The lllenni11ger Fou11dalion, Topeka, Ka11JasThe Stouffer-Toby Role Conflict Scale, a measure of particularism (the value for institutionalized obligations or friendship), was administered to 230 employees in 13 bank branches in Mexico and the United States. Findings support the hypothesis that for both bank officers and line employees Mexicans are sig nificantly more particularistic than Mexican-Americans, who in turn are sig nificantly more particularistic than Anglo-Americans. The hypothesis that, by ethnic group, officers arc less particularistic than line employees was partially supported. The cultural development of particularism and the potential impact of that value upon organizational behavior are discussed. Some suggestions arc olfercd to management and to researchers concerning the importance of under standing the interactions among specific value orientations nnd specific organizational behaviors, nnd concerning the implications of such interactions for employee satisfaction and orgnnizntionnl integrity.
Rapid industrialization of "underdeveloped"count ries, continued expansion of international busin ess operations, and increased use of indige nous labor by foreign companies height en the relevance of cross-cultural stud ies of individual behavior in complex organ izations. Though such studies are relatively few, their findings invariably indicate the pervasive influence of cultural values upon, for example, the pace and pattern of company development, the emergence of management and supervisory styles, and the varieties and intensities of motivation for, attitudes toward,
Introduces a heuristic framework to help westerners compare and
contrast management in the People′s Republic of China (PRC) with the
West. Western educators and consultants participating in management
development programmes in the PRC have reported difficulties in
understanding the realities of managing in the PRC, encouraging trainee
participation, organizing effective group discussion among trainees,
joining efforts with PRC faculty, and overcoming frustration caused by
inefficient administrative support. Explores the causes for these
difficulties by examining the differences between the PRC and the West
in terms of pedagogy, classroom culture, attitudes towards foreigners,
and research orientation. Offers examples and recommendations to
westerners who hope to contribute more effectively to the PRC′s
management development.
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