%0 Journal Article %1 fujimoto2007gvo %A Fujimoto, Y. %A Bahfen, N. %A Fermelis, J. %A Haertel, C.E.J. %D 2007 %J International Journal %K Collectivism Cross-cultural_management HRM Human_resource Individual_behaviour MBA %N 1 %P 7--22 %T The global village: online cross-cultural communication and HRM %V 14 %X Purpose – The purpose of this paper is to examine relational and task dimension of online communication and the associated emotional experience. Design/methodology/approach – This paper examines four categories of work outcomes: emotional experiences of work, work attitudes, work dynamics and work behaviours; and links each to the cross-cultural online communication context. Findings – It was found that diversity-oriented HRM can reduce the cultural fault-lines between individualist and collectivist (IC) cultures, and thereby positively moderate the relationship between cross-cultural online communication and affective, cognitive and behavioural outcomes. Practical implications – Diversity-oriented HRM can capitalize on an organisation’s cultural diversity and avoid cross-cultural misunderstandings. In a more practical sense, the research purports that combined use of IC HRM practices can produce greater efficiency and effectiveness in online communications worldwide. Originality/value – The paper provides an insight into the potential implications of increased use of information technology on cross-cultural communication, and human resource management. The significance of diversity-oriented human resource management in managing these implications is also highlighte

@article{fujimoto2007gvo, abstract = {Purpose – The purpose of this paper is to examine relational and task dimension of online communication and the associated emotional experience. Design/methodology/approach – This paper examines four categories of work outcomes: emotional experiences of work, work attitudes, work dynamics and work behaviours; and links each to the cross-cultural online communication context. Findings – It was found that diversity-oriented HRM can reduce the cultural fault-lines between individualist and collectivist (IC) cultures, and thereby positively moderate the relationship between cross-cultural online communication and affective, cognitive and behavioural outcomes. Practical implications – Diversity-oriented HRM can capitalize on an organisation’s cultural diversity and avoid cross-cultural misunderstandings. In a more practical sense, the research purports that combined use of IC HRM practices can produce greater efficiency and effectiveness in online communications worldwide. Originality/value – The paper provides an insight into the potential implications of increased use of information technology on cross-cultural communication, and human resource management. The significance of diversity-oriented human resource management in managing these implications is also highlighte }, added-at = {2008-03-29T09:38:36.000+0100}, author = {Fujimoto, Y. and Bahfen, N. and Fermelis, J. and Haertel, C.E.J.}, biburl = {https://www.bibsonomy.org/bibtex/268433ed41c86e5b39e033bfd7f38046f/acf}, interhash = {0657b4d244d3669cdaddd3e5a4517e67}, intrahash = {68433ed41c86e5b39e033bfd7f38046f}, journal = {International Journal}, keywords = {Collectivism Cross-cultural_management HRM Human_resource Individual_behaviour MBA}, number = 1, pages = {7--22}, timestamp = {2008-03-29T09:38:37.000+0100}, title = {{The global village: online cross-cultural communication and HRM}}, volume = 14, year = 2007 }