The effects of perceived organisational support on expatriate adjustment, assignment completion and job satisfaction
- Sokro, Evans, Pillay, Soma, Bednall, Timothy
- Authors: Sokro, Evans , Pillay, Soma , Bednall, Timothy
- Date: 2021
- Type: Text , Journal article
- Relation: International Journal of Cross Cultural Management Vol. 21, no. 3 (2021), p. 452-473
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- Description: This study examines the influence of perceived organisational support (POS) on expatriates’ cross-cultural adjustment, assignment completion and job satisfaction in the sub-Saharan African context. While multinationals depend on expatriates to manage their foreign subsidiaries, successful expatriation is influenced by expatriates’ cross-cultural adjustment to their host country’s environment. Survey responses from 229 expatriates were analysed using partial least squares path modelling. The results reveal that support from their organisations relates positively to expatriate adjustment, assignment completion and job satisfaction. The empirical results also demonstrate that expatriate adjustment partially mediates the relationship between POS and assignment completion and job satisfaction. Furthermore, findings suggest that assignment completion positively influences job satisfaction and partially mediates the association between POS and job satisfaction. The findings of this research have important theoretical and practical implications for multinational companies operating in sub-Saharan Africa. © The Author(s) 2021.
- Authors: Sokro, Evans , Pillay, Soma , Bednall, Timothy
- Date: 2021
- Type: Text , Journal article
- Relation: International Journal of Cross Cultural Management Vol. 21, no. 3 (2021), p. 452-473
- Full Text:
- Reviewed:
- Description: This study examines the influence of perceived organisational support (POS) on expatriates’ cross-cultural adjustment, assignment completion and job satisfaction in the sub-Saharan African context. While multinationals depend on expatriates to manage their foreign subsidiaries, successful expatriation is influenced by expatriates’ cross-cultural adjustment to their host country’s environment. Survey responses from 229 expatriates were analysed using partial least squares path modelling. The results reveal that support from their organisations relates positively to expatriate adjustment, assignment completion and job satisfaction. The empirical results also demonstrate that expatriate adjustment partially mediates the relationship between POS and assignment completion and job satisfaction. Furthermore, findings suggest that assignment completion positively influences job satisfaction and partially mediates the association between POS and job satisfaction. The findings of this research have important theoretical and practical implications for multinational companies operating in sub-Saharan Africa. © The Author(s) 2021.
Examining intercultural competency through social exchange theory
- Pillay, Soma, James, Reynold
- Authors: Pillay, Soma , James, Reynold
- Date: 2015
- Type: Text , Journal article
- Relation: International Journal of Teaching and Learning in Higher Education Vol. 27, no. 3 (2015), p. 320-329
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- Description: Intercultural competency (ICC) has been an extensively researched area within the past decade, given the broad consensus that this trait constitutes one of the key competencies of the 21st century manager. However, somewhat under-explored are aspects including the implications and effects that pedagogies such as blended learning have on the inculcation of ICC traits, specifically within the context of multicultural, multi-ethnic university level student groups in Australia, within which this research has been conducted. Drawing on social psychology, this exploratory study examines perceptual data on blended learning experiences within a cross-cultural higher education setting. Results suggest that intercultural competency is best learned through social exchanges, such as faceto-face rather than blended learning. Our findings provide support for the importance of context, which is significantly related to cross-cultural studies and curriculum development and design.
- Authors: Pillay, Soma , James, Reynold
- Date: 2015
- Type: Text , Journal article
- Relation: International Journal of Teaching and Learning in Higher Education Vol. 27, no. 3 (2015), p. 320-329
- Full Text:
- Reviewed:
- Description: Intercultural competency (ICC) has been an extensively researched area within the past decade, given the broad consensus that this trait constitutes one of the key competencies of the 21st century manager. However, somewhat under-explored are aspects including the implications and effects that pedagogies such as blended learning have on the inculcation of ICC traits, specifically within the context of multicultural, multi-ethnic university level student groups in Australia, within which this research has been conducted. Drawing on social psychology, this exploratory study examines perceptual data on blended learning experiences within a cross-cultural higher education setting. Results suggest that intercultural competency is best learned through social exchanges, such as faceto-face rather than blended learning. Our findings provide support for the importance of context, which is significantly related to cross-cultural studies and curriculum development and design.
