Mutual learning between Japanese managers and foreign subordinates: Enablers for middle-up-down management under role definition flexibility at Japanese headquarters
Mutual learning between Japanese managers and foreign subordinates: Enablers for middle-up-down management under role definition flexibility at Japanese headquarters
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日本管理者与外国下属之间的相互学习：日本总部角色定义灵活性下的中上向下管理的推动力
DOI：
10.1080/18692729.2022.2028227
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发表时间：
2022
影响因子：
--
通讯作者：
Koyama Kenta
中科院分区：
文献类型：
--
作者：
Yaichi Aoshima;Tatsuya Kubota;Koyama Kenta
近年来，日本公司的外籍员工数量有所增加。虽然这一趋势得到了日本政府政策的推动，但日本企业在跨文化管理方面面临许多困难。本研究旨在揭示日本管理者如何调整自己的心态和行为，对其外籍下属采用中-下管理。对10对日本经理和他们的外国下属的访谈调查中，有9个因素被编码。基于这九个因素，本文基于三步文化协同模型构建了一个假设的概念框架。这一概念框架为跨文化管理理论提供了一些新的视角。首先，可以用文化协同和包容性领导取代日本企业的同质化文化，对外国下属实行角色定义灵活的中-下管理。第二，文化协同和包容性领导在日本的人力资源管理中可能比西方更有效。这些发现需要在未来的研究中进行充分的检验。
The number of foreign workers at Japanese companies has increased in recent years. Whereas this trend has been promoted by the policies of the Japanese government, Japanese companies face many difficulties in cross-cultural management. This study aimed to reveal how Japanese managers can modify their mindset and behaviours to adopt middle-up-down management for their foreign subordinates. Nine factors were coded from the interview surveys with ten pairs of Japanese managers and their foreign subordinates. Given the nine factors, a hypothetical conceptual framework was developed based on the three-step cultural synergy model. This conceptual framework offers some new perspectives to cross-cultural management theory. First, the homogeneous culture of Japanese companies could be replaced by cultural synergy and inclusive leadership to apply middle-up-down management with role definition flexibility to foreign subordinates. Second, cultural synergy and inclusive leadership could be more effective in Japanese than Western human resource management. These findings need to be fully examined in future research.
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DOI：
10.1016/s0048-7333(97)80234-x
发表时间：
1995
期刊：
--
影响因子：
--
作者：
通讯作者：
--
新的组织形式、人力资源管理和结构融合？
影响因子：
5.4
作者：
Jonathan Morris;J. Hassard;Leo McCann
通讯作者：
Leo McCann
影响因子：
9.1
作者：
LINCOLN, JR;OLSON, J;HANADA, M
通讯作者：
HANADA, M
影响因子：
4.8
作者：
Cordula Barzantny
通讯作者：
Cordula Barzantny
日本工厂：其社会组织的各个方面
影响因子：
10.4
作者：
J. Abegglen
通讯作者：
J. Abegglen