Issues

Journal & Issues

Volume 14 (2022): Issue 1 (March 2022)

Volume 13 (2021): Issue 4 (December 2021)

Volume 13 (2021): Issue 3 (September 2021)

Volume 13 (2021): Issue 2 (June 2021)

Volume 13 (2021): Issue 1 (March 2021)

Volume 12 (2020): Issue 4 (December 2020)

Volume 12 (2020): Issue 3 (September 2020)

Volume 12 (2020): Issue 2 (June 2020)

Volume 12 (2020): Issue 1 (March 2020)

Volume 11 (2019): Issue 4 (December 2019)

Volume 11 (2019): Issue 3 (September 2019)

Volume 11 (2019): Issue 2 (June 2019)

Volume 11 (2019): Issue 1 (March 2019)

Volume 10 (2018): Issue 4 (December 2018)

Volume 10 (2018): Issue 3 (September 2018)

Volume 10 (2018): Issue 2 (June 2018)

Volume 10 (2018): Issue 1 (March 2018)

Volume 9 (2017): Issue 4 (December 2017)

Volume 9 (2017): Issue 3 (September 2017)

Volume 9 (2017): Issue 2 (June 2017)

Volume 9 (2017): Issue 1 (January 2017)

Volume 8 (2016): Issue 4 (December 2016)

Volume 8 (2016): Issue 3 (September 2016)

Volume 8 (2016): Issue 2 (June 2016)

Volume 8 (2016): Issue 1 (January 2016)

Volume 7 (2015): Issue 4 (December 2015)

Volume 7 (2015): Issue 3 (September 2015)

Volume 7 (2015): Issue 2 (June 2015)

Volume 7 (2015): Issue 1 (January 2015)

Volume 6 (2014): Issue 4-1 (December 2014)
Part I

Volume 6 (2014): Issue 4-2 (December 2014)
Part II

Volume 6 (2014): Issue 3 (September 2014)

Volume 6 (2014): Issue 2 (June 2014)

Volume 6 (2014): Issue 1 (March 2014)

Volume 5 (2013): Issue 4 (December 2013)

Volume 5 (2013): Issue 3 (September 2013)

Volume 5 (2013): Issue 2 (June 2013)

Volume 5 (2013): Issue 1 (March 2013)

Journal Details
Format
Journal
eISSN
2543-831X
First Published
25 Apr 2014
Publication timeframe
4 times per year
Languages
English

Search

Volume 7 (2015): Issue 1 (January 2015)

Journal Details
Format
Journal
eISSN
2543-831X
First Published
25 Apr 2014
Publication timeframe
4 times per year
Languages
English

Search

6 Articles
Open Access

What Kinds of Skills are Expected by Portuguese and Polish Employers?

Published Online: 25 Aug 2015
Page range: 5 - 21

Abstract

Abstract

The main objective of the research was to establish which skills and competencies are mostly demanded by organizations/employers in Portugal and Poland. Secondly, we wanted to determine if there are any differences in this type of skills and competencies in these two countries. In order to analyze the skills necessary in organizations, we applied the typology of soft and hard skills. In the analysis, we had to distinguish moral competencies from soft skills, due to the specificity of the formers. In the research, we use the mixed qualitative-quantitative methodology. In the survey, carried out on convenience samples composed of Portuguese and Polish working students, the respondents were eager to answer one open-ended question and describe/list the skills/competencies demanded by organizations. In order to categorize the answers, we employed a two-stage process of phenomenological reduction. For the purpose of conducting a comparative analysis of the data and due to a wide dispersion of results in the case of soft skills in the two samples, we grouped the soft skills according to the ESCO and interpreted the differences by referring to the cultural dimensions introduced by Hofstede et al. [2011].

