Dissertations / Theses on the topic 'Personal Cross-cultural studies'
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1
Leung, Wing-kwan, and 梁永坤. "Gender representation in personal ads in Hong Kong and the U.S.: a linguistic investigation." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1999. http://hub.hku.hk/bib/B42128572.
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Enderstein, Lars Gustaf. "The frequency of alternate conceptions in some areas of mechanics amongst South African school pupils : a longitudinal and cross-cultural study." Master's thesis, University of Cape Town, 1991. http://hdl.handle.net/11427/15989.
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Bibliography: p. 675-681.This study, the first of its kind in Southern Africa, was undertaken in order to determine and compare the incidence of various alternate conceptions in some areas in mechanics amongst pupils from standards 4 through to 9, i.e. from ages ca. 11 to 17, in selected schools in the Western Cape and Transkei, South Africa. After a careful study of the relevant literature a questionnaire was designed for the purpose of identifying the frequency of various alternate conceptions in the selected areas in mechanics. This questionnaire was administered to 2326 pupils under carefully controlled conditions during August and September 1987. In analysing the data the frequency of particular alternate conceptions in the following groups of pupils were compared: (i) by school standard (ii) by geographical area (iii) by language group (iv) by gender (v) by urban and rural regions in the Cape (vi) by subject choice i.e. science pupils and non-science pupils An analysis of the data shows that in most of the areas in the field investigated remarkably small differences exist in the frequency with which different alternate conceptions are held by different groups of pupils. In most cases differences could be related to the pupils' school standard. However, in the fields of circular motion, projectile motion and static equilibrium, clear differences were found to exist between boys and girls as well as between pupils in schools in the Western Cape and Transkei. Furthermore, in most cases examined the accepted scientific conception was the least popular, particularly in the field of force and motion where conceptions linking force and motion were overwhelmingly selected by pupils in all of the groups. However, an exception was the standard 9 science pupils, i.e. 16- 17 year olds following the science course in high school, who in some cases favour the accepted scientific conceptions by a small majority. The implications of the findings of the study for classroom teaching are discussed.
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Kupka, Bernd, and n/a. "Creation of an instrument to assess intercultural communication competence for strategic international human resource management." University of Otago. Department of Management, 2008. http://adt.otago.ac.nz./public/adt-NZDU20080312.134104.
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The first research objective of this dissertation is to extend existing conceptualizations of intercultural communication competence to create a new theoretically grounded construct, the Rainbow Model of Intercultural Communication Competence. The second research objective of this dissertation is to utilize this foundation and assemble a new instrument, the 127-item Intercultural Communication Competence Inventory (ICCI). The ICCI consists of sub-scales to measure foreign language competence, non-verbal communication competence, perceptions of cultural distance, intercultural self-awareness, intercultural communication knowledge, intercultural communication skills, intercultural communication motivation, intercultural communication appropriateness, intercultural communication effectiveness, intercultural contextual relationships, and intercultural affinity. This tool is designed assist strategic international human resource management practitioners to find, select, and/or train the best possible candidates for international assignments in an efficient manner.
To accomplish these goals, a quantitative research design has been adopted. In a pilot study and three subsequent studies data was collected between 2005 and 2006 when the ICCI was administered to students in 19 courses with clear intercultural education elements at eleven universities in four countries (New Zealand, Germany, United Arab Emirates, USA) to build four samples of students: self tests (N = 1014) and retests (N = 587), peer tests (N = 613) and retests (N = 529). The ICCI was used as a paper-pencil and an online questionnaire. Using this method is appropriate as it provides intercultural communication trainers with quantifiable results to differentiate candidates and to measure training effectiveness.
This dissertation has produced several research findings. Each of the ICCI sub-scales is psychometrically scrutinized and results described in detail. In exploratory factor analyses most scales have supported their theoretical framework as described in the Rainbow Model of ICC. Most sub-scales show independence from a variety of biases, and demonstrate sensitivity to competence changes over time and differences between evaluators. Various hypothesized links between the scales could be verified. The entire ICCI demonstrated that, despite currently still insufficient sample sizes, its conceptual roots, the Rainbow Model of Intercultural Communication Competence, is recognizable in self and peer tests and retests.
