This study examines how national culture shapes the income-driven adaptation to climate change. The area of how culture could explain cultural adaptability towards country-level climate change in the current literature is underexplored. Using the environmental Kuznets curve (EKC) framework, this study investigates the influence of household lifestyle and consumption patterns on climate change adaptability across different cultural societies worldwide. Fifty-three countries were probed to determine how the cultural differences of each country define household consumption patterns linked to climate change adaptability. The findings show that cultural orientation does condition income-driven adaptability while controlling for clean energy transition and carbon intensity for institutions. This study integrates the EKC with climate adaptation, showing that non-sustainable income practices are motivated through cultural differences.

Recent studies find that Western-style professional nongovernmental organizations (NGOs) in Kazakhstan and other Central Asian countries are weak and unsustainable. Most of these NGOs developed strong dependency on foreign donors for funds, and did not develop local network of support. This study is conducted to understand the lack of effectiveness of NGOs in Kazakhstan and to test popular sentiments toward NGOs. The interview with local and foreign social science experts and public figures confirm that NGOs in Kazakhstan are weak and unsustainable. The explanations of institutional ineffectiveness lay in disconnect with local traditions, low visibility of NGOs, and unsupportive government. Survey of general population suggests that people in Kazakhstan know very little about NGOs and do not appreciate their utility. We explain the inability of civil society organizations to reach out to local people by cultural mismatch. By using the Hofstede national culture model (Culture's consequences: International differences in work-related values. Thousand Oaks: SAGE Publications, 1984), we argue that local culture is in striking dissonance with the culture of donor countries, which created the NGO agenda in Kazakhstan.

This paper examines how national culture informs the sourcing of management knowledge through external consultancy. First, it hypothesises and compares the relationship between quantitative measures of Hofstede's cultural indices with adjusted expenditure on consulting in nine countries. Two cultural indices are found to correlate with consulting use – power distance (negatively) and individualism (positively). However, the disparity between our findings and prior research suggests limitations of generalisation in studies solely employing quantitative cultural indices to understand the purchasing of business knowledge. We therefore propose the use of supplementary, qualitative data with sensitivity to local contexts and briefly apply this by using secondary sources to provide historical narratives for two countries – the UK and Japan. Overall, we find and tentatively explain significant statistical relationships between Hofstede's cultural indices and adjusted expenditure on consultancy. We then draw attention to wider implications for consulting research and for practitioners involved in this context.

This contribution commemorates Geert Hofstede, who recently passed away, as a pioneer in the study of culture and institutions. It does so by touching on some of the details of his personal life and connecting these with his professional career. The latter was devoted to developing the paradigm of national cultures based on empirical analysis, and to relate it to organisational behaviour. Closer scrutiny reveals that four distinct phases may be identified. Hofstede first started as an ‘undercover’ engineer and next moved to social psychology. During the second phase, he developed the first four dimensions of natural culture. During the third, Hofstede connected these national dimensions to organisational ones. During the last, he added two new cultural dimensions and developed additional practical applications. Finally, the article considers the reception, criticism, and further elaborations of Hofstede's contributions.

We introduce and explore the notion of hegemonic dividend in the context of a country which does not have hierarchy attenuating means such as legal measures to protect workforce diversity. This paper explains the consequences of two hierarchy enhancing ideologies on workforce diversity in Turkey; meritocracy, an ideology that privileges merit, and ‘biat’, an ideology of subservience to the structures of power. We illustrate how these two ideologies operate as a duality, as meritocracy vanes with dire circumstances for workforce diversity in nation-branding efforts of Turkey. Drawing on Bourdieu and Gramsci, we illustrate hegemonic dividend in the increasingly hegemonic system in which journalism, as a state apparatus, is embedded in Turkey, where privileged few are sustaining and advancing their positions of power by appealing to and submitting themselves to the revisioned nation brand. We focus on the news industry as it commands a special position of power in terms of creating, modifying and controlling the discourses of a nation brand. We argue that failing to protect and promote workforce diversity with hierarchy attenuating measures exposes nation branding practices to discriminatory and hierarchy enhancing ideologies that negate efforts to achieve humanisation and democratisation of work.

This article explores the role of the numbered treaties relative to the continuity of the settler colonial project in Canada. Although the treaties are often invoked to characterize the federal government's commitment toward strengthening or renewing its relationship with Indigenous peoples at a symbolic level, there remains a disjuncture between the “nation-to-nation” depictions of treaties and the complex political relationships that Indigenous peoples have called for since their signing. This article explores the inconsistent ways in which treaties have been taken up within Canadian legal and political institutions, arguing that the incoherency surrounding treaties promulgates the notion that treaties are being implemented while simultaneously obscuring, distorting and minimizing the rights of Indigenous peoples in practice. It demonstrates that the failure to engage with treaties as the locus of Indigenous peoples’ distinct political relationship with the Canadian state functions to continually produce conditions of colonization and dispossession through the denial of Indigenous sovereignty and jurisdiction as affirmed in treaties.

The interwar years are relatively understudied by intellectual historians of Eastern Europe. This is especially true of the study of the region's radical left-wing cultures, where attention has tended to focus on the Marxist revisionists of the post-war decades. As a period typically identified with political repression and economic crisis, the years following the end of World War I and the outbreak of World War II are assumed to hold little interest to the intellectual historian. However, throughout Eastern Europe, the 1920s and 1930s saw the growth of rich left-wing cultures that engaged with a diverse set of ideas from Western Europe and the Soviet Union, and adapted them to their local conditions. This article explores the development of leftist ideas during the interwar period by examining three prominent figures from Yugoslavia's literary left: the Croatian modernist Miroslav Krleža, the Montenegrin critical realist Milovan Đilas, and the Slovene Christian socialist Edvard Kocbek.

This article presents primary data from the GLOBE study in Pakistan and compares them with secondary data from the 61 GLOBE societies, in an effort to increase the interest of scholars of cross-cultural management in Pakistan and also provide a practically useful overview for businesses. Results based on data collected from 152 middle managers using the original GLOBE research instruments indicate that Pakistani society exhibits high power distance and in-group collectivism but low assertiveness and gender egalitarianism. The results also indicate a desire to create a more egalitarian society; however, people appear to treasure the lack of assertiveness and high in-group loyalty. In light of these findings, the authors offer implications for management in Pakistan, in accordance with cross-cultural management literature. In-depth research within Pakistan, as well as comparative cross-national studies, are needed to develop a deeper understanding of the impact of the culture on human resource practices in Pakistan.

In the context of a competitive knowledge-based economy, the knowledge provided by a firm's founders is one of the most important measures of success. This paper aims to identify the role of national culture on a founder's knowledge practices in a modern organisation. Using data collected from 258 Small to Medium sized Enterprises (SMES) in the Spanish and UK telecommunication industries (130 from Spain and 128 from the UK), we propose three knowledge management practices to be analysed; namely transfer, transformation and open-mindedness. This paper provides evidence that while Spanish SMES are more positively associated with higher levels of transfer and transformation of knowledge, UK SMES are more positively associated with higher levels of open-mindedness. Hence, this study serves as an important contribution to the small amount of literature currently available in this field by examining different practices that can be explained by the cultural characteristics of both countries.