Stereotype-Based Managerial Identity Work in Multinational Corporations

Koveshnikov, Alexei; Vaara, Eero; Ehrnrooth, Mats

doi:10.1177/0170840616634129

Cited by 60 publications

(67 citation statements)

References 47 publications

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“…Koveshnikov, Vaara, and Ehrnrooth () conducted a study of Finland‐based MNCs operating in Russia, which offers an illuminating example of the complexity of ethnocentrism in strategic management. It shows that two kinds of ethnocentrisms are simultaneously at play—the Finnish and the Russian.…”

Section: Where Do We Go From Here? Implications For Global Strategy Rmentioning

confidence: 99%

“…Politicking over resources and interests revealed stereotypical ethnocentric conceptions of ingroups and outgroups among both Finnish and Russian managers. As such, the study by Koveshnikov et al () not only shows the dynamism of ethnocentrism (how it is constantly applied in social interaction), but also illustrates how ethnocentrism is not necessarily negative, as managers found solutions to work together despite their stereotypical assumptions of “us” and “them.”…”

Section: Where Do We Go From Here? Implications For Global Strategy Rmentioning

confidence: 99%

“…Moving beyond this inferred link can potentially provide a very different perspective to understanding the role that, for example, expatriates and repatriates play in implementing global strategies. Koveshnikov, Vaara, and Ehrnrooth (2016) conducted a study of Finland-based MNCs operating in Russia, which offers an illuminating example of the complexity of ethnocentrism in strategic management. It shows that two kinds of ethnocentrisms are simultaneously at play-the Finnish and the Russian.…”

Section: Direction 5: Analyzing Ethnocentrism As a Dynamic Phenomenonmentioning

confidence: 99%

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Rethinking Ethnocentrism in International Business Research

Michailova

Piekkari

Storgaard

et al. 2017

Global Strategy Journal

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Research summary For nearly five decades, international business (IB) research in general and the literature on organizational design and staffing of multinationals in particular have treated ethnocentrism mainly as an adverse attribute. Limited attention has been paid to the disciplines that originally established the concept—anthropology, sociology, and psychology. These disciplines have examined ethnocentrism as a positive, neutral, or negative phenomenon with a complex hierarchical structure. IB literature, in turn, has almost exclusively adopted a negative view, suggesting that ethnocentrism hinders adoption of a global strategy. This article borrows insights from the three base disciplines to rethink the concept of ethnocentrism in IB research and to draw implications for global strategy research. The article also calls for a more careful borrowing of concepts from other disciplines. Managerial summary This article is about ethnocentrism. Ethnocentric people tend to believe that their group, organization, culture, or ethnicity is superior to others. Ethnocentrism can exist in international business, for instance, where home country staff consider themselves superior to foreign staff in other countries. In international business research, ethnocentrism is usually considered undesirable, something that should be eliminated. However, sociology, anthropology, and psychology, where the concept was originally established, have adopted a wider, far more nuanced and intellectually richer view that also acknowledges the neutrality and benefits of ethnocentrism. We draw on this more refined view to rethink ethnocentrism in international business and show implications for global strategy research.

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Section: Where Do We Go From Here? Implications For Global Strategy Rmentioning

confidence: 99%

Section: Where Do We Go From Here? Implications For Global Strategy Rmentioning

confidence: 99%

Section: Direction 5: Analyzing Ethnocentrism As a Dynamic Phenomenonmentioning

confidence: 99%

See 1 more Smart Citation

Rethinking Ethnocentrism in International Business Research

Michailova

Piekkari

Storgaard

et al. 2017

Global Strategy Journal

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“…The other three papers, by Hong, Snell and Mak (2016), Whittle, Mueller, Gilchrist and Lenney (2016) and Koveshnikov, Vaara and Ehrnrooth (2016), focus more explicitly on language issues within MNCs, based on new conceptual developments in OS, i.e. discourse and narrative analysis.…”

Section: Different Faces Of Power In Mncs: Key Ideas and Findings In mentioning

confidence: 99%

Politics and Power in Multinational Companies: Integrating the International Business and Organization Studies Perspectives

Geppert

Becker-Ritterspach

Mudambi

2016

Organization Studies

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The study of power and politics in multinational companies (MNCs) has been a niche area of study for both scholars of organization studies (OS) and international business (IB). Further, the awareness of each research community with regard to the efforts of the other has been rather superficial. Hence, bridgebuilding efforts to cross-fertilize ideas developed in IB and OS in order to enhance our understanding of the nature and role of politics and power in the MNC are overdue. In order to develop the basis for integration, we trace the conceptual developments in the two disciplines, that enables us to highlight particularly promising opportunities for integrative advances. Using a typology which differentiates among four 'faces' of power in the study of management and organization, we discuss how focusing on each of these four dimensions may help us to both see and make sense of different aspects of power relations and facets of politics in MNCs. We then use the 'four faces' framework to outline how OS and IB approaches can be integrated to develop a more complete understanding of politics and power in MNCs. Finally we suggest some directions for future research.

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“…As Dubar (2015) and Koveshnikov et al (2016) point out, the social world is the space where we endorse or reject the identifications we receive from others and institutions, and build our professional and working identities.…”

Section: Analysis Of the Professions Under The Students' Eyes: A Possmentioning

confidence: 99%

Gender Differences and Professional Identities in Health and Engineering

Vieira

Carrieri

Monteiro

et al. 2017

BAR, Braz. Adm. Rev.

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The objective of this study was to compare the professional identity perceptions among undergraduate students enrolled in predominantly female and male courses. The research method is cross-sectional and the sample consisted of 502 undergraduate students in the fields of health and engineering. A questionnaire with the Scale of Professional Self and Hetero-Perception (EAHP) was used to collect the data and descriptive statistics, exploratory factor analysis, and structural equations modeling were used as analysis techniques. According to the students from the two areas, the dimensions that best describe their professions are dynamism; technicity; effort; and ethics, while in the health field, the dimension that received the lowest average score was recognition, indicating that the professionals working in this field resent the lack of respect, admiration, and prestige in society, despite perceiving themselves as honest, honored, productive, and hardworking. Also, the average hetero-perception scores were lower for the health students and the difference between self and hetero-perception was less significant among the engineering students. The results confirm that the professional identities include gender-related attributes, leading to the conclusion that health professions remain vulnerable to gender domination relations.

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Stereotype-Based Managerial Identity Work in Multinational Corporations

Cited by 60 publications

References 47 publications

Rethinking Ethnocentrism in International Business Research

Rethinking Ethnocentrism in International Business Research

Politics and Power in Multinational Companies: Integrating the International Business and Organization Studies Perspectives

Gender Differences and Professional Identities in Health and Engineering

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