Managerial motivation among MBA students: A longitudinal assessment

Bartol, Kathryn M.; Martin, David C.

doi:10.1111/j.2044-8325.1987.tb00236.x

Cited by 21 publications

(7 citation statements)

References 12 publications

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“…Ten spyte van hierdie ondersteunende bevindings is daar ook heelwal kriliek tee n hierdie meet instrument gcapper (Overstreet, 1980; Bartol, Schneier en Anderson, 1985; Miner et aI., 1985; Stahl, 1986). Sommige navorsers beweer dal daar 'n moontlikheid van syd igheid ten opsigte van geslag in die MSCS bestaan (Barlol, Anderson en Schneier, 1980; Bartol en Martin, 1987). Ander navorsers wys weer daarop dat die MSCS sen-7 siliE'f mag wees vir kulturele verskille en dal sekere ilemslamme verouderd mag wees (Overstreet, 1980).…”

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Die ontwikkeling van die bestuursmotiveringsvraelys (BMV)

Engelbrecht

1991

SA j ind psychol

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The develo pme nt of the I \.hn~ge ria l Motivatio n Questionnaire (MMQ): Several criticisms of the psychometric suitability oiexisting measun:-s of managerial motivalion are reported in Ihe literature. This study aimed at de· \'('loping a new psychometrically sound instrument, the Managerial Motivation Questionnaire (MMQ). This was done on the basis ol a comprehensive study 01 the literature on managerial motivation and the role-motivation theory. The preliminary MMQ was systematically shortened and refined until the final MMQ of 98 items wascomposed. This was based on social desirability and semantic appraisal. item analysis and factor analysis of the questionnaire. The results indicate Ihat it was possible to de~1'lop 11 final MMQ that was relativel y free of social desirability. Jt further demonstrated satSifactory internal consistencies on two samples (0. _ 0,90, N _ 360; 0. -0,91, N '"' 535), where all subs<:ale items Wl're found to be reliltivel y pure measures of the isolated factors. Although some evidence was found providing support for the reliability of the MMQ a need for further research on the construct .'alidity 01 managerial motivation still exists. o r SOMMI NG In die literaluur word V('rskeie punte Vil n kril iek teen die ps~>Qmetriese geskiktheid van bestaande meclinstrumente Will bestuursmOlivering gerapporh.'cr. Die doelstel1ing va n hicrdie studie was dus om aan die hand va n die kon· septuele omlyning van beSluursTl1()ti\1'ring. en die rolmotiveringsteorie as algemene verwysingsraamwerk, 'n nuwe psigometries aanvaarbare m{'(>!instrument, die Bestuursmot iveringsvraelys (BMV), Ie ontwikkel. Op grond van sosiale wenstikheids-en semanliese beoordeting. ilemonlteding en faktorontleding van die voorlopige BMV is die vraelys stetselmatig verkort en \'erfyn totdat die fi!lale BMV van 98 items saamgestel is. Die rcsuitate dui daarop dat hierdie studie weI daarin geslaag het om 'n finale BMV te ontwikkel wat relatief vry van sosiale wenslikheid is, bcvredigendc interne konse kwenthcid op twee sleekproewe (0. _ 0,90, N _ :\60; 0. _ 0,91, N _ 535) gedemonstreer hel, en waarvan die items in die subskale almal relalief suiwer metings van die gei"soleerde fak· tore is. Alhoewel sekere bcwyse ter ondcrsteuning van die betroubaarheid van die BMV gevind is, bestaan daar nog 'n bchoefte aa n .'erdere navorsing oor die konstrukgeldigheid Viln bestuursmotivcring.In enige ge"industrialiseerde land hang die oorlewing en arbeidsproduktiwiteit van bedryfsorganisasies ten nouste saam met d ie doeltreffendheid van hul bestuurskorps. Hiervoor is dit nod ig dal persone met bestuurspotensiaal veral by nieblankeen vroulike werkersgei·denlifiseer moet word. 'n Aansienlike bron van bewyse toon nou dat bestuurs motivering heel moonllik 'n hoofkomponent van bestuurspotensiaal kan wees (Yuki, 1981; Berman en Mi ner, 1985; Stahl, 1986; Bartol en Martin, 1987; House en Singh, 1987; McOelland, 1987 Wal die psigometriese geskiktheid va n die vrye respons-MSCS belref, het Miner en sy medewerkers (Miner, 1978; Miner en...

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Die ontwikkeling van die bestuursmotiveringsvraelys (BMV)

Engelbrecht

1991

SA j ind psychol

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“…c) Women may lack motivation. A recent study of managerial motivation among 232 MBA students at a large Eastern state university in the United States indicated that "male MBA students had significantly higher levels of motivation to manage than female MBA students, with part-time females registering the lowest managerial motivation" (Bartol et al, 1987). Further the study could find "no significant difference in management motivation levels associated with business school MBA training".…”

Section: Sex Differences In the Home Employment Marketmentioning

confidence: 76%

Recent trends in Business Masters degrees in the United Kingdom

Cuthbert

1987

High Educ

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“…Findings of empirical researches from Allan and Nellen (1992), Bartol and Martin (1987), and Bartol et al (1981) prove that women motivation to lead is lower than men. These three researches are conducted in America that is known with its western culture.…”

Section: Lite Rature Reviewmentioning

confidence: 99%

Understanding of Women in Indonesia: Motivation to Lead, Work-Family Conflict, and Ambition

Sumarto

Permanasari

2013

ijhrs

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There is a positive relationship between the high woman representation in public and the success of corruption and poverty eradication. This means that the role of women becomes very strategic along with the increase of woman representation in public region. In Indonesia, the problem is that woman representation is very low in public region, and from time to time it tends to decline. The low woman representation indicates that the motivation of women to lead is lower than men. It is estimated that work-family conflicts and ambition of women are the significant factors which is cause the low motivation of women to lead in Indonesia. The population consists of the civil servants of local governement in "Gerbangkertasusila" East Java. The data were collected by distributing questionares to respondents. Four relationship hypotheses were signifincantly proven. These are : 1) the motivation of women to lead is lower than man; 2) the higher of women's work family conflict, the weaker the motivation of women to lead ; 3) the stronger motivation of women to lead, the stronger of women's work family conflicts; 4) the stronger the interaction between women's ambition and work-family conflict, the weaker the motivation of women to lead.

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Managerial motivation among MBA students: A longitudinal assessment

Cited by 21 publications

References 12 publications

Die ontwikkeling van die bestuursmotiveringsvraelys (BMV)

Die ontwikkeling van die bestuursmotiveringsvraelys (BMV)

Recent trends in Business Masters degrees in the United Kingdom

Understanding of Women in Indonesia: Motivation to Lead, Work-Family Conflict, and Ambition

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