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Relevant bibliographies by topics / Corporate culture - Singapore

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Academic literature on the topic 'Corporate culture - Singapore'

Author: Grafiati

Published: 4 June 2021

Last updated: 3 February 2022

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Journal articles on the topic "Corporate culture - Singapore"

1

Zang, Xiaowei. "Research Note: Personalism and Corporate Networks in Singapore." Organization Studies 20, no. 5 (September 1999): 861–77. http://dx.doi.org/10.1177/0170840699205007.

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Using a data set on 107 large Chinese firms, I examine inter-firm connectedness in Singapore. The analysis shows that firms in Singapore exhibit different levels of networking activities. Chinese firms that are owned by family have huge assets, good financial standing and are at the centre of business networks in Singapore. Big Chinese firms interlock with one another under the influence of Chinese business culture that stresses the importance of reputation and family ownership in networking activities. Personalism is a useful framework for gaining a good understanding of inter-firm relations in East and Southeast Asia.

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Fatt, James Poon Teng. "Creativity in Business and Innovative Organizations." Industry and Higher Education 12, no. 2 (April 1998): 84–92. http://dx.doi.org/10.1177/095042229801200204.

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The contributions of business and innovative organizations have made their influence felt in the history of commercial enterprise. From Henry Ford of Ford Motors and Bill Gates of Microsoft to Sim Wong Hoo of Creative Technology, creativity has been the lifeblood of commercial culture. Such organizations may take numerous forms – private or public, commercial or non-commercial, corporate or non-corporate – but, to a great degree, their lifeblood must be seen to be creativity in some form. This paper examines the phenomenon of creativity in business and innovative organizations and looks at the implications for industry–education cooperation. In the latter context the author examines some successful firms in Singapore, whose creative ideas have worked, and analyses the ways in which higher education in Singapore is responding to the need to encourage entrepreneurship and creativity within business organizations.

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Tan, Margaret, Chu Keong Lee, Wai Chong Chan, Su Haw Koh, and Sugihardjo Sugihardjo. "A study of interlocking directorships among mainland Chinese companies listed on the SGX." Corporate Ownership and Control 6, no. 4 (2009): 210–17. http://dx.doi.org/10.22495/cocv6i4c1p5.

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The objective of this paper is to understand the extent of inter-locking directorates among mainland Chinese companies listed on the Singapore Exchange (SGX). This study also seeks to understand if these mainland Chinese companies were different from those Chinese companies in Singapore in terms of the social network structure of its board of directors. It has been well known and indeed as part of the Chinese culture, the concept of quanxi or social networking is important. However, in the context of corporate governance, the concern is if too many directors are interlocked, will the concept of quanxi be counterproductive in the practice of attaining high standards of governance of the listed companies.

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Meng, Juan. "Cultural congruence as reflected in communication leaders’ decision-making." Leadership & Organization Development Journal 36, no. 4 (June 1, 2015): 346–59. http://dx.doi.org/10.1108/lodj-05-2013-0071.

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Purpose – The purpose of this paper is to motivate by the desire to better understand the interplay between cultural perceptions, both at the national and the organizational levels, and leadership effectiveness in corporate communication practice. In doing so, the research presented in this paper systematically compared views on communication leadership from senior communication executives in two different national cultures: England and Singapore. Design/methodology/approach – A series of in-depth interviews with the same interview guide were carried out in two leading cities of selected cultures (London and Singapore). A purposive sampling strategy was used to recruit participants for this study. Finally, 20 senior communication executives (n=11 in London and n=9 in Singapore) participated in this study. All interviews ranged from 60 to 90 minutes and were recorded and fully transcribed. Findings – Results suggest that communication executives believe that communication leadership should be treated as a multi-faceted influencing and learning process. Results also reveal that effective leadership qualities go beyond the national cultural boundaries. A more convergent view emerged on communication leadership. Practical implications – Communication executives should definitely tailor their leadership initiatives to fit the different cultural mechanisms that underlie organizational structures across cultures. Although the author agrees that communication strategies should place a great emphasis on the social dimension of cultural values in a given society, leadership initiatives, and actions should also be carried out to embrace the organizational structure and culture. Originality/value – The study provides insights into the impact of cultural orientations on the effectiveness of communication leadership. It is important and unique to confirm that organizational culture inserts a more profound influence on the application of leadership skills if compared to the national cultures.