The implications of the findings of this dissertation are threefold: First, the Rainbow Model of Intercultural Communication Competence has received preliminary confirmation. Second, the ICCI has initially shown a tendency to be a practical and reliable tool for recruiting, selecting of, and conducting training needs assessments that facilitate intercultural communication training effectiveness evaluations for suitable candidates for international assignments. Third, ICCI sub-scales have demonstrated the potential to enhance selection and training efforts in a speedy and specific way to support resource-cognizant intercultural training. The reader, however, is cautioned that a variety of limitations of this study need to be acknowledged. Finally, numerous areas of future research are identified.
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Long, Janel Elaine Lehman. "Facilitating Positive Relationships between Patients and Foreign Born Providers in South Central Pennsylvania." Thesis, University of North Texas, 2016. https://digital.library.unt.edu/ark:/67531/metadc849700/.
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Foreign-born providers make up over a quarter of the physician workforce nationally. Patients in south central Pennsylvania are primarily white with limited interaction with foreigners which can produce barriers to communication and trust. This study proposes practical steps for building positive relationships between patients and their foreign-born providers. Ethnographic methods were used to interview and survey patients and providers about the relationships between foreign-born providers and patients, primarily in the Summit Health system. The results of the study provide a framework of how trust is built between patients and providers in general, suggest additional actions for foreign-born providers, and propose ways patients can do their part to achieve a positive relationship with their provider. While much of the literature on cultural competence is in the context of patients who are from minority ethnicities, this study adds to the body of research by also considering the providers as part of minority groups.
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Van, Esch Emmy. "Expatriate knowledge sharing: a three dimensional typology and the importance of perceived deep-level similarity /Van Esch Emmy." HKBU Institutional Repository, 2016. https://repository.hkbu.edu.hk/etd_oa/374.
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As organizations strengthen their presence overseas, the number of expatriates is increasing rapidly (Armstrong, & Li, in press; Brookfield Global Relocation Services, 2015). Expatriates are often used by multinational corporations (MNCs) for knowledge sharing (Fang, Jiang, Makino, & Beamish, 2010; Hocking, Brown, & Harzing, 2004). Knowledge sharing refers to a relational act based on a sender-receiver relationship which involves sending one's knowledge to another as well as receiving another's knowledge (Foss, Minbaeva, Pedersen, & Reinholt, 2009). Effective knowledge sharing is key for MNCs in order to create and sustain competitive advantage (Jensen & Szulanski, 2004; Schwaer, Biemann, & Voelpel, 2012; Wang & Noe, 2010). Given its relevance, organizations invest significant amounts of resources in the development of knowledge-management systems and provide employees with incentives to encourage knowledge sharing (Cabrera, Collins, & Salgado, 2006). MNCs however often face difficulties in encouraging employees to share their knowledge (Cabrera & Cabrera, 2002, 2005) and growing evidence suggests that in international contexts employees are even more reluctant to share their knowledge due to cultural, nationality, ethnicity and linguistic barriers (Gilson, Lim, Luciano, & Choi, 2013; Mäkelä, Andersson, & Seppälä, 2012). It is therefore critical to identify how to enhance knowledge sharing between expatriates and host country national (HCN) colleagues despite the cultural, linguistic, nationality, and ethnicity barriers they may experience when working together (Peltokorpi & Clausen, 2011). The first aim of this dissertation was therefore to identify how to enhance knowledge sharing between expatriates and HCNs. Survey data was collected from 84 expatriate-HCN dyads working in 31 different host countries in all parts of the world. Drawing upon the supplementary person-person (P-P) fit literature, a specific type of person-environment (P-E) fit, it was demonstrated that when expatriates perceive high similarity between themselves and their HCN colleague in terms of deep-level characteristics such as values, personality, goals, and abilities (i.e. high P-P fit) they are more likely to engage in information elaboration which in turn facilitates knowledge sharing. Interpersonal citizenship behaviour was identified as a moderator which increased information elaboration and knowledge sharing even when expatriates perceived low deep-level similarity between themselves and their HCN colleague (i.e. low P-P fit). Furthermore, we do not know what types of knowledge expatriates share with their HCN colleagues (Armstrong & Li, in press) despite the fact that knowledge is often considered as an organization's most important resource (Zander & Kogut, 1995). The second aim of this dissertation was therefore to systematically examine what types of knowledge expatriates share with their HCN colleagues. Survey data was collected from 197 expatriates working in 52 different host countries in all parts of the world. By means of a qualitative content analysis of written descriptions regarding the types of knowledge shared, a three dimensional typology of expatriate knowledge sharing was constructed which identifies the full range of knowledge types shared by expatriates. Three types of knowledge were identified: regulative knowledge, normative knowledge, and cultural-cognitive knowledge, each consisting of several subtypes. The theoretical and practical implications of these findings are discussed.
