Nationality biases in peer evaluations: The country-of-origin effect in global virtual teams

Tavoletti, Ernesto; Stephens, Robert; Taras, Vas; Dong, Longzhu

doi:10.1016/j.ibusrev.2021.101969

Cited by 17 publications

(8 citation statements)

References 46 publications

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“…According to Aichner [2014], the COE (nationality bias) is a psychological effect describing different consumers' response to a product or brand reflected in their attitudes, perceptions or/and purchasing decisions due to the country they believe the product or brand originates in [Tavoletti et al, 2022]. Thus, COE should not be exclusively associated with COBO.…”

Section: Literature Reviewmentioning

confidence: 99%

Ways to neutralize the country-of-origin effect in the emerging market firms international branding¹

Witek-Hajduk

Grudecka

2023

International Journal of Management and Economics

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Paper's objectives The purpose of this paper is to examine the ways in which to neutralize the country-of-origin (COO) effect (COE) in the emerging market of firms’ international branding. Design/methods applied/approach used A multiple-case study of five companies from European and Asian emerging markets – owners of household appliances brands, with data sourced from in-depth interviews and secondary sources. Findings Companies from emerging markets neutralize the genuine COO in their international branding in various ways, for example, by applying brand or sub-brand names that do not refer to the genuine country-of-brand-origin, using slogans in foreign languages or establishing brand alliances with partners from developed countries. Originality/value This study offers original insights fostering a better understanding of international branding strategies applied by emerging market companies by identifying the ways they neutralize the COE both at the brand concept level and brand marketing communication tools.

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Section: Literature Reviewmentioning

confidence: 99%

Ways to neutralize the country-of-origin effect in the emerging market firms international branding¹

Witek-Hajduk

Grudecka

2023

International Journal of Management and Economics

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“…PE is the main individual performance indicator; on average, it accounts for 30% of students' total grades and instructors use it to evaluate students' contribution so that it represents the main individual output. Grades play a similar role as compensation for workers, and in the context of online teamwork, PE is the only available individual measure of individual output and the most widely adopted (Tavoletti et al, 2019(Tavoletti et al, , 2023. In contrast, SE is considered the input "I" because SE is the self-evaluated individual contribution.…”

Section: Sample and Study Contextmentioning

confidence: 99%

“…Importantly, as GVTs’ frame of reference is generally limited to subjective peer and SE (Tavoletti et al , 2023), the importance of this research becomes evident from the perspective of the special nature of the GVT processes. Hence, one main contribution is the discussion of how the findings from our study help develop ET theory further.…”

Section: Literature Review and Theory Developmentmentioning

confidence: 99%

Revisiting equity theory in the global virtual teams

Tavoletti,

Cohen,

Dong

et al. 2023

MRR

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Purpose The purpose of this study is to test whether equity theory (ET) – which posits that individuals compare their outcome/input ratio to the ratio of a “comparison other” and classify individuals as Benevolent, Equity Sensity, and Entitled – applies to the modern workplace of global virtual teams (GVT), where work is mostly intellectual, geographically dispersed and online, making individual effort nearly impossible to observe directly. Design/methodology/approach Using a sample of 1,343 GVTs comprised 6,347 individuals from 137 countries, this study tests three ET’s predictions in the GVT context: a negative, linear relationship between Benevolents’ perceptions of equity and job satisfaction in GVTs; an inverted U-shaped relationship between Equity Sensitives’ perceptions of equity and job satisfaction in GVTs; and a positive, linear relationship between Entitleds’ perceptions of equity and job satisfaction in GVTs. Findings Although the second prediction of ET is supported, the first and third have statistically significant opposite signs. Practical implications The research has important ramifications for management studies in explaining differences in organizational behavior in GVTs as opposed to traditional work settings. Originality/value The authors conclude that the main novelty with ET in GVTs is that GVTs are an environment stingy with satisfaction for “takers” (Entitleds) and generous in satisfaction for “givers” (Benevolents).

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“…Moreover, we also included the logarithm of countries' gross domestic product (GDP) values, represented in billions of US dollars, in the analyses. Previous research shows that economic development is associated with peers' evaluation of team members performance in GVTs (e.g., Tavoletti et al, 2022).…”

Section: A3 | Description Of Country-level Control Variables and Pand...mentioning

confidence: 99%

COVID‐19 and individual performance in global virtual teams: The role of self‐regulation and individual cultural value orientations

2022

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Since the onset of the COVID-19 pandemic, global virtual teams (GVTs) have become increasingly important. Drawing on conservation of resources theory and self-regulation theory, we examined the mechanism and process underlying individuals' performance in GVTs in this specific situation. We posit that the local severity of the pandemic has a negative effect on individuals' performance in GVTs and that self-regulation functions as a coping mechanism in times of pandemic-related ambient stress, reducing its negative effect on performance. We suggest that three cultural value orientations, that is, uncertainty avoidance, collectivism, and long-term orientation, explain different levels of self-regulation, which in turn moderates the relationship between the local severity of the pandemic and individual performance in GVTs. Based on a sample of 2727 individuals from 31 countries participating in an international business consulting project during the early stage of the unfolding pandemic, we show that (a) the local severity of the pandemic had a negative effect on individuals' performance, (b) the negative effect of the pandemic on performance is weaker for individuals with high self-regulation, and (c) uncertainty avoidance and long-term orientation are positively associated with self-regulation, which mediates the moderating relationship between the cultural value orientations and the relationship between the COVID-19 pandemic and individual performance in GVTs.

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Nationality biases in peer evaluations: The country-of-origin effect in global virtual teams

Cited by 17 publications

References 46 publications

Ways to neutralize the country-of-origin effect in the emerging market firms international branding¹

Ways to neutralize the country-of-origin effect in the emerging market firms international branding¹

Revisiting equity theory in the global virtual teams

COVID‐19 and individual performance in global virtual teams: The role of self‐regulation and individual cultural value orientations

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Nationality biases in peer evaluations: The country-of-origin effect in global virtual teams

Cited by 17 publications

References 46 publications

Ways to neutralize the country-of-origin effect in the emerging market firms international branding1

Ways to neutralize the country-of-origin effect in the emerging market firms international branding1

Revisiting equity theory in the global virtual teams

COVID‐19 and individual performance in global virtual teams: The role of self‐regulation and individual cultural value orientations

Contact Info

Product

Resources

About

Ways to neutralize the country-of-origin effect in the emerging market firms international branding¹

Ways to neutralize the country-of-origin effect in the emerging market firms international branding¹