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Koh, Kee Lee. "An empirical study on the impact of corporate culture on Singapore-based companies when implementing international business strategy: a Singaporean perspective." International Journal of Public Sector Performance Management 6, no. 2 (2020): 150. http://dx.doi.org/10.1504/ijpspm.2020.10028298.

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Koh, Kee Lee. "An empirical study on the impact of corporate culture on Singapore-based companies when implementing international business strategy: a Singaporean perspective." International Journal of Public Sector Performance Management 6, no. 2 (2020): 150. http://dx.doi.org/10.1504/ijpspm.2020.106711.

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Kian, Kwee Hui. "Studies on the Chinese in Southeast Asia in the twenty-first century." Bijdragen tot de taal-, land- en volkenkunde / Journal of the Humanities and Social Sciences of Southeast Asia 166, no. 4 (2010): 533–44. http://dx.doi.org/10.1163/22134379-90003614.

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Review of: Michael D. Barr and Zlatko Skrbis, Constructing Singapore; Elitism, ethnicity and the nation-building project. Copenhagen: NIAS Press, 2008, xiii + 304 pp. ISBN 978877694028, price GBP 50.00 (hardback); 9788776940294, GBP 16.99 (paperback). Marleen Dieleman, The rhythm of strategy; A corporate biography of the Salim Group of Indonesia. Amsterdam: Amsterdam University Press, 2007, 205 pp. [ICAS Publications Series, Monograph 1.] ISBN 9789053560334. Price: EUR 29.50 (paperback). Kristina Goransson, The binding tie; Chinese intergenerational relations in modern Singapore. Honolulu: University of Hawai’i Press, 2009, x + 191 pp. ISBN 9780824832599, price USD 57.00 (hardback); 9780824833527, USD 26.00 (paperback). Chang-Yau Hoon, Chinese identity in post-Suharto Indonesia; Culture, politics and media. Brighton: Sussex Academic Press, 2008, xi + 230 pp. ISBN 9781845192686. Price: GBP 49.95 (hardback). Leo Suryadinata, Understanding the ethnic Chinese in Southeast Asia. Singapore: Institute of Southeast Asian Studies, 2007, x + 310 pp. ISBN 9789812304377. Price: USD 21.90 (paperback). Sikko Visscher, The business of politics and ethnicity; A history of the Singapore Chinese Chamber of Commerce and Industry. Singapore: NUS Press, 2007, xviii + 372 pp. ISBN 97899713657. Price: USD 32.00 (paperback). Voon Phin Keong (ed.), Malaysian Chinese and nation-building; Before Merdeka and fifty years after. Vol. 2. Kuala Lumpur: Centre for Malaysian Chinese Studies, 2008. ISBN 9789833808066 (hardback); 9789833908059 (paperback).

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Kurniadi W. G., Andreas, and Dianne Frisko Koan. "PELAPORAN CORPORATE SOCIAL RESPONSIBILITY (CSR) UNIVERSITAS BERDASARKAN ANALISIS WEBSITE PADA NATIONAL UNIVERSITY OF SINGAPORE DAN UNIVERSITAS GADJAH MADA." CALYPTRA 5, no. 2 (March 1, 2017): 1. http://dx.doi.org/10.24123/jimus.v5i2.3074.