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Kaelber, Kara Young. "Empathy and Self-Construals: An Exploratory Study of Eastern and Western Master’s-Level Counseling Students." University of Akron / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=akron1223092210.
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Vick, Linda. "Cross-cultural Training of Chinese Managers and Workers by U.S. Companies: A Comparative Cultural Analysis of the Problems Reported by U.S. Trainers." PDXScholar, 1993. https://pdxscholar.library.pdx.edu/open_access_etds/4632.
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As Western business increases in China and China acquires more technology from the West, the need to effectively train the Chinese workforce becomes more important. Identifying and understanding the perceived problems that Western corporate trainers encounter when they train Chinese may lead to more effective and efficient training programs. This study examines the experiences of trainers, working for American companies, who have designed and implemented training programs for Chinese from the People's Republic of China. The purpose of the study is to identify perceived problems the trainers encounter and to determine whether differences between Chinese and American cultures may account for these problems. Hofstede's Value Dimensions of Cultural Difference and Hall's Low-High Context Communication Schema are used to analyze the dimensions of cultural difference operating between the trainers and students of these training programs. Hofstede's and Hall's rating of U. S. culture as an individualist, moderately low power-distance, moderately weak uncertainty-avoidance, low context culture contrasts with the collectivist, moderately high power-distance, moderately strong uncertainty-avoidance, high context Chinese culture. Hofstede suggests that when a trainer from a culture with the American configuration trains students from a culture with a Chinese configuration several problems are likely to occur. Specific examples are included in the text. In-depth interviews, lasting between two and three hours, were conducted with nine trainers working for eight American companies. The data were analyzed using an ongoing constant comparative method which produced evolving problem categories and themes. In the final analysis of the data, three major problem categories, each with several subcategories, emerged. The major problem category, Power and Authority includes problems dealing with, Bureaucratic Maze, Decision-making, Getting Things Done, Communication, and the Chinese system of Connections. The second major problem category, Training and Learning Problems describes problems pertaining to Language, Training and Learning Processes, Problem-solving, Technical Sophistication, and Selection of Trainees. The third major problem category, Work Attitudes and Behavior addresses problems relating to Motivation, Responsibility, and Work Habits. Using Hofstede's Dimensions of Cultural Differences and Hall's Low-High Context Communication Schema, a sample of the most salient problems are analyzed for cultural differences between Chinese and American culture. Hofstede's and Hall's theories identify various dimensions of cultural differences between China and the U.S. which potentially lead to problems in a training context. The research revealed several perceived problems common to trainers of Western companies in training Chinese from the People's Republic. This study concludes that many of these problems can be explained in terms of the cultural differences identified by Hofstede and Hall. Finally, recommendations are made concerning both design and implementation of more effective training for Chinese. Possibilities for future study are suggested.
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Crist, Angela R. "South African Ubuntu Theory in Cross Cultural Community Development Practice: An Autoethnographic Exploration." Bowling Green, Ohio : Bowling Green State University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1244121998.
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Lee, Jee Hyang. "A cross-cultural study of Hwa-Byung with middle-aged women between native Koreans in South Korea and Korean immigrants in the United States." Thesis, The University of Iowa, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3638398.
