Papers by Primecz Henriett
Cross-cultural management research is often confined to the positivist tradition, which is archet... more Cross-cultural management research is often confined to the positivist tradition, which is archetypically illustrated by the seminal work of Hofstede. However, this gives an incomplete overview of the field to which three additional research paradigms contribute: interpretivist, postmodern, and critical. Our ambition is to raise awareness of the presence of multiple paradigms in cross-cultural management research. This meta-theoretical positioning allows researchers to consider the insights and contributions from the different paradigms. We aim to achieve this by presenting a brief overview of the state of the field in each paradigm, thus, stressing areas of studies that enrich our understanding of the interaction between culture and management (at the national, organizational, interpersonal, and individual levels). We then highlight the specific contributions of these four paradigms , drawing especially upon the postmodern and critical works, as they have been repeatedly overlooked...
Cross-cultural management research is often confined to the positivist tradition, which is archet... more Cross-cultural management research is often confined to the positivist tradition, which is archetypically illustrated by the seminal work of Hofstede. However, this gives an incomplete overview of the field to which three additional research paradigms contribute: interpretivist, postmodern, and critical. Our ambition is to raise awareness of the presence of multiple paradigms in cross-cultural management research. This meta-theoretical positioning allows researchers to consider the insights and contributions from the different paradigms. We aim to achieve this by presenting a brief overview of the state of the field in each paradigm, thus, stressing areas of studies that enrich our understanding of the interaction between culture and management (at the national, organizational, interpersonal, and individual levels). We then highlight the specific contributions of these four paradigms , drawing especially upon the postmodern and critical works, as they have been repeatedly overlooked...
International Studies of Management and Organization, 2018
Critical perspectives on cross-cultural management (CCM) are increasingly present in our research... more Critical perspectives on cross-cultural management (CCM) are increasingly present in our research community; however, they are spread over multiple research fields (e.g., international business, International Human Resource Management (IHRM), diversity, and gender and/or race studies). Critical researchers tend to have agendas and foci that address topics others consider beyond CCM’s scope, such as gender in intercultural training, religion in the multi-cultural workplace, or the relationship between CCM knowledge and the military. We intend to sketch here the contours of this stream of research we call critical CCM and to clarify the broadly shared research studies’ agenda. By using Burrell and Morgan (1979) matrix and stressing critical studies’ inspirations in two paradigms, radical structuralism and radical humanism, we propose a paradigmatic positioning of the studies. Subsequently, we articulate Critical CCM research agenda around denaturalization, reflexivity, and emancipation. We conclude by asserting a critical performative agenda in a dialog with practitioners. In brief, our ambition is to specifically outline Critical CCM research and show its emergent contribution to CCM research.
By now, the awareness that culture and cultural differences play their role in management has bec... more By now, the awareness that culture and cultural differences play their role in management has become a part of the organizational and managerial body of knowledge. Hence, the current question to be investigated is how exactly culture – or the perception of cultural differences – becomes important and meaningful in complex and often paradoxical situations. This question is based on the understanding that the cultural context of every given situation, interaction or organization might be characterized by multiple elements, dormant or salient cultural identities, complex and fluid processes of meaning making and more. This special issue contributes to this new development in the field of cross-cultural management. We do not see context as an accumulation of different factors but rather as intertwined dynamic complexities, of which power is an important factor. We wish to stress the point that power manifests itself in multiple, context-specific ways which need to be investigated critically.
Call for Papers by Primecz Henriett
The goal of this special issue is to explore different forms of cooperation within and across org... more The goal of this special issue is to explore different forms of cooperation within and across organizations that can potentially lead to change. These forms of cooperation focus on advancing gender equality in management, in terms of both numerical representation of women and in developing managerial practices. Incorporating insights of researchers from different countries and regions and cultural and historical contexts, this special issue aims to engender new insights, new possibilities, and new reflections.
Both empirical and theoretical contributions in different societal and international settings that provide new knowledge on cooperation for advancing gender equality in management are welcome.
Gender and management by Primecz Henriett
Hungary, similarly to other post-socialist countries, does not regulate the gender diversity of c... more Hungary, similarly to other post-socialist countries, does not regulate the gender diversity of companies, and this leads to women’s serious underrepresentation on corporate boards. The historical aversion to central regulation of social matters derives from the legacy of forced emancipation in the socialist period. This chapter discusses the contradictory impact of forced emancipation in Hungary and the limited probability of introducing legal regulations regarding gender diversity. It gives a thorough overview of present legal regulations, contains statistical data on gender representation on company boards and also includes an expert interview on the possible solutions to increase women’s participation. The research findings show that the socialist state prioritised women’s emancipation, many institutions were established to facilitate women’s full-time labour force participation and the figure of female managers was well-known. However, socialism lost its positive connotations in public discourse shortly after the system change, and delegitimised the issues connected to gender equality in political and policy fields. Consequently, the unsupportive social environment and the conservative turn in the Hungarian gender culture have not encouraged any changes in the legal framework. Moreover, the expert interviewee questions the importance and utility of legal regulations. At present, the most influential way to spread gender equality remains the internationalisation of companies: EU-driven policy and legal frames and multinational companies might promote gender equality in management and on corporate boards.
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Papers by Primecz Henriett
Call for Papers by Primecz Henriett
Both empirical and theoretical contributions in different societal and international settings that provide new knowledge on cooperation for advancing gender equality in management are welcome.
Gender and management by Primecz Henriett
Both empirical and theoretical contributions in different societal and international settings that provide new knowledge on cooperation for advancing gender equality in management are welcome.