The inclusion of women in Nepalese forestry governance : Perspectives from feminist institutionalism
- Wagle, Radha, Pillay, Soma, Wright, Wendy
- Authors: Wagle, Radha , Pillay, Soma , Wright, Wendy
- Date: 2015
- Type: Text , Conference paper
- Relation: Managing for Peak Performance, 29th Australian and New Zealand Academy of Management Conference (ANZAM 2015); Queenstown, New Zealand; 2nd-4th December 2015 p. 1-16
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- Description: There is a large body of literature which acknowledges that women play vital roles in protecting and managing forest resources around the world (Agarwal, 2010b; Colfer, 2013; FAO, 2006, 2007; Mai, Mwangi, & Wan, 2011; Sewell Jr, 1992). Despite their contributions to forest management, women are still largely excluded from decision making roles in forestry organizations, especially in developing countries (FAO, 2007). As a result, most of the forestry related decisions are made by males, resulting in the marginalisation of women’s interests in forest management and minimizing the potential contributions of women (ABS, 2013; Christie & Giri, 2011; Lidestav, 2010). The history of forest management in Nepal typifies this gender bias in forestry governance (Christie & Giri, 2011; Giri & Faculty, 2008). While men are actively involved in decision making processes within formal environmental organizations and institutions, women are more likely to be involved at informal and grass root levels, including as an unpaid labour force (Agarwal, 2010b). Before the introduction of community based forestry programs, the Nepalese Ministry of Forests and its subsidiaries (referred to here as the forest bureaucracy) was the major organization responsible for governing the forestry sector. After the introduction and advancement of community based forest management programs, and the entry of civil society, donor and other private sector organizations, the scope and nature of forestry governance has been extended in Nepal. Although, this shift in paradigm opened space for the entry of women into different forestry institutions, the under representation of women in forest bureaucracy (still a major part of forestry governance) still continues. Nepalese rural women have low literacy rates and little involvement in public spheres. As a result there is limited access, for women working at the grassroots level, to national level policy making, planning and implementation. It is usually assumed that professional women bring women’s issues and interests into forestry policy and programmes on behalf of grassroots level women. This representation is not always effective (Giri and Faculty, 2008, Agarwal, 2010b). Government forestry institutions represent the country in participating in different national and international forestry agendas including climate change. If ‘grassroots’ women’s agendas are excluded from decision making processes in regard to environment related agendas, the solutions proposed for environmental problems may be ineffective or only partially effective (WOCAN, 2012). This paper examines the existing legislative measures and institutional practices that facilitate or constrain the role of women in Nepalese forestry institutions. This study also investigates how the gendered institutional norms and values associated with forest-governing institutions, such as forest bureaucracies, shape the nature and extent of women’s involvement in decision making processes in the Nepalese forest bureaucracy. We use Feminist Institutionalism (FI) to examine the effect of the gendered nature of forestry institutions, policies and practices that shape the role of women in forest bureaucracy. We extend New Institutionalism (NI) by incorporating feminist perspectives to forestry governance. In exploring why the gender mainstreaming of legislative measures and practices has not been wholly effective, it is important to examine the informal norms and values within an institution. These act to shape both the behaviour of the individual and political outcomes. Since forestry is highly gendered sector based on different social norms and values, NI is considered a good approach to study those institutions. New Institutionalism is a cutting theme which crosses various disciplines, and holds the interest of historians, sociologists, economists, political scientists and social theorists (Goodin, 1996). New Institutionalism was constructed as a progressive version of older, descriptive approaches to institutionalism in order to understand the role of formal and informal rules which affect the political behaviour of individuals (Gherardi, 1996). This paper examines opportunities and challenges involved in: a) promoting women’s participation in forest governance; and b) establishing an influential role for women in forestry governance. To date, researchers using the approach of institutionalism have not adequately considered the gender perspective, especially within the context of developing countries (Tripp, 2007). This study will therefore extend NI further through theoretical and practical insights, relating gendered issues to NI and particularly its sub-branch, FI.