Keywords

  • Soft
  • hard & moral skill
  • Portugal
  • Poland
  • phenomenological analysis/ reduction
  • cultural dimensions
Open Access

The Chinese-perspective of Intercultural Competence Models Revisited

Published Online: 25 Aug 2015
Page range: 23 - 41

Abstract

Abstract

Most intercultural competence models have been developed by Western experts based on Western theory and Western cultural values, and they are not culturally specific models. The lack of non-Chinese researchers to study and contribute to the construction of intercultural competence from a Chinese-perspective is a serious shortcoming, and most of the models developed by Chinese scholars are a replica of the Western models. A Chinese-perspective of intercultural competence model is indeed needed to reinterpret concepts and theories that are coined in the West, which are then widely used and generalized without any concrete-solid bases of their universality. This paper deployed empirical study methods to analyze the content of the literature to understand the construct of Chinese-perspective intercultural competence models. Eight Chinese-perspectives of intercultural competence models formulated by Chinese scholars between 1998 and 2013 have been identified, two of them are researched in English, while six others are in Chinese. As a result, there are no significant differences in the components of those eight models, as most Chinese scholars agree that cognitive ability, emotional management and communication skills are three of the major components which constitute the Chinese version of intercultural competence models. This research is timely, and is worth conducting, due to increased Chinese investments throughout the world, and the power and influence of China as the world’s largest economy. The results could be used as a guiding operational scheme to prepare business partners from both sides for successful cooperation.

However, one should recommend, in future research, that there be a comparison of Chinese-perspective models with Western-perspective models in order to delve deeper into the construct of the models to examine the degree to which the Chinese and Western-perspective of intercultural competence are complementary and compatible with each other.

Keywords

  • intercultural competence
  • intercultural competence model
  • Chinese
  • Chinese-perspective
Open Access

Individual-Level Determinants of International Orientation of a Firm: A Study Based on Global Entrepreneurship Monitor Data

Published Online: 25 Aug 2015
Page range: 43 - 58

Abstract

Abstract

In recent decades economic integration and globalization processes facilitate the firms’ internationalization. The main determinants of that process are divided into three categories - internal factors, external factors and personal characteristics of an entrepreneur. The latter is considered to be the most important and will be the research subject in this article. The objective of this paper is to analyze the determinants of firm internationalization on the individual level and to verify whether entrepreneurial traits of the founder are indeed important for the internationalization. The research is based on the Global Entrepreneurship Monitor data, using which we employ independent sample t-test and one-way ANOVA analyses to test the hypotheses. The results show that the only variable which determines international orientation of a company is the level of education of an entrepreneur. All other characteristics of an entrepreneur do not correlate with international orientation of a firm. Results obtained make important contribution to entrepreneurship research - they show significant shift in international entrepreneurship trends - internationalization is getting more available, less risky and more natural for entrepreneurs of different ages, backgrounds and individual characteristics. Findings may be useful for further international entrepreneurship research.

Keywords

  • internationalization
  • international orientation
  • international entrepreneurship JEL classification: F23
Open Access

Propiedad y estructura familiar en una empresa turística mexicana

Published Online: 25 Aug 2015
Page range: 59 - 74

Abstract

Palabras Claves

  • Propiedad
  • familia
  • empresa
  • turismo
  • Pymes

Keywords

  • Property
  • Family
  • business
  • tourism
  • Sme´s
Open Access

Is Management of Aging Human Resources Worthwhile? Evaluation of an Age Management Model

Published Online: 25 Aug 2015
Page range: 75 - 95

Abstract

Abstract

Societies are aging. This brings with it a lot of negative consequences and risks to companies. Employers are facing a phenomenon which is not fully recognized, and as a corollary there are no fully developed standards and tools for age management as an implemented strategy and personnel policy. Older workers have different needs and expectations regarding not only working conditions, ergonomics, safety, health care etc., but also with respect to social relationships, communication, career perspectives, professional training and development. These factors, as well as the results of research on aging, should be reflected in the practice of human resource management. The purpose of this article is to show the LIKE Age Management Model (LAMM) in the context of suggested practices and models to date. LAMM contains two types of functions: primary ones regarding recruitment, learning and development, health protection and promotion, exit and transitions to retirement procedures; and supporting ones related with flexible working hours, career development, redeployment and comprehensive approaches. The model has been evaluated on the basis of diverse criteria in the context of the proposed instruments described in the LAMM with respect to functions and possibilities of implementation in enterprises.