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Hwa-Byung, known as an anger illness, was conceptualized in Korean culture and listed in the glossary under Culture-Bound Syndromes in the Diagnostic and Statistical Manual of Mental Disorders (4th ed.; DSM-IV; American Psychiatric Association, 1994). Hwa-Byung develops when the emotions of anger have been suppressed for a long period of time and it becomes difficult to control those feelings. Common complaints of Hwa-Byung have two dimensions, psychological and physical symptoms. The prevalence of Hwa-Byung exhibits gender differences in that the majority of individuals who experience Hwa-Byung are women between the ages of 40 and 60. However, as the number of Korean immigrants in the United States continues to increase and their issues draw attention from researchers, the topic of Hwa-Byung receives little. Because Korean immigrants in the United States share a cultural background with their origin of ethnicity, and at the same time, may also assimilate the American culture during the acculturation process, this study will address the cultural differences in Hwa-Byung between native Koreans who live in South Korea and Korean immigrants in the United States. Accordingly, the purpose of this study was to examine the differences and similarities of Hwa-Byung in native Korean middle-aged women in South Korea and Korean immigrants in the United States, roughly between the age range of late-30's to middle 60's, by investigating the influencing factors of stressful life events, stress response, anger expression, and demographic background.
A sample size of at least 200 participants, required for each group, using both paper-pencil and web-based methods, depended on participants' preferences, which were influenced by a gap in ages and the level of familiarity with and/or ability to access Internet. Participants were randomly selected from major cities, both in South Korea (including Seoul, Incheon, Busan, Daejeon, and Gyeonggi Province) and the United States (including Chicago, New York, and Los Angeles), using similar proportions of ages for both groups for the equivalences of participants in cross-cultural research.
Survey measures included five instruments: (a) the Hwa-Byung scale (Kwon, Kim, Park, Lee, Min, & Kwon, 2008); (b) Life Stress for Korean women (Chon & Kim, 2003); (c) stress response inventory (SRI) (Koh, Park, & Kim, 2000); (d) anger expression (Hahn, Chon, Lee, & Spielberger, 1997), and (e) demographic background that measured the variables used in this study. To minimize the weakness of language differences used in the different cultural contexts, survey packages for Korean immigrant participants in the United States were formatted in both Korean and English for each item. Thus, a translation process became necessary, especially for the Korean instruments of the Hwa-Byung Scale, Life Stress for Korean women and Stress Response Inventory (SRI), from Korean into Englishtwo of which were (originally developed by Korean researchers) . On the other hand, native Koreans submitted only the Korean version of questionnaires because they fully understood the meaning of questionnaire statements, as well as in order to get rid of possible distractions by the inclusion of English sentences.
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Chen, I. Chun Lisa. "The societal culture dimension within the human resource practices of Taiwanese management in the UK." Thesis, University of Stirling, 2006. http://hdl.handle.net/1893/68.
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This thesis examines approaches to international human resource management by Taiwanese MNCs located in the UK. A range of international human resource management models are discussed, from the universalist paradigm originating in the US to more contextual models, particularly those emphasising the impact of culture. The key elements of Chinese culture and their application to management are reviewed Interview and questionnaire data is drawn from 32 Taiwanese companies operating in the UK in the manufacturing and financial services sectors, and is analysed using SPSS and NVivo packages. Key findings include that the cultural origin of Taiwanese managers remains crucial in the way they manage UK subsidiaries. The small size of the Taiwanese companies also influences their internationalisation and international human resource strategy. In addition, there is a sectoral difference in the different HR practices being adopted. Japanese MNCs have been the only non-western MNCs to have been studied in depth. Although the Japanese and Chinese have been said to share a similar culture, they are shown in this thesis to adopt different techniques to achieve their HRM goals. It is concluded that many goals similar to those of western models of HRM can be found in Taiwanese MNCs, but achieved through different HR practices, for example, group reward rather than individual reward for commitment. It is suggested that conventional HRM frameworks fail to readily explain companies of non-western origin and the thesis tries to develop an IHRM model suitable for Chinese MNCs. Following strong economic development in China, research on Taiwanese MNCs can contribute to future perspectives on Chinese internationalisation and management transfer.