The inclusion of women in Nepalese forestry governance : Perspectives from feminist institutionalism
- Authors: Wagle, Radha , Pillay, Soma , Wright, Wendy
- Date: 2015
- Type: Text , Conference paper
- Relation: Managing for Peak Performance, 29th Australian and New Zealand Academy of Management Conference (ANZAM 2015); Queenstown, New Zealand; 2nd-4th December 2015 p. 1-16
- Full Text:
- Reviewed:
- Description: There is a large body of literature which acknowledges that women play vital roles in protecting and managing forest resources around the world (Agarwal, 2010b; Colfer, 2013; FAO, 2006, 2007; Mai, Mwangi, & Wan, 2011; Sewell Jr, 1992). Despite their contributions to forest management, women are still largely excluded from decision making roles in forestry organizations, especially in developing countries (FAO, 2007). As a result, most of the forestry related decisions are made by males, resulting in the marginalisation of women’s interests in forest management and minimizing the potential contributions of women (ABS, 2013; Christie & Giri, 2011; Lidestav, 2010). The history of forest management in Nepal typifies this gender bias in forestry governance (Christie & Giri, 2011; Giri & Faculty, 2008). While men are actively involved in decision making processes within formal environmental organizations and institutions, women are more likely to be involved at informal and grass root levels, including as an unpaid labour force (Agarwal, 2010b). Before the introduction of community based forestry programs, the Nepalese Ministry of Forests and its subsidiaries (referred to here as the forest bureaucracy) was the major organization responsible for governing the forestry sector. After the introduction and advancement of community based forest management programs, and the entry of civil society, donor and other private sector organizations, the scope and nature of forestry governance has been extended in Nepal. Although, this shift in paradigm opened space for the entry of women into different forestry institutions, the under representation of women in forest bureaucracy (still a major part of forestry governance) still continues. Nepalese rural women have low literacy rates and little involvement in public spheres. As a result there is limited access, for women working at the grassroots level, to national level policy making, planning and implementation. It is usually assumed that professional women bring women’s issues and interests into forestry policy and programmes on behalf of grassroots level women. This representation is not always effective (Giri and Faculty, 2008, Agarwal, 2010b). Government forestry institutions represent the country in participating in different national and international forestry agendas including climate change. If ‘grassroots’ women’s agendas are excluded from decision making processes in regard to environment related agendas, the solutions proposed for environmental problems may be ineffective or only partially effective (WOCAN, 2012). This paper examines the existing legislative measures and institutional practices that facilitate or constrain the role of women in Nepalese forestry institutions. This study also investigates how the gendered institutional norms and values associated with forest-governing institutions, such as forest bureaucracies, shape the nature and extent of women’s involvement in decision making processes in the Nepalese forest bureaucracy. We use Feminist Institutionalism (FI) to examine the effect of the gendered nature of forestry institutions, policies and practices that shape the role of women in forest bureaucracy. We extend New Institutionalism (NI) by incorporating feminist perspectives to forestry governance. In exploring why the gender mainstreaming of legislative measures and practices has not been wholly effective, it is important to examine the informal norms and values within an institution. These act to shape both the behaviour of the individual and political outcomes. Since forestry is highly gendered sector based on different social norms and values, NI is considered a good approach to study those institutions. New Institutionalism is a cutting theme which crosses various disciplines, and holds the interest of historians, sociologists, economists, political scientists and social theorists (Goodin, 1996). New Institutionalism was constructed as a progressive version of older, descriptive approaches to institutionalism in order to understand the role of formal and informal rules which affect the political behaviour of individuals (Gherardi, 1996). This paper examines opportunities and challenges involved in: a) promoting women’s participation in forest governance; and b) establishing an influential role for women in forestry governance. To date, researchers using the approach of institutionalism have not adequately considered the gender perspective, especially within the context of developing countries (Tripp, 2007). This study will therefore extend NI further through theoretical and practical insights, relating gendered issues to NI and particularly its sub-branch, FI.
Gaming across cultures: experimenting with alternate pedagogies
- Pillay, Soma, James, Reynold
- Authors: Pillay, Soma , James, Reynold
- Date: 2013
- Type: Text , Journal article
- Relation: Education and Training Vol. 55, no. 11 (2013), p. 7-233
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- Reviewed:
- Description: Purpose – Higher education is influenced, to an increasing extent, by changing student demographics. This requires educators to design and deliver learning systems which will enhance students’ learning experience with innovative, real world and engaging resources. The authors predict that transformations in the learning systems will increase as higher learning institutions seek to add educational value. The authors maintain that current pedagogies in cross-cultural education are insufficiently adapted to student learning-style needs. This problem is particularly noticeable in one cross-cultural setting. This study aims to explore games, as an alternate pedagogy, to enhance learning systems. Design/methodology/approach – Students’ feedback formed the primary qualitative data for this study. The paper develops a conceptual model which provides an organised framework to manage intercultural differences, using games. The Mapping, Bridging, Integrating (MBI) model creates an opportunity for students to appreciate differences and understand the model's implications for their careers in international management. Findings – Participants’ responses to the games were overwhelmingly positive. Participants’ responses indicated games as a preferred method for developing the intercultural competence, team work, decision making and self awareness skills essential for business and entrepreneurship. Practical implications – There is a growing need to consider and align the relationship between education, the increasing cultural diversity in student populations, and the learning and teaching styles of a changing student population in order to enhance the extent of expected knowledge transfer. Originality/value – In this study, the authors adopted a qualitative approach to trialling the use of games in a cross-cultural context with the view to reducing international cross-cultural barriers and developing skills in intercultural competence, self awareness, collaborative working and decision making. This study shows the need for alternative, more integrative models of education comprising elements of complexity that fit with an increasingly complex world.
