The paper provides a state-of-the-art review of several innovative advances in culture and international business (IB) to stimulate new avenues for future research. We first review the issues surrounding cultural convergence and divergence, and the processes underlying cultural changes. We then examine novel constructs for characterizing cultures, and how to enhance the precision of cultural models by pinpointing when cultural effects are important. Finally, we examine the usefulness of experimental methods, which are rarely used by IB researchers. Implications of these path-breaking approaches for future research on culture and IB are discussed. Journal of International Business Studies (2005) 36, 357–378. doi:10.1057/palgrave.jibs.8400150

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This article reviews and summarizes two decades of empirical literature concerned with both direct and moderating variable-based analyses of the relationship of organizational stress with job satisfaction and job performance. Moderating influences of various constructs operationalized at the individual, group and organizational level of analysis are classified and then reviewed systematically. An evaluative summary of this research suggests that although there have been significant improvements in the analytical methods employed to investigate such phenomena, much of this research still does not consider the role of reciprocal relationships that evolve over time. We provide four guidelines for improving the quality of both theoretical rigor and methodological robustness in this important area of organizational inquiry.

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Cultural variations across nations and organizational culture-based differences between organizations that are involved in the transfer of various kinds of technologies are considered two major factors that influence the success of transfer. Relevant contributions from crosscultural studies on management and organizations are integrated into the literature on organizational culture and diffusion of innovations, and a conceptual model is developed. Implications for researchin international and comparative management are discussed.

JSTOR is a not-for-profit service that helps scholars, researchers, and students discover, use, and build upon a wide range of content in a trusted digital archive. We use information technology and tools to increase productivity and facilitate new forms of scholarship. For more information about JSTOR, please contact support@jstor.org.. Academy of Management is collaborating with JSTOR to digitize, preserve and extend access to The Academy of Management Review. Cultural variations across nations and organizational culture-based differences between organizations that are involved in the transfer of various kinds of technologies are considered two major factors that influence the success of transfer. Relevant contributions from crosscultural studies on management and organizations are integratedinto the literature on organizational culture and diffusion of innovations, and a conceptual model is developed. Implications for research in international and comparative management are discussed.

Cross-cultural research on micro-organizational behavior conducted during the past decade is reviewed and appraised. A conceptual framework for classifying the studies is introduced. In appraising the research, both theoretical and methodological rigor are assessed. Theoretically, it is argued that much of the current research fails to specify "culture" adequately and because the cultures studied are often "targets of opportunity," pancultural theories of organizational behavior have not emerged. Methodologically, although an improvement over the literature reviewed in Roberts ( 1970) is evident, there remains an inadequate concern for the emic (culture-specific) nature of behavior, for alternative hypotheses that might also explain findings, and for achieving proper equivalence in translation. A scheme is proposed for improving the research, and suggestions for the future are posited. Specifically, it is proposed that future researchers examine more carefully their rationale for doing cross-cultural research, commit themselves to theory, adopt a more rigorous concern for suitable methodologies, and form multicultural teams to achieve these ends. "'RSutsforreprintsshouldbesenttoRabiS.Bhaga,, However, since World War II, two, inde-School of Management and Administration, University pendent developments have occurred that of Texas at Dallas, Box 688, Richardson, Texas 75080. may greatly aid in our understanding of the

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