Impact of national culture on airline operations

Yayla‐Küllü, H. Müge; Tansitpong, Praowpan; Gnanlet, Adelina; McDermott, Christopher; Durgee, Jeffrey F.

doi:10.1007/s12063-015-0102-8

Cited by 9 publications

(3 citation statements)

References 28 publications

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“…In organizations with high power distance, employees obey their supervisors, trying not to interfere, and accept their orders without questioning them. In these organizations; the difference between superior and subordinate is significantly high (Yayla-Kullu et al, 2015); participation of subordinates on the decision-making process is low; the difference among wages is high; the control mechanism is solid, and there is a centralized organizational structure (Bergiel et al, 2012). But in organizations with low power distances, employees have the right to constructively criticize their superiors.…”

Section: The Moderating Role Of Power Distancementioning

confidence: 99%

The Relationship between Employee Advocacy and Psychological Well-Being: Mediating Role of Perceived Insider Status and Moderating Role of Power Distance

Koçak¹

2020

Ege Akademik Bakis (Ege Academic Review)

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The purpose of this study is to examine the relationships between employee advocacy and psychological well-being (PWB), and to test the mediating effect of perceived insider status (PIS), and moderating effect of power distance on that relationship within the framework of social exchange theory. Data were collected using a questionnaire survey method from 293 full-time employees working in an organization operating in the aviation industry in Turkey. The data obtained were analyzed according to the moderated mediation (alternatively known as condational indirect effect) framework improved by Preacher et al. (2007). Research findings are demonstrated that the relationship between employee advocacy and PWB is more complex than was prior researchers' findings. As a result of analyzes, it was determined that PIS has a partial mediation effect on the relationship between employee advocacy and PWB. Also the results supported the moderated mediation and showed that the positive indirect effect of employee advocacy on PWB through PIS was stronger for employees with low power distance perception. The theoretical and practical implications of findings are discussed.

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Section: The Moderating Role Of Power Distancementioning

confidence: 99%

The Relationship between Employee Advocacy and Psychological Well-Being: Mediating Role of Perceived Insider Status and Moderating Role of Power Distance

Koçak¹

2020

Ege Akademik Bakis (Ege Academic Review)

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“…Rus (Rouse, 2005, p. 191) ističe da se uticaj kulture na komunikaciju i interakciju njenih pripadnika može odraziti na poslovno okruženje različitih delatnosti, uključujući i turizam. Ova interakcija je naročito izražena u okviru poslovanja aviokompanija, usled činjenice da je, osim kontakta sa putnicima različitih kultura, za aviokompanije karakteristično i zapošljavanje ljudi iz različitih zemalja, koji sa sobom nose i karakteristike svoje kulture (Yayla-Kullu, Tansitpong, Gnanlet, McDermott & Durgee, 2015a; Yayla-Kullu, Tansitpong, Gnanlet, McDermott & Durgee, 2015b).…”

Section: Uvodunclassified

Internal and external communication of the cabin crew within 'Qatar Airways' airline

Perčević¹,

Dragin²,

Mijatov³

2020

Marketing

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In addition to the fact that communication is important for everyday life, it could also be considered as a determinant of business performances, on the basis of knowledge or ignorance of cultural differences between the stakeholders throughout their business interactions. Accordingly, this research is based on an analysis regarding the behavioral standards and acceptable values that one global company represents to its employees and expectations regarding the implementation of these standards and values throughout the business communication with customers, but also with colleagues, members of different cultures. Data collecting procedure and data analysis were conducted on the basis of historical, comparative and descriptive methods, including the synthesis. Also, a survey research was conducted during the 2016 on the sample that obtained ten employees in "Qatar Airways" airline. The research results pointed to the importance of fundamentally approach to cultural differences in business, especially in organizations that are operating beyond the boundaries of one national culture, in order to avoid the possible problems in business communication, which might occurate on a daily basis in international companies, but also in much smaller, especially in the field of tourism. Thus, beside the contribution to the theory regarding the impact of cultural differences on business communication, these research results might have practical implications for all of the companies that are operating within the global market.

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“…За твердженням Яйла-Кюллю Х. та ін. [2], культурні особливості країн, з яких походять авіакомпанії можуть істотно впливати на сприйняту клієнтами рівня якості обслуговування. Це підкреслює глобальний характер авіатранспортної галузі та важливість культурної чутливості у наданні авіатранспортних послуг.…”

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Airlines’ Corporate Culture Under Modern Conditions

Ovcharyk,

Pakhota

2024

BSES

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Airlines are required to not only adapt to shifting market conditions and technological improvements, but also to rethink and construct their own corporate culture in order to stay up with the current stage of growth in the aviation industry, which is facing significant upheavals. This is vital in order for airlines to be able to keep up with the current stage of development. In addition to the pandemics-specific challenges that were brought on by COVID-19, and the war in Ukraine, the concurrent socioeconomic crisis brought about an additional focus that was of utmost significance. In order to determine the influence that the pandemic of the coronavirus disease and the war have had on the management of the corporate culture of airlines, the goal of this essay is to investigate the impact. The aim of this paper is to analyze the ways in which corporate culture influences many aspects of airline operations. These aspects include the internal interaction and motivation of employees, as well as the outward image and communications with consumers. Tools for managing airline corporate culture during a crisis include communication platforms, psychological support programs, skills training, leadership development initiatives, and airline employee opinion and feedback tools. These tools help airlines adapt to change during a crisis, maintain a healthy corporate culture, and support their employees. Setting clear goals and regular monitoring of performance indicators are important for timely adaptation of corporate culture management strategies. It is appropriate to use the KPI system of airlines for the development of corporate culture in the conditions of modern challenges. The KPI system is offered as follows: KPI 1: Level of employee engagement; KPI 2: Reducing the level of stress among employees; KPI 3: Level of training and development of employees; KPI 4: Improvement of leadership skills in management; KPI 5: Improvement of corporate culture based on feedback. There is a possibility that the study will be useful to academic scholars, analysts, and businesses. Potential route for further exploration, regarding the development of corporate culture in the face of both exogenous and endogenous unpredictability, is the digitization of the key performance indicator system that is adopted by airlines.

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Impact of national culture on airline operations

Cited by 9 publications

References 28 publications

The Relationship between Employee Advocacy and Psychological Well-Being: Mediating Role of Perceived Insider Status and Moderating Role of Power Distance

The Relationship between Employee Advocacy and Psychological Well-Being: Mediating Role of Perceived Insider Status and Moderating Role of Power Distance

Internal and external communication of the cabin crew within 'Qatar Airways' airline

Airlines’ Corporate Culture Under Modern Conditions

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