- Authors: Pillay, Soma , James, Reynold
- Date: 2013
- Type: Text , Journal article
- Relation: Education and Training Vol. 55, no. 11 (2013), p. 7-233
- Full Text:
- Reviewed:
- Description: Purpose – Higher education is influenced, to an increasing extent, by changing student demographics. This requires educators to design and deliver learning systems which will enhance students’ learning experience with innovative, real world and engaging resources. The authors predict that transformations in the learning systems will increase as higher learning institutions seek to add educational value. The authors maintain that current pedagogies in cross-cultural education are insufficiently adapted to student learning-style needs. This problem is particularly noticeable in one cross-cultural setting. This study aims to explore games, as an alternate pedagogy, to enhance learning systems. Design/methodology/approach – Students’ feedback formed the primary qualitative data for this study. The paper develops a conceptual model which provides an organised framework to manage intercultural differences, using games. The Mapping, Bridging, Integrating (MBI) model creates an opportunity for students to appreciate differences and understand the model's implications for their careers in international management. Findings – Participants’ responses to the games were overwhelmingly positive. Participants’ responses indicated games as a preferred method for developing the intercultural competence, team work, decision making and self awareness skills essential for business and entrepreneurship. Practical implications – There is a growing need to consider and align the relationship between education, the increasing cultural diversity in student populations, and the learning and teaching styles of a changing student population in order to enhance the extent of expected knowledge transfer. Originality/value – In this study, the authors adopted a qualitative approach to trialling the use of games in a cross-cultural context with the view to reducing international cross-cultural barriers and developing skills in intercultural competence, self awareness, collaborative working and decision making. This study shows the need for alternative, more integrative models of education comprising elements of complexity that fit with an increasingly complex world.
Exploring whistle blowing intentions in South Africa : A quantitative analysis
- Pillay, Soma, Dorasamy, Nirmala, Vranic, Vedran
- Authors: Pillay, Soma , Dorasamy, Nirmala , Vranic, Vedran
- Date: 2012
- Type: Text , Journal article
- Relation: African Journal of Business Management Vol. 6, no. 7 (2012), p. 2529-2548
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- Description: The purpose of this paper was to examine the influence of individual and situational level factors on internal whistle-blowing intentions, within a South African context. This is the first quantitative study of whistle-blowing in South Africa. Quantitative survey data, encompassing 250 senior, middle and lower-level management/administration personnel was analysed. Majority of surveyed participants indicated positive intentions toward whistle-blowing. Majority also believes that general sense of morality and professional ethics are the most influential motivations for whistle-blowing. Improved internal organizational systems and external legal systems were surprisingly found to discourage whistle-blowing in our sample. A theoretical basis for future research is extrapolated, with the main findings highlighting the importance of positive organizational values/culture and the perpetuation of business ethics awareness.
- Authors: Pillay, Soma , Dorasamy, Nirmala , Vranic, Vedran
- Date: 2012
- Type: Text , Journal article
- Relation: African Journal of Business Management Vol. 6, no. 7 (2012), p. 2529-2548
- Full Text:
- Reviewed:
- Description: The purpose of this paper was to examine the influence of individual and situational level factors on internal whistle-blowing intentions, within a South African context. This is the first quantitative study of whistle-blowing in South Africa. Quantitative survey data, encompassing 250 senior, middle and lower-level management/administration personnel was analysed. Majority of surveyed participants indicated positive intentions toward whistle-blowing. Majority also believes that general sense of morality and professional ethics are the most influential motivations for whistle-blowing. Improved internal organizational systems and external legal systems were surprisingly found to discourage whistle-blowing in our sample. A theoretical basis for future research is extrapolated, with the main findings highlighting the importance of positive organizational values/culture and the perpetuation of business ethics awareness.
