Search results

In this chapter, we examine the multifaceted challenges that feminist labor organizations face in decommodifying the lives and labor of poor and working-class women. Using an in-depth case study of domestic worker organizing in South Korea, we find that non-governmental organizations (NGOs) such as the National House Managers Cooperative and the Korean Women Workers Association became entangled in hegemonic state projects that linked support for women’s basic livelihoods to the proliferation of part-time, informal domestic work in the context of widespread crises. To challenge the discriminatory and market-driven logics of state-driven social protection efforts, these NGOs have advanced an emancipatory agenda to improve the working conditions, labor rights, and social dignity of domestic workers through consciousness-raising grassroots organizing methods and contentious policy advocacy campaigns. Their social movement transformation goals, however, have been constrained by the relative organizational isolation and limited organizational capacity of feminist labor NGOs in a broader context of neoliberal precaritization and gender-stratified labor markets. The myriad dilemmas facing domestic worker organizing in an era of global hegemonic market rule highlight the need to develop new political imaginaries to contest gender and economic injustice.

Using five categories summarized by Bass (1990), this chapter attempts to address three key questions about charismatic leadership:

• (1)

  What are the key behavioral dimensions of charismatic leadership?

• (2)

  How does charismatic leadership differ from other forms of leadership?

• (3)

  Who may become followers of charismatic leaders and when do they become followers?

What are the key behavioral dimensions of charismatic leadership?

How does charismatic leadership differ from other forms of leadership?

Who may become followers of charismatic leaders and when do they become followers?

By focusing on Weber’s original view of charisma, we suggest that his three dimensions of charismatic leader behaviors underlie most contemporary approaches. By considering these three dimensions in more detail, we demonstrate how this view allows for different views of leadership and is distinguishable from management. Finally, by extending Weber’s view and by identifying two types of charismatic leaders who differ in their power motives, we suggest how the characteristics of followers and the context influence followers’ acceptance of charismatic leaders as legitimate. Some implications for leadership effectiveness are discussed.

This study tries to explore through multiple case studies how expatriate performance management is conducted in multinational enterprises (MNEs) of different national origins.

Multiple interviews were conducted with expatriate employees and human resource managers of five MNE subsidiaries operating in the information technology industry, namely, Applied Material (American), Philips (Dutch), Hitachi (Japanese), Samsung (Korean), and Winbond (Taiwan).

The findings show that all of the firms surveyed use standardized performance forms set by headquarters, which are not tailored to local operating environments. Also, lack of on‐the‐job training for expatriates was found to be prevalent among the five MNE subsidiaries. Divergent practices in goal setting, performance appraisal, and performance‐related pay were largely attributed to the parent company's culture. The nature of the expatriate mission was another reason for different arrangements in expatriate performance management.

This study is one of the first to explore expatriate performance management practices of multinational firms. There does not seem to exist a prevalent form of expatriate performance management and such a practice is to some extent more strongly subjected to the influence of the parent company's culture.

The issue of the reunification of North and South Korea attracted worldwide attention in June 2000, when the historic summit meeting between the two top Korean leaders was held in North Korea. Although recently the two Koreas have stepped up their efforts toward reconciliation, international scholars and researchers in Korean studies seem to agree that Korean reunification will be slow and difficult. For this reason, they are researching possible solutions to the critical problems involved, and thus there has been an upsurge of published materials on reunification. This annotated bibliography aims to serve as a guide to these materials. Although this bibliography is selective in that it is limited to literature published in English since 1996, it has wide content coverage and includes books, journals, government publications, special reports, research papers, and Websites. Given the complicated and dynamic situation in Korea, this bibliography will be of use to those who are concerned with Korean reunification.

A variety of collaborative technologies have been developed to support design communication among members of design teams, and understanding the affordances of these technologies is critical to effective design collaboration. This research explores the potential of social networking as a collective medium that encourages design communication among student designers at the conceptual stage of design in a studio course.

For one semester, the student participants used different social networking services to communicate with their team members, and the authors analysed how they collaborated when solving a given problem using the collaborative tools.

The results show that various social networking platforms support students' communication of design and exploration of problems differently by affecting their clarification of ideas and information sharing. Collective discussion and online support are useful for framing problems and ideation in collaborative design.

This research proposes that social networking services appropriate to the activities needed to be chosen and provided to enable design communication to promote students' active learning through team collaboration.

The purpose of this study is to test the visual superiority effect in a verisimilar scenario that an industry association seeks to manipulate consumers using a visual element in its ad while providing an ostensibly balanced claim about the potential health effects of stevia.

Two experiments were conducted. In Study 1, an online experiment was conducted with a sample of 112 adult consumers using a two-group (headline frame type: gain vs loss), post-test only design with additional planned analysis of an individual difference (i.e. regulatory focus). In Study 2, another online experiment was implemented with a sample of 175 adults using a 2 (headline frame type: gain vs loss) × 2 (image valence: positive vs negative) between-subjects design with additional planned analysis of regulatory focus. The hypotheses were tested by running the PROCESS macro on SPSS.

The results showed that when exposed to the advertising message designed to elicit uncertainty, participants relied more on the visual than the textual content (i.e. framed headline and body text) in forming attitude toward the behavior (i.e. consuming stevia). Analysis of cognitive responses also revealed that those who received the stimulus ad with an image added (Study 2) generated significantly fewer thoughts related to the textual content of the ad than those who received the ad with no image (Study 1).

This study represents one of the earliest experimental inquiries into the visual superiority effect in an advertising context. While earlier studies have tended to rely on dual-processing models to test the effects of advertising stimuli featuring both textual and visual elements, the findings of this study (e.g. visual content overwhelmed its textual counterpart in producing persuasive effects) somewhat contradict the premise of dual-processing models.

The purpose of this study is to apply reciprocity theory to understand how hypothetical work location decision outcomes and individual differences affect employees’ trust in their employer and willingness to engage in organizational citizenship behaviors (OCBs).

Three vignettes were used to manipulate work location decision outcomes and hypotheses were tested using Hayes’ (2008) PROCESS in a sample of 378 adults who worked in the USA during the first six months of the COVID-19 pandemic.

Participants reported greater OCB intentions through higher trust in the employer when given their hypothetical choice of work location compared to being assigned one, and when assigned to their preferred compared to nonpreferred location. External work locus of control (EWLC) moderated the effects of work location on trust in the employer. The relationship between trust and OCB intentions was weakened when employees perceived greater difficulty in leaving their jobs.

This study examined the roles of felt reciprocity, individual differences, choice and hypothetically receiving one’s preferred work location, on trust in the employer and willingness to engage in OCBs during the COVID-19 pandemic.