Keywords

  • Age Management
  • Age Management Model
  • Ageing
  • Human Resource Management
  • Evaluation
Open Access

Family Business to Improve Management Paradigm – Selected Cross-cultural Remarks

Published Online: 25 Aug 2015
Page range: 97 - 109

Abstract

Abstract

Complexity and changeability of modern economic processes (especially in cross-cultural context) require enterprises to continuously improve their management processes. Family enterprises, which play an important role in economic growth of economies all over the world, constitute a group that is in especially susceptible to dynamism of changeability of the economic environment, because they mostly belong to the group of micro-, small and medium-sized enterprises. Improvement, which is becoming a key challenge for today’s enterprises and constitutes a paradigm of modern management of an enterprise (also in cross-cultural management view), is especially visible in an analysis of this group of entities. The aim of this paper is to confirm the thesis the characteristics distinguishing family firms from the others are determinants of improvement, which is a modern paradigm of management (also in cross-cultural context).

Keywords

  • family business
  • paradigm of management
  • improvement
  • management
  • paradigm of improvement
  • cross-cultural management
6 Articles
Open Access

What Kinds of Skills are Expected by Portuguese and Polish Employers?

Published Online: 25 Aug 2015
Page range: 5 - 21

Abstract

Abstract

The main objective of the research was to establish which skills and competencies are mostly demanded by organizations/employers in Portugal and Poland. Secondly, we wanted to determine if there are any differences in this type of skills and competencies in these two countries. In order to analyze the skills necessary in organizations, we applied the typology of soft and hard skills. In the analysis, we had to distinguish moral competencies from soft skills, due to the specificity of the formers. In the research, we use the mixed qualitative-quantitative methodology. In the survey, carried out on convenience samples composed of Portuguese and Polish working students, the respondents were eager to answer one open-ended question and describe/list the skills/competencies demanded by organizations. In order to categorize the answers, we employed a two-stage process of phenomenological reduction. For the purpose of conducting a comparative analysis of the data and due to a wide dispersion of results in the case of soft skills in the two samples, we grouped the soft skills according to the ESCO and interpreted the differences by referring to the cultural dimensions introduced by Hofstede et al. [2011].

Keywords

  • Soft
  • hard & moral skill
  • Portugal
  • Poland
  • phenomenological analysis/ reduction
  • cultural dimensions
Open Access

The Chinese-perspective of Intercultural Competence Models Revisited

Published Online: 25 Aug 2015
Page range: 23 - 41

Abstract

Abstract

Most intercultural competence models have been developed by Western experts based on Western theory and Western cultural values, and they are not culturally specific models. The lack of non-Chinese researchers to study and contribute to the construction of intercultural competence from a Chinese-perspective is a serious shortcoming, and most of the models developed by Chinese scholars are a replica of the Western models. A Chinese-perspective of intercultural competence model is indeed needed to reinterpret concepts and theories that are coined in the West, which are then widely used and generalized without any concrete-solid bases of their universality. This paper deployed empirical study methods to analyze the content of the literature to understand the construct of Chinese-perspective intercultural competence models. Eight Chinese-perspectives of intercultural competence models formulated by Chinese scholars between 1998 and 2013 have been identified, two of them are researched in English, while six others are in Chinese. As a result, there are no significant differences in the components of those eight models, as most Chinese scholars agree that cognitive ability, emotional management and communication skills are three of the major components which constitute the Chinese version of intercultural competence models. This research is timely, and is worth conducting, due to increased Chinese investments throughout the world, and the power and influence of China as the world’s largest economy. The results could be used as a guiding operational scheme to prepare business partners from both sides for successful cooperation.

However, one should recommend, in future research, that there be a comparison of Chinese-perspective models with Western-perspective models in order to delve deeper into the construct of the models to examine the degree to which the Chinese and Western-perspective of intercultural competence are complementary and compatible with each other.