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Abstrak National University of Singapore dan Universitas Gadjah Mada termasuk dalam sepuluh universitas terbaik di Asia Tenggara (ASEAN). CSR menjadi sangat penting untuk universitas di ASEAN karena merupakan tujuan utama membangun komunitas ASEAN dalam bidang sosio-kultur atau yang disebut sebagai ASEAN Socio-Cultural Community (ASCC). Penelitian ini bertujuan untuk mengetahui penerapan tata cara pelaporan Corporate Social Responsibility (CSR) untuk National University of Singapore dan Universitas Gadjah Mada yang sebelumnya belum pernah dibuat dan dipublikasikan. Metode penelitian yang digunakan adalah content analysis untuk situs konten website, berita, artikel, annual report, dan informasi terkait CSR Universitas periode 2010-2014. Standar ISO 26000 digunakan sebagai alat pengukuran dan menjadi framework untuk membentuk sebuah laporan kegiatan CSR yang terintegrasi. Hasil dalam penelitian ini berupa kerangka laporan CSR dari kedua universitas. Kata kunci: Pelaporan CSR Universitas, CSR Universitas, ISO 26000, ASEAN. Abstract Both the university is among the top ten best universities in Southeast Asia (ASEAN). CSR is very important for universities in ASEAN as an ultimate goal of establishing an ASEAN Community in the field of socio-culture, or the so-called ASEAN SocioCultural Community (ASCC). The purpose of this paper is to determine the application of the reporting procedures of Corporate Social Responsibility (CSR) for the National University of Singapore and the University of Gadjah Mada that has not previously been made and published. The method used is content analysis for website content sites, news, articles, annual reports, and information related to CSR University 2010-2014. ISO 26000 standard is used as a measurement tool and become a framework to establish an integrated CSR activity report. The findings of the study represent as CSR Reporting Framework for this universities. Keywords: CSR Reporting for University, University – CSR, ISO 26000, ASEAN

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Salin, Ahmad Saiful Azlin Puteh, Zubaidah Ismail, Malcolm Smith, and Anuar Nawawi. "The influence of a board’s ethical commitment on corporate governance in enhancing a company’s corporate performance." Journal of Financial Crime 26, no. 2 (April 1, 2019): 496–518. http://dx.doi.org/10.1108/jfc-04-2018-0035.

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Purpose The purpose of this paper is to examine the relationship between corporate governance and company performance and how a board’s ethical commitment can influence this relationship. Prior studies documented mixed evidence on the corporate governance and corporate performance relationship, which can be due to the influence of a board’s ethical commitment and will shape the corporate governance mechanism in the company and, in turn, influence performance. Design/methodology/approach This study collected data for two years, i.e. 2013 and 2014, from the biggest 500 Malaysian companies listed in the stock exchange. Corporate governance is measured based on the requirements of the Malaysian Code of Corporate Governance (MCCG), while a board’s ethical commitment is measured based on the MCCG and various international best practices. Corporate performance is measured based on return on equity, return on assets, net profit margin, market-to-book value and TobinQ. Findings A board’s ethical commitment was found to be significant in increasing the strength of the relationship between corporate governance and corporate performance. The findings are robust to the alternative performance measurements and lagged one-year corporate performance. Research limitations/implications This paper provides further evidence on the importance of ethical practices to improve corporate environment and, hence, sustain a company’s performance. This study, however, was conducted on only large companies with a limited data collection period. Practical implications This study provides an indicator that the policymaker and regulatory authorities need to double their efforts in promoting and encouraging a board of directors to take a bold step in improving its ethical culture. Shareholders and investors need to use their power and rights to demand the company to improve their governance and ethical practices. Originality/value This study is original, as it measures a board’s ethical commitment from various sources of local and international best practices such as Malaysia, Australia, Canada, Norway, South Korea, Singapore, Sweden, Turkey, the UK and the USA. It also contributes to the literature and theoretical understanding of the interaction between a board’s ethical commitment and corporate governance on corporate performance, particularly in developing countries like Malaysia, which is scarce in the literature.

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Cordeiro, Cheryl Marie. "Language as heteroglot." Cross Cultural & Strategic Management 25, no. 4 (October 1, 2018): 781–99. http://dx.doi.org/10.1108/ccsm-08-2017-0105.