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Le, Tomoko Shinohara. "What is the Nature of the Conflict Experienced by Japanese Workers in International Companies Based in Japan and What Type of Conflict Management Do They Access?" PDXScholar, 2017. https://pdxscholar.library.pdx.edu/open_access_etds/3938.
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The aim of this thesis was to identify and analyze workplace conflict by enquiring into the nature of conflict, conflict management, and human resources (HR) strategies for conflict management in international companies based in Japan (ICBIJ). This study explores one part of a conflict system comprising cultural issues, HR strategies, conflict, and its effect on retention. The research question is "What is the nature of the conflict experienced by Japanese workers in international companies based in Japan and what type of conflict management do they access?" 16 Japanese workers were surveyed yielding qualitative and qualitative data. Findings indicate that workplace conflicts are both interpersonal and organizational. Participants used a variety of strategies to manage conflict which varied depending on the type of conflict and the rank of the participant. The findings indicate gaps between the ideal situation as described in the literature and reality.
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Gouws, Stephanie. "A study on the cultural adjustment of the domestic partners of German expatriates in the Nelson Mandela Bay automotive industry." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/1540.
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This study explores the cultural adjustment of the domestic partners of German expatriates working in the Nelson Mandela Bay automotive industry of South Africa. The data was collected by distributing pre-interview questionnaires to the participants and conducting in-depth interviews with them. Grounded theory was used in the data collection and analysis and an auto-ethnographic approach was employed, allowing for reflexivity. The findings suggest that the expatriated domestic partners did not necessarily experience much difficulty in adjusting to South African culture as they did, for example, adjusting to not being able to work for the duration of their stay. The research has also shown that the unmarried domestic partners of expatriate employees are at a disadvantage compared to their married counterparts; receiving less assistance from the companies of their partners. Based on the findings, it has been recommended that companies refine and streamline the assistance they offer to the domestic partners of their expatriate employees, providing all domestic partners with the same pre-departure training and entitling them to the same benefits.
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Burlacu, Gabriela. "Supervisor-Subordinate Directional Age Differences and Employee Reactions to Formal Performance Feedback: Examining Mediating and Moderating Mechanisms in a Chinese Sample." PDXScholar, 2013. https://pdxscholar.library.pdx.edu/open_access_etds/662.
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As a result of changing demographic trends in today's workforce, employees of all ages can now be found in all career stages. Consequently, the pairing of a younger supervisor with a relatively older employee is becoming increasingly more common. Research in the United States has shown that such demographically "non-normative" pairings have negative implications for employee attitudes and behaviors, and thus for employee performance management. However, little is known about the effects of such pairings in other nations and cultures, despite the fact that these demographic shifts are occurring on a global level. As such, this study examined the effects of these pairings on employee reactions to formal performance feedback episodes in a large organization in China, due to the nation's similarly shifting demographic trends and its economic power in today's global economy. A series of path analyses showed that being paired with a relatively younger supervisor did predict reduced employee feedback satisfaction and perceptions of feedback utility; but, contrary to the proposed model, these effects did not occur because of reduced interactional justice perceptions or reduced perceptions of leader-member exchange (LMX). Further, LMX did not moderate the study outcomes, demonstrating that having a better relationship with one's supervisor did not alleviate the effects of supervisor relative age on employee feedback reactions. The conceptual and practical implications of these results are discussed in light of a rapidly changing workforce, and of cultural differences, in China.
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Mabuza, Linda Tengetile. "The influence of organisational culture on a high commitment work system and organisational commitment : the case of a Chinese multinational corporation in South Africa." Thesis, Rhodes University, 2015. http://hdl.handle.net/10962/d1017768.
