

abstractConsiderable research has explored international mode choices. However, results regarding the direct influence of the host country institutional context on entry mode choice remain rather inconclusive with positive, negative, and mixed empirical findings. This study examines informal institutional distance and formal institutional risk as moderators on the relationship between frequently examined decision‐making criteria and the entry mode decision of small and medium‐sized enterprises (SMEs). We demonstrate that the influence of international experience, proprietary know‐how, and strategic importance on SME mode choice is contingent on the institutional context of the host country. Hypotheses are tested on a sample of 227 German SMEs. Our empirical results support our theoretical predictions, which forge a link between institutional and SME entry mode literature.

Facing the rankings from the past: a tournament perspective on repatriate career mobility

This article offers a theoretical contribution to the current debate on managing repatriation. Problems with repatriation, such as under-utilization of international experience, poor integration to the home unit and damaged career prospects are well known by now. Less emphasis has been devoted lo understanding the organizational processes leading to such controversial outcomes. Most of the earlier research has ignored the role of organizational career structures and processes in shaping the unfolding of cross-cultural transitions. This paper tills the gap by interpreting repatriate career outcomes in the light of the tournament dynamics of expatriate's home organization. The article draws attention to the pre-expatriation rankings constraining repatriate career opportunities as well as to the process of expatriation/repatriation transitions. Special focus is set on the interaction between local tournament logic and the distinct attributes of expatriate transfer in the shaping of expatriate career path. The understanding of repatriate career problems thus gained suggests for international human resource management a broader organizational and processual view of the causes of repatriate problems. Reflection on and revision of pre-expatriation assessment criteria of managerial potential are particularly needed to enable a more enduring influence of international experience on managerial culture. As far as individual employers are concerned, an awareness of the tournament logic's influence on optimal career strategies in international firms is called for so as to motivate each person better in his or her ongoing work efforts.