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Purpose The purpose of this paper is to reframe the role and function of perceived “bad English” in an international business (IB) context to illustrate that “bad English” could in fact facilitate cross-cultural communication in individuals who do not have English as first language. Design/methodology/approach This study uses the Bakhtinian concept of heteroglossia as a theoretical framework. For the method of analysis, applied linguistics is used in particular through the lens of systemic functional linguistics (SFL) as discourse analysis method to analyze transcribed interview texts. Data collection is via long interviews with 33 top level managers in Swedish managed organizations in Singapore offices. Findings The study illustrates, through respondent interviews and discourse analysis, that perceived “bad English” could help facilitate communication across cultures in a cross-cultural working context. The study also shows how different individuals, depending on personal experience and cultural background, employ different means to navigate and manage language differences at work. Research limitations/implications The findings confirm a Baktinian perspective of language as a heteroglot, where individual identities and understanding of context at work including work behavior are an amalgamation of collected experiences. While many individuals who do not have English as mother tongue might feel embarrassed by their poor English, this study shows that there are many Englishes existing in different working contexts. This study has a limited sample of respondents, pertaining to Swedish and Singaporean top managers in Swedish managed organizations in Singapore. Practical implications This study could be useful for multinational corporations that are interested in strategically managing their corporate language policies, taking into account cognitive differences or cultural identities in different offices worldwide. Social implications At a social level, Bakhtin’s language as a heteroglot brings to awareness that at any one time, while individuals are drawn to identify with their dominant (national) culture and language, in effect, with increased contact with other cultures in working environments, both language and cultural identities shift and evolve with the workplace. Originality/value This study contributes to the growing language in IB research. The novelty in this study is the employment of a Bakhtinian perspective and specifically the employment of SFL as a method of data analysis.

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Dissertations / Theses on the topic "Corporate culture - Singapore"

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Chew, Lim Fee-yee. "Evolution of organisational culture : a Singapore experience /." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18969173.

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林慧瑜 and Lim Fee-yee Chew. "Evolution of organisational culture: a Singapore experience." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31236716.

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Ng, Raye. "Corporate culture in Singapore : Chinese capitalism, societal characteristics and political economy." Thesis, University of Liverpool, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.539507.

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Books on the topic "Corporate culture - Singapore"

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Passport Singapore: Your pocket guide to Singaporean business, customs & etiquette. San Rafael, CA: World Trade Press, 1998.

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Wilen, Tracey. Asia for women on business: Hong Kong, Taiwan, Singapore, South Korea. Berkeley, Cal: Stone Bridge Press, 1995.

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Mind the Gaps: Singapore Business in China. Institute of Southeast Asian Studies, 2005.

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Book chapters on the topic "Corporate culture - Singapore"

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Lee, Molly N. N. "The Academic Profession in Malaysia and Singapore: Between Bureaucratic and Corporate Cultures." In The Decline of the Guru, 135–65. New York: Palgrave Macmillan US, 2003. http://dx.doi.org/10.1057/9781403982568_6.

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"UNLOCKING THE POTENTIAL OF MANDARIN ORCHARD SINGAPORE AND MANDARIN GALLERY: INTRODUCING A NEW CORPORATE CULTURE AND VALUES." In Unlocking Hidden Potential, 39–48. WORLD SCIENTIFIC, 2020. http://dx.doi.org/10.1142/9789811214547_0003.

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Majid, Shaheen, and Sim Mong Wey. "Knowledge Sharing Behavior of Graduate Students." In Global Aspects and Cultural Perspectives on Knowledge Management, 113–25. IGI Global, 2011. http://dx.doi.org/10.4018/978-1-60960-555-1.ch008.

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Active knowledge sharing is considered an important activity in the learning process. However until now, the focus of many studies has been on understanding the impact of information and knowledge sharing on the performance of corporate and public organizations. On the other hand, its implications in the educational arena have been relatively unexplored. The purpose of this study was to investigate perceptions, nature and extent of knowledge sharing among graduate students in Singapore. It also investigated the factors and class activities that would either promote or inhibit knowledge sharing among students. A questionnaire was used for data collection and 183 students from two public universities in Singapore participated in this study. The study revealed that the participants were primarily motivated to share information and knowledge in an attempt to build relationships with their peers and email was the preferred communication channel for this purpose. However, intense competition among the students to outperform their classmates and the lack of depth in relationship were the two most important factors hindering the knowledge sharing activity. The study suggests that academic institutions should review their instruction approaches to make the learning process less competitive which would help improve knowledge sharing among students.