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Chinese presence in Africa has been rapidly increasing in the past few years and has been speculated to be mainly due to China seeking Africa’s political alliance and access to Africa’s natural resources and growing consumer markets. The growing presence of Chinese organisations in Africa, however, has not been without its challenges. In particular, Chinese multinational corporations (MNCs) in search of consumer markets in Africa have been cited as facing human resource (HR) challenges which may affect their organisational performance. In this regard, literature on human resource management has already established the important role of organisational culture, HR practices and organisational commitment in enabling organisations to achieve superior organisational performance. Given the fact that there is currently little research knowledge of Chinese presence in Africa at the organisational level, this research aimed to contribute empirical knowledge to the growing body of research in this area. Specifically, the main purpose of this research was to examine how the organisational culture of a Chinese MNC’s South African subsidiary has shaped the nature of its high commitment work system (HCWS) and to assess the consequences thereof on organisational commitment. In alignment with the phenomenological paradigm, the research applied a descriptive and explanatory case study methodology in order to generate rich, qualitative data which was required for in-depth descriptions and to uncover the underlying interactions of the researched phenomena at the subsidiary. The selected case for the research was, therefore, a Chinese MNC operating in the personal computer (PC) industry, which had expanded its operations to South Africa in order to reach Africa’s growing consumer markets. In particular, the South African subsidiary served as a PC sales and distribution organisation for the Chinese MNC. There were about 40 employees at the subsidiary who were all South African employees. Semi-structured, in-depth interviews were conducted with twelve employees from different job functions and across different job levels. Data collection was guided by the theoretical frameworks by Cameron and Freeman (1991) for organisational culture and Xiao and Bjorkman (2006) for the HCWS and organisational commitment. The data collected from interviews was then analysed through a qualitative, content analysis process. The findings of the research thus pointed to the market culture as the dominant organisational culture type at the South African subsidiary of the Chinese MNC; characteristics of the adhocracy and clan cultures were also discovered. The externally oriented market culture was found to be the most relevant for the high performance and market leadership aspirations of the subsidiary. The market culture also appears to be the most appropriate organisational culture that would enable the subsidiary to deal with the competitive nature of the PC industry. Furthermore, it was found that certain cultural values emphasised by the Confucian and Ubuntu value systems could have had a part to play in the formation of the subsidiary’s organisational culture. The market culture was also found to have had the greatest influence in shaping the primarily performance oriented HCWS practices. Of the investigated HR practices at the subsidiary, all were found to be consistent with HCWS practices, with the exception of ownership practices and the performance appraisal system. Finally, although there were generally high levels of organisational commitment reported at the subsidiary, other job and organisational context factors besides the HCWS practices were found to be the major contributors to those feelings of organisational commitment. By investigating the organisational culture, HCWS and organisational commitment of a Chinese MNC in South Africa, this research has added to the body of knowledge concerning the growing presence of Chinese organisations in Africa. Based on the empirical findings of this study, several recommendations have been made in an attempt to assist the Chinese MNC manage the organisational commitment of its South African employees towards superior organisational performance.
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Reyes, Alberta M. "Alternative Interventions Used to Help Mexican-American Students Improve Academic Achievement in Grades 9 - 12." NSUWorks, 2012. http://nsuworks.nova.edu/shss_dcar_etd/11.
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The purpose of this qualitative research study employing a cross-case analysis on previous case studies is to better understand the engagement of Latino students in a small number of cultural sensitivity programs and the teaching practices that are factors in the development of their academic achievement. In the traditional infrastructure of public schools, assimilation is built on fundamental values aligned with the U.S. political establishment rather than on the value of adaptation to the demands and conflicts of other cultures. Thus, less-empowered groups are at a disadvantage resulting in subgroups abandoning their ideas and reducing their contributions to human capital. In this study, the focus is alternative programs, specifically programs in which a there is a balance in the learning process between the teacher and student emphasizing the development of enhanced understanding of the cultural contexts an integral part of academic learning for Mexican American students. Also included in the case studies are innovative intervention programs that specifically help students improve academic achievement in Grades 9-12, especially those for students who are Mexican immigrants or of Mexican American ancestry in the state of California. The literature discusses concepts of assimilation, enculturation, oppression, culture capital, and the high and low contexts within the theoretical framework. Empirical literature revealed a deeper understanding of the relationship between Latino student learning styles and the dominant Eurocentric traditional academic culture within classroom practices. In sum, in the cross-case analysis of the 21 case studies, various features emerged across the cases that were categorized into three general themes: (a) alternative interventions, (b) caring, and (c) culturally responsive teaching/pedagogy.
