金 素延

This study examines the influence of leader humility on work–family facilitation (WFF) in the U.S. and Japan by exploring the mediating roles of the four dimensions of psychological empowerment (meaningful work, autonomy, competency, and impact) on this relationship. Drawing from a sample of 392 Japanese employees and 132 U.S. employees, our findings suggest that leader humility is positively related to WFF in both cultural contexts. Meaningful work and departmental impact emerge as significant mediators in both cultures, while the mediation effects of autonomy and competency are valid in Japan only. An additional test reveals that meaningful work is the most significant mediator in both countries, underscoring the pivotal role of leader humility and meaningful work in enhancing WFF. The study adds to the growing literature on the beneficial effects of leader humility on sustainable organizations, while offering insights into improving employee wellbeing and work–life interactions across diverse cultural contexts.

There are two well-known truths about Japan: one is that Japan is one of the most advanced economies, which takes pride in its highly advanced technology, social infrastructure and system; the other is that Japan ranks lowest at women’s social participation among Organization for Economic Co-operation and Development countries. Even though the Japanese government has initiated programs to promote female participation and advancement in society, these initiatives have not yet borne remarkable fruit. This study intends to address this issue by investigating the effectiveness of female leadership in Japan, specifically its effect on organizations’ gender diversity and inclusion (D&I) climate and employees’ task-related positive attitudes. Synthesizing social information processing theory and social identity theory, the study examines 306 Japanese employees working with their female supervisors in medium- and large-sized manufacturing companies. The findings show that female ambidextrous leadership contributes to shape and strengthen a gender D&I climate and ultimately enhances employees’ hope on their work. In addition, the positive effect of a gender D&I climate on employees’ hope is the same for all employees regardless of gender. The findings clarify the role of female leadership and the underlying psychological mechanism through which female leadership influences employees’ positive work attitudes. This first empirical study in Japan contributes to the research on female leadership and D&I management.

Effectively implementing leadership is critical for organizational success. In consideration of this issue, this study investigated effective leadership in US- and Germany-based multinational companies (MNCs) operating in South Korea. Drawing on transformational leadership (TL) theory and leadership contingency theory, the study clarified the contextual dependency of TL effectiveness. A survey was administered to 258 employees of the target MNCs, during which the participants were asked to rate their supervisors’ transformational leadership behaviors. The responses were empirically analyzed on the basis of the research framework. The findings showed that a leader’s group-focused TL behaviors indirectly influenced organizational commitment and that this relationship was mediated by psychological empowerment in the US-based MNCs. Conversely, a leader’s individual-focused TL behaviors demonstrated a pronounced effect on organizational commitment and that this association was also mediated by psychological empowerment in the Germany-based MNCs. The leadership behaviors that effectively empowered employees and increased their organizational commitment differed depending on the cultures prevalent in the organizations’ countries of origin. Adopting the two-dimensional model of TL, this study confirmed the contextual dependency of TL behaviors and suggested the need to incorporate an organization’s cultural context into predictions regarding the effects of certain leadership behaviors.

Background: The ongoing coronavirus disease 2019 (COVID-19) pandemic has caused tremendous socio-economic problems. All societies worldwide were faced with an emergency situation, and many were puzzled by the implementation of various countermeasures to overcome this situation. Such events call for active engagement and support from the private sector. Noting the expected social role of the private sector, this study builds on stakeholder theory and investigates the corporate social responsibility (CSR) activities of Korean global firms facing the difficulties of this situation. Methods: This study collected and analyzed news reports about the CSR activities of three representative Korean global firms (Samsung Electronics, LG Electronics, and Hyundai Motors). News reports posted from January 2019 and after January 2020, when the COVID-19 outbreak occurred in Korea, were collected. From the reports, the main keywords illustrating their CSR activities were extracted, and the frequency of each company was analyzed. Results: Findings showed that their CSR activities during the COVID-19 pandemic were conducted in a prompt and systemic way. They maintained focus on their main CSR activities, which were closely aligned with their business and CSR visions; simultaneously, they rapidly identified the areas needing support from their daily business activities and responded to them immediately and discretionary. This highlights their genuine motives in their CSR activities and good citizenship, as well as their significant role as rescuers during countrywide disasters. Conclusions: Supporting stakeholder theory, this study shows the broadly defined CSR activities of Korean global firms focusing on their target stakeholders. The agile and systemic approach to the companies' CSR activities can benefit both society and businesses, contributing to creating social values and sustained co-prosperity with society. Furthermore, this study suggests that a close collaborative relationship with the government can produce a synergistic effect on community building recovering from a nationwide disaster.

<sec><title content-type="abstract-subheading">Purpose</title>As globalization expands opportunities for foreign investments, the role of expatriates is becoming important for business success in host countries. Cross-cultural adjustment (CCA) of expatriates is considered significant in determining business success in host countries. This study investigated the issue among Japanese expatriates in Malaysia. The purposes of this study were to unravel the influence of emotional intelligence (EI) on CCA and clarify the facilitating role of cultural intelligence (CI) on the relationship between EI and CCA. </sec><sec><title content-type="abstract-subheading">Design/methodology/approach</title>A survey was administered to 107 Japanese parent country nationals (PCNs) working at Japanese subsidiaries in Malaysia. </sec><sec><title content-type="abstract-subheading">Findings</title>The findings show that EI positively influences the subdimensions of CCA, namely, CCA–general, CCA–social and CCA–work. A notable finding is that CI facilitates the positive effect of EI on CCA–social. </sec><sec><title content-type="abstract-subheading">Research implications</title>The findings advance the existing studies on expatriate management by delving into the CCA issue with two culturally distinctive countries that have rarely been studied in this research domain, Japan and Malaysia. This study further contributes to prior studies by clarifying a boundary condition in which EI functions better in enhancing expatriates' CCA. </sec><sec><title content-type="abstract-subheading">Practical implications</title>The findings provide Japanese multinational corporations (MNCs) valuable directions and strategic ideas in the realm of expatriate management. Such insights can contribute to business success in host countries. </sec><sec><title content-type="abstract-subheading">Originality/value</title>Diverting from the conventional West–East approach in expatriate management studies, this study took an East–East orientation and explored the relationships among EI, CI and CCA. By proving that CI stimulates the positive effect of EI on CCA, this study underlines the significantly interactive effects of two distinctive individual capabilities on enhancing expatriates' CCA. It further highlights that CI should take on importance in attempts to understand CCA, even in seemingly culturally similar East–East nations. </sec>