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Dolejsova, Marketa, and Denisa Kera. "The Fermentation GutHub Project and the Internet of Microbes." In Enriching Urban Spaces with Ambient Computing, the Internet of Things, and Smart City Design, 25–46. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-0827-4.ch002.

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The Fermentation GutHub is a local community of fermentation enthusiasts in Singapore formed around ‘smart' human-microbial interactions. The project is a critique of the common IoT utopia claiming efficient and transparent interactions between citizens and various stakeholders using smart sensors and monitoring devices in the cities of the future. Instead of relying on technology produced and supported by corporate actors or large government plans, the GutHub scenario uses existing fermentation groups and DIY tools as a model for designing resilient and symbiotic urban communities. Against the utopia of evidence-based decision making driven by policy and corporate actors, it emphasizes the importance of collective experience with risk and opportunities negotiated on a grassroots level. The project supports citizens' exchanges of various cultures, fermentation practices, and sometimes dangerous but also beneficial experiments with our guts as an interface, and proposes a model for messier IoT scenarios of future cities.

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Wang, Victor X. "Knowledge Facilitator vs. Knowledge Dictator in Today's Organizations." In Encyclopedia of Human Resources Information Systems, 592–97. IGI Global, 2009. http://dx.doi.org/10.4018/978-1-59904-883-3.ch086.

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With the wide use of computer technology nowadays, organizational management in recent times appears to be more complex than it ever was. Electronic human resources management (e-HRM) has become a popular term in today’s organizations. Does this mean knowledge facilitator is better than a knowledge dictator or vice versa? The author of this article puts forward an indispensable dichotomy to discuss the interdependence and relationship of a knowledge facilitator and a knowledge dictator in order to determine effective training or management for human resources development (HRD) and human resources management practitioners in today’s organizations. Numerous studies (e.g., Grow, 1991; Jarvis, 2002a; Knowles, Holton, & Swanson, 1998, 2005; Rogers, 1951, 1961, 1969) have postulated that the knowledge facilitator is superior to the knowledge dictator in Western literature in that a knowledge facilitator is germane to learning whereas a knowledge dictator may well stifle learning in today’s organizations. Because Rogers (1961) defines growth not as a process of “being shaped,” but as a process of becoming, he maintains that we cannot teach another person directly, we can only facilitate the other person’s learning. After many years of providing corporate training in different organizations, Knowles, Holton, and Swanson (1998, 2005) replaced getting rewards for controlling students with getting rewards for releasing students. The latter rewards are much more satisfying because knowledge facilitators have positive assumptions about human learning whereas knowledge dictators have negative assumptions about human learning. However, in some other cultures such as in China, South Korea, Japan, or Singapore, scholars and practitioners may prove otherwise (Biggs, 1996). This may be due to the fact that the major determinant of the subservient role expected of a learner in collectivist Eastern cultures is the traditional hierarchical relationship between students and instructors (Hampden-Turner & Trompenaars, 2000); students expect their instructors to be unchallengeable figures (Wang, 2007). The issue of knowledge facilitator vs. knowledge dictator seems to be a perennial topic for scholars and researchers in all cultures. The open relationship between students and instructors in individualist Western cultures (Hampden-Turner & Trompenaars, 2000) encourages students to take charge of learning; scholars and practitioners in the West do not seem to agree with their counterparts in oriental cultures. Likewise, scholars and practitioners in the Eastern Hemisphere do not seem to buy into Western thinking on the premise that knowledge facilitator necessarily leads to effective learning (Wang, 2007). On the basis of this dichotomy, little agreement has been reached regarding whether a knowledge facilitator or a knowledge dictator is more needed in today’s organizations. Because of this dichotomy, subsequent research has been sparked to determine which side of the coin is conducive to learning.

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