Exploring monitoring, work environment and flexibility as predictors of job satisfaction within Australian call centres
- Annakis, John, Lobo, Antonio, Pillay, Soma
- Authors: Annakis, John , Lobo, Antonio , Pillay, Soma
- Date: 2011
- Type: Text , Journal article
- Relation: International Journal of Business and Management Vol. 6, no. 8 (2011), p. 75-93
- Full Text:
- Reviewed:
- Description: The purpose of this paper is to investigate predictors of workers’ job satisfaction from the labour process and equity theoretical perspectives. The study employed a qualitative approach and draws on data from in depth focus groups of customer service representatives (CSR). The sample for this study was drawn from three Australian call centres operating in a variety of business sectors. The study highlights that three dimensions: monitoring, flexibility and work environment are significantly correlated to CSR job satisfaction. Developing an understanding of these dimensions is critical to understanding CSR job satisfaction perceptions in an industry which exhibits high labour turnover and absenteeism. This study provides new insights on how to manage effectively job satisfaction within call centre environments through the incorporation of more multi-dimensional aspects that are considered to be strong determinants of CSR job satisfaction. The study contributes to the literature by investigating a more multi-dimensional approach to studying job satisfaction in call centre environments. The intensive case study approach highlights the implications for HRM.
- Authors: Annakis, John , Lobo, Antonio , Pillay, Soma
- Date: 2011
- Type: Text , Journal article
- Relation: International Journal of Business and Management Vol. 6, no. 8 (2011), p. 75-93
- Full Text:
- Reviewed:
- Description: The purpose of this paper is to investigate predictors of workers’ job satisfaction from the labour process and equity theoretical perspectives. The study employed a qualitative approach and draws on data from in depth focus groups of customer service representatives (CSR). The sample for this study was drawn from three Australian call centres operating in a variety of business sectors. The study highlights that three dimensions: monitoring, flexibility and work environment are significantly correlated to CSR job satisfaction. Developing an understanding of these dimensions is critical to understanding CSR job satisfaction perceptions in an industry which exhibits high labour turnover and absenteeism. This study provides new insights on how to manage effectively job satisfaction within call centre environments through the incorporation of more multi-dimensional aspects that are considered to be strong determinants of CSR job satisfaction. The study contributes to the literature by investigating a more multi-dimensional approach to studying job satisfaction in call centre environments. The intensive case study approach highlights the implications for HRM.
Systemic factors moderating effective whistle blowing : An exploratory study into a public service organisation
- Pillay, Soma, Dorasamy, Nirmala
- Authors: Pillay, Soma , Dorasamy, Nirmala
- Date: 2011
- Type: Text , Journal article
- Relation: African Journal of Business Management Vol. 5, no. 22 (2011), p. 9429-9439
- Full Text:
- Reviewed:
- Description: A review of research concerning whistle-blowing suggests that it is of benefit to society hence, sophisticated policies have been introduced to encourage whistle blowing. However, research on conditions that lead to whistle-blowers being effective in stopping wrongdoing is still developing in industrialised countries or woefully absent in developing and less developed countries. The purpose of this paper is to use survey data to examine the variables impacting on whistle-blowing using the case of a developing country. It was found that a majority of respondents believe that systemic factors moderates effective whistle-blowing. Based on these findings, we present a model of a culture contingent whistle-blowing process which considers context, content, situational variables, and outcomes. This paper has practical implications for policy makers, managers and public officials in developing democracies, especially in designing policies that consider the cultural aspects of complex open systems and exploring concerns of obvious importance practically as well as theoretically.
- Authors: Pillay, Soma , Dorasamy, Nirmala
- Date: 2011
- Type: Text , Journal article
- Relation: African Journal of Business Management Vol. 5, no. 22 (2011), p. 9429-9439
- Full Text:
- Reviewed:
- Description: A review of research concerning whistle-blowing suggests that it is of benefit to society hence, sophisticated policies have been introduced to encourage whistle blowing. However, research on conditions that lead to whistle-blowers being effective in stopping wrongdoing is still developing in industrialised countries or woefully absent in developing and less developed countries. The purpose of this paper is to use survey data to examine the variables impacting on whistle-blowing using the case of a developing country. It was found that a majority of respondents believe that systemic factors moderates effective whistle-blowing. Based on these findings, we present a model of a culture contingent whistle-blowing process which considers context, content, situational variables, and outcomes. This paper has practical implications for policy makers, managers and public officials in developing democracies, especially in designing policies that consider the cultural aspects of complex open systems and exploring concerns of obvious importance practically as well as theoretically.
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