This thesis attempted to explore the individual experiences of expatriate Russian managers and their Czech subordinates with regards to the their perception of ethical and unethical behavior and the influence of the cultures on the perception .The main goal of the research was to reveal potential issues that could arise in the context of corporate environment of Czech Republic between members of two cultures as well as answer the main research question: What is perceived effect of cultural differences between Russian managers and C zech subordinates with regards to ethical behavior? Author has identified the main streams of the scientific knowledge that might influence significantly the understanding of the area of exploration, highlighted the main concepts and frameworks; conducted the comprehensive experiment with the participants and executed the in-depth thematic research of the collected qualitative data, identifying main drivers, factors of influence, and potential issues. The goal of the research was achieved through conducting the comprehensive literature review, which consolidated holistically the scientific knowledge throughout the whole history of the research on the topics; obtaining main themes through the analysis of data and linking the findings of the research to the existing knowledge, providing support to existing frameworks, and suggesting the further areas of exploration.
Author managed to conduct the comprehensive literature review, consolidating the knowledge in a concise way, which helped to build the foundations of the current and probably subsequent research, revealing the knowledge gaps and underexplored areas in the current massive of the knowledge on the topics of culture and ethics as well as finding the niche of cross-disciplinary studies, which represents mainly uncontested water due to the complexity of the environment.
Author selected to follow qualitative research methodology by conducting 3 semi-structured interviews with Russian managers and 9 semi-structured interviews with Czech subordinates, which were selected based on the cretirea described in the methodology part of the research. In order to ensure that the data was analyzed in appropriate manner, the author followed the methodology introduced by Braun and Clarke (2006) that implies multistage data processing to reveal the significant topics or themes. The result of the data analyses were compared across the interviews and elaborated into the relevant framework of categories that highlight the most relevant differences, approaches, and influence factors, which form the behavior and attitudes of people within the given context.
Throughout the analysis, it was figured out that the cultural differences are mainly perceived as auxiliary determinant of the behavior at work as well as perception of ethics, whilst the main driver of the behavior, attitudes, approach, and perception was the personality of each particular individual. Nevertheless, as the personality of the individual is highly associated with the background including the following main factors – education, family, experience, and society – it is possible to say that the culture still remains definitive factor, however, it has indirect influence due to its’ inter-relation to the above-mentioned elements.
In addition to that, it was revealed that there is significantly low level of ethical literacy among the entry-level subordinates, which could potentially lead to increased level of misconduct in the corporate organization in the context of the Czech Republic. This and limited to narrow group of people utilitarianism, which was common for the subordinates, were considered the main threats or risks potentially disrupting the relationships with supervisors as well as underlying belief of discussion of ethics in the work environment.
The main limitation as well as one of the key findings of the research – low ethical literacy – decreased the scope of the investigations due to insufficiency of the of the knowledge base to discuss the areas of ethics and ethical behavior, which enabled author to reach theoretical saturation before the originally planned capacity.
Deriving from main limitation, the author would suggest combining quantitative and qualitative methods in subsequent research with regards to the area of ethics and ethical behavior. The consecutive research could be conducted either using qualitative methods with the aim of in-depth exploration and could concern the awareness of corporate ethical frameworks or factors contributing to ethical knowledge generation or using quantitative methods with the aim to explore dependency of level in the hierarchy/age/maturity in the
organization on the familiarity with the guidelines. The research on these topics could generate tremendously beneficial for the business practitioners’ knowledge with regards to facilitating learning and development in the area of ethics, which is directly linked to the business conduct of the organization in the contemporary environment.
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List of tables
Table 1: Main cultural theories. ... 18
Table 2: Participants. ... 29
Table 3: Interview questions. ... 33
Table 4: Code system. ... 36
List of figures
Figure 1: Prototypical structure of Schwarz values. ... 15Figure 2: Categories of influences on behavioral ethics outcomes. ... 21
Figure 3: Code clouds... 36
Figure 4: Hofstede’s dimensions – Czech Republic and Russia. ... 51
Figure 5: Code map. ... 55
Appendix
Appendix 1: Schwartz cultural values – cultural map
Source: Schwartz, 2006.
Appendix 2: Code system
Code System Frequency
Code System 1140
Environment 231
Culture 108
Organizational culture 21
National culture 83
International environment 6
Behavior 102
Corruption/Fraud 4
Backstabbing 14
Misusing working time 8
Lying 17
Unethical behavior 63
Ethical behavior 13
Differences 269
Background 79
Family 17
Community/Surroundings 6
Experience 22
Religion 5
Education 11
Communication 14
Perspective 15
Approach 51
Directness 7
Empathy 5
Demanding 7
Flexible 7
Negative 1
Personality 34
Ethics 64
Russian 67
Disagreement 41
Czech 45
Uncertainty 31
Agreement 29
Work 30
Similarity 24
Manager 22
Adjustment 19
Mistreatment 13
Forcing 4
Harassment 10
Promotion 3
LGBTI 5
Bullying 3
Racism 3
Stereotypes 6
Source: author.