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Su, Wan. "Insights into Chinese youth culture : a comparison of personal values of Chinese and American college students." Thesis, 1992. http://hdl.handle.net/1957/37375.
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Schwartz and Bilsky (1987, 1990) constructed a universal
psychological structure for cross-cultural studies of motivational
dynamics. To test this structure, Simmons (1991)
adapted data from a twenty year broad-based value survey of
student cohorts at an American university. The availability
of reliable, long-term data on American students permitted a
comparison with responses of contemporary Chinese college
students to a standardized personal value questionnaire.
Ratings and priorities assigned by the Chinese and American
students differed significantly. Chinese students emphasized
Achievement, Maturity, and Prosocial motivational domains.
American students emphasized Self-Direction, Security, and
Enjoyment. Tradition, Power, and Stimulation were listed as
least important for both groups. The effects of traditional
Chinese religious and philosophical teachings on the stability
of community norms were noted, as was some evidence of
priority shifts in the values for Chinese youth, suggesting
changes in response to altered political and economic expectations
in China.Graduation date: 1992
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Jacobson, Sarah Williams. "Careers in cross-cultural context: Women bank managers in Finland and in the United States." 1991. https://scholarworks.umass.edu/dissertations/AAI9207416.
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Assumptions of neo-classical economics have defined most career theorizing and research in management and organizational scholarship. However, over the thirty years following enactment of equal opportunity legislation in the USA, the incorporation of career experiences of women managers within this model has been uneasy. This dissertation, informed by feminist epistemological standpoints, demonstrates an approach for exploring career experiences of women managers outside traditional theoretical models. Assumed splits between organization/individual, career/private life, and objective/subjective experience, common in past scholarship, are abandoned in favor of a holistic view which considers the careers of individuals in relation to the organizational, economic, legal, governmental, and cultural contexts in which they are conducted. Adopting a comparative/polycentric research design, career experiences of women managers in two diverse societies (the USA and Finland) were studied. The inductive, socio-linguistic project was guided by two research questions: (1) How do a group of women managers in two diverse cultures frame the subjective experience of "career"? (2) What can be learned about cultural, institutional, and organizational values and priorities from the subjective expression of individually experienced lives? Using Q-methodologies for data collection in each location, career "scripts" were fashioned which connect the micro (individual) and macro (contextual) levels of analysis. Results support contentions that: (1) scholarship examining career experiences of women managers must, of necessity, include experience in both the world of work and private life; (2) universalizing career concepts are faulty because they ignore the importance of institutional form and practice in molding individual experiences; (3) scripts of career have a parochial dimension and are filtered through values of the wider culture in which they exist; (4) any study of "managerial careers" must distinguish the context in which notions of "management" exist; (5) traditional requirements of objectivity and neutrality in the research process, as well as a distancing relationship between researcher/researched, block collaborative research approaches; collaborative approaches, however, seem necessary in understanding careers in context; (6) it is important to recognize the contextual situatedness of traditional scholarship (mostly developed in the USA) when analyzing the current status of knowledge about "careers."
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Huang, Teng-Wei. "Exploring item response theory in forced choice psychometrics for construct and trait interpretation in cross-cultural context." Diss., 2011. http://hdl.handle.net/10500/5159.
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This thesis explores item response theory (IRT) in the Personal Profile Analysis (PPA)
from Thomas International. The study contains two parts (Part 1 and Part II) for which
two sample groups were collected. For Part I of the research 650 participants were
collected via the old form (CPPA25/C7) in the Beijing office of Thomas International in
China (male=323, Female=267, missing=60). Part II of the research used the
amended form in the same area and collected a sample of 307 (male=185, female=119,
missing=3).
The study postulates that IRT methods are applicable to forced-choice psychometrics.