Keywords

  • intercultural competence
  • intercultural competence model
  • Chinese
  • Chinese-perspective
Open Access

Individual-Level Determinants of International Orientation of a Firm: A Study Based on Global Entrepreneurship Monitor Data

Published Online: 25 Aug 2015
Page range: 43 - 58

Abstract

Abstract

In recent decades economic integration and globalization processes facilitate the firms’ internationalization. The main determinants of that process are divided into three categories - internal factors, external factors and personal characteristics of an entrepreneur. The latter is considered to be the most important and will be the research subject in this article. The objective of this paper is to analyze the determinants of firm internationalization on the individual level and to verify whether entrepreneurial traits of the founder are indeed important for the internationalization. The research is based on the Global Entrepreneurship Monitor data, using which we employ independent sample t-test and one-way ANOVA analyses to test the hypotheses. The results show that the only variable which determines international orientation of a company is the level of education of an entrepreneur. All other characteristics of an entrepreneur do not correlate with international orientation of a firm. Results obtained make important contribution to entrepreneurship research - they show significant shift in international entrepreneurship trends - internationalization is getting more available, less risky and more natural for entrepreneurs of different ages, backgrounds and individual characteristics. Findings may be useful for further international entrepreneurship research.

Keywords

  • internationalization
  • international orientation
  • international entrepreneurship JEL classification: F23
Open Access

Propiedad y estructura familiar en una empresa turística mexicana

Published Online: 25 Aug 2015
Page range: 59 - 74

Abstract

Palabras Claves

  • Propiedad
  • familia
  • empresa
  • turismo
  • Pymes

Keywords

  • Property
  • Family
  • business
  • tourism
  • Sme´s
Open Access

Is Management of Aging Human Resources Worthwhile? Evaluation of an Age Management Model

Published Online: 25 Aug 2015
Page range: 75 - 95

Abstract

Abstract

Societies are aging. This brings with it a lot of negative consequences and risks to companies. Employers are facing a phenomenon which is not fully recognized, and as a corollary there are no fully developed standards and tools for age management as an implemented strategy and personnel policy. Older workers have different needs and expectations regarding not only working conditions, ergonomics, safety, health care etc., but also with respect to social relationships, communication, career perspectives, professional training and development. These factors, as well as the results of research on aging, should be reflected in the practice of human resource management. The purpose of this article is to show the LIKE Age Management Model (LAMM) in the context of suggested practices and models to date. LAMM contains two types of functions: primary ones regarding recruitment, learning and development, health protection and promotion, exit and transitions to retirement procedures; and supporting ones related with flexible working hours, career development, redeployment and comprehensive approaches. The model has been evaluated on the basis of diverse criteria in the context of the proposed instruments described in the LAMM with respect to functions and possibilities of implementation in enterprises.

Keywords

  • Age Management
  • Age Management Model
  • Ageing
  • Human Resource Management
  • Evaluation
Open Access

Family Business to Improve Management Paradigm – Selected Cross-cultural Remarks

Published Online: 25 Aug 2015
Page range: 97 - 109

Abstract

Abstract

Complexity and changeability of modern economic processes (especially in cross-cultural context) require enterprises to continuously improve their management processes. Family enterprises, which play an important role in economic growth of economies all over the world, constitute a group that is in especially susceptible to dynamism of changeability of the economic environment, because they mostly belong to the group of micro-, small and medium-sized enterprises. Improvement, which is becoming a key challenge for today’s enterprises and constitutes a paradigm of modern management of an enterprise (also in cross-cultural management view), is especially visible in an analysis of this group of entities. The aim of this paper is to confirm the thesis the characteristics distinguishing family firms from the others are determinants of improvement, which is a modern paradigm of management (also in cross-cultural context).

Keywords

  • family business
  • paradigm of management
  • improvement
  • management
  • paradigm of improvement
  • cross-cultural management

Plan your remote conference with Sciendo