The results of Part I showed that the current CPPA form functions, to some extent,
according to PPA’s original constructs. Part I of the research identified 16 items that
need to be amended (called Amend A in this research). The amended form was
returned to China for the collection of samples for Part II, and the results are deemed
acceptable.
The study concludes with a research protocol for PPA-IRT research generated from the
current research. The research protocol suggests four levels of analysis for forced
choice (FC) psychometrics, namely: 1. Textual analysis, 2. Functional analysis, 3.
Dynamic analysis, and 4. Construct analysis.Psychology
M.A. (Psychology)
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Manci, Thembayona Paulus Emmanuel. "My community, my conscience and guide : communial influence on individual choices in Africa, with special reference to Zulu Proverbs." Diss., 1995. http://hdl.handle.net/10500/18109.
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Life is the common denominator for all beings. Unless individuals
are taught to be careful about how they deal with it,
great harm could be caused to the whole ontological order.
Life therefore is a public property for which precepts had to
be established to guard against any misuse. This guarantees
that life and its processes are used to everyone's advantage.
The Community has put itself in position as the monitor of
the processes of life. To it belongs the right to distribute,
regulate and even withdraw life as different situations would
warrant. The community is both the promulgator and the judge
over vital matters.
The individuals are taught to be conscientious in dealing
with life. In making choices the individuals have to be
conscious of the historical experiences of the community and
be disposed to being influenced by it. Hence the Community
becomes the Conscience and Guide.Religious Studies and Arabic
M.Th. (Religious Studies)
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Doerr, Joan C. "Dealing with cross-cultural conflict in a multicultural organisation: an education management perspective." Diss., 2004. http://hdl.handle.net/10500/1000.
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This study investigated the effect of cross-cultural differences on conflict episodes in a multicultural organisation in South Africa. The sample consisted of seven people, who represented six cultures. The phenomenological method of inquiry was used.
Following the data collection process, the researcher identified the sources of conflict, then determined the qualities of leadership which aid in minimizing conflict. The five conflict management strategies were discussed, with further exploration into the use of confrontation and mediation. The researcher believes that the framework for describing conflict management strategies may need to be expanded as cross-cultural interaction is better understood. Finally, the study explored the positive and negative outcomes of conflict. Although many conflicts are costly to an organisation, some conflicts may assist people in cross-cultural understanding.
Because diversity is becoming a more pressing issue in the 21st century, most people and organisations are facing the need to effectively communicate cross-culturally. The researcher recommends a three stage diversity training programme, which begins with new employees, then includes all employees and, finally, becomes an ongoing learning process in the organisation.Education management
M.Ed.(Management)
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Aucamp, Nicolaas Kruger. "Organisasiekultuur as bestuurstaak by 'n tegniese kollege." Thesis, 2012. http://hdl.handle.net/10210/6786.
Full textAbstract:
M.Ed.The establishment and management of organisational culture can be seen as one of the most important management tasks in general, but also in technical colleges in particular. It is essential that the rector and his management team take note of the existence of college culture and manage it effectively. The purpose of this study is firstly to examine the nature and essence of college culture. The following conclusions were made from a literature study: • The rector plays an important roll in the establishment and maintenance of the college culture. • Due to the fixed structure and multi-ethnic composition of the college, subcultures exist. • The culture of a college can change, but it is a tiresome, timely and very expensive process. • In some cases it is not necessary to change the culture totally and a moderate adjustment is sufficient. The second purpose of the study is to examine how multiculturalism influences the culture of the college. Here the following findings are of importance: • The culture of the white staff is dominant at most technical colleges. • The different ethnical groups form subcultures which should be accommodated in one or another way. The empirical section as described in chapter four, is designed to determine the staff's experience of the college culture, as well as the rector's involvement in college culture. It consisted of a questionnaire which was completed by 363 lecturers and management staff members. A scientific analysis of the research results provided useful information from which certain conclusions and recommendations were made. Lastly, guidelines were designed which could be used to develop a strong organisational culture at technical colleges. With sufficient knowledge of the above the rector and management could use college culture as a convenient management instrument.