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首页> 外文学位 >A CROSS-CULTURAL COMPARATIVE MANAGEMENT STUDY MEASURING THE DIFFERENCES IN MANAGERIAL MOTIVATION AND THE EFFECTS OF CULTURAL AND OTHER EXPLANATORY VARIABLES OF POTENTIAL MANAGERS FROM MEXICO AND THE UNITED STATES.
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A CROSS-CULTURAL COMPARATIVE MANAGEMENT STUDY MEASURING THE DIFFERENCES IN MANAGERIAL MOTIVATION AND THE EFFECTS OF CULTURAL AND OTHER EXPLANATORY VARIABLES OF POTENTIAL MANAGERS FROM MEXICO AND THE UNITED STATES.

机译：一项跨文化的比较管理研究，该研究衡量了管理动机的差异以及来自墨西哥和美国的潜在管理者的文化及其他解释性变量的影响。

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摘要

During the past fifteen years American business corporations have been seriously challenged by international rivals and their favorable competitive position has eroded. Practitioners and researchers in searching for causes have pointed to a current and projected lack of appropriately motivated American managers. Recent research has indicated that one strategy to overcome this shortage might be to recruit highly motivated managers and potential managers from other nations.;A literature search indicated that the study was a valuable extension cross-cultural managerial motivation research, Data was collected using The Miner Sentence Completion Scale-Form H (MSCS) a measure of managerial motivation and the Cross-Cultural Background Questionnaire (CCBQ) a measure of cultural variables. Both instruments were equivalently translated into Spanish, pilot tested and administered to two samples of Mexican potential managers: one preparing for managerial careers at Mexican universities and another derived from Mexican foreign students of business at over twenty-three universities in the United States. Data were also collected from a matched sample of Americans.;The results indicate that Mexicans were significantly higher in managerial motivation than Americans and that the Mexican samples were not significantly different. Managerial motivation did have the same meaning across cultures and exposure to American culture had no effect on the motivation levels of the international students. The cultural variables found to be most related to managerial motivation levels, other than nationality, were being from a close family, being married, and being less well-traveled. Religiousness also was found to have some effect.;The results confirm the hypothesis that careful recruitment of international talent is a way to overcome the shortage of highly motivated American potential managers. Additionally, the results, have pointed to cultural variables, other than nationality, which are somewhat related to managerial motivation level.;This study sought to begin the international search for highly motivated managerial talent. Another purpose was to test further recent research findings that managerial motivation means the same thing across cultures and is not affected by exposure to American culture. Additionally, the study continued the search for cultural variables related to higher levels of managerial motivation.
机译：在过去的十五年中，美国商业公司受到了国际竞争对手的严重挑战，其有利的竞争地位也逐渐消失。从业人员和研究人员在寻找原因时指出，目前且预计缺乏适当动机的美国管理人员。最近的研究表明，克服这一不足的一种策略可能是招募来自其他国家的积极进取的管理人员和潜在管理人员。文献搜索表明，该研究是有价值的扩展跨文化管理动机研究，数据是使用The Miner收集的句子完成量表H（MSCS）用于衡量管理动机，跨文化背景调查表（CCBQ）用于衡量文化变量。两种工具均等价地翻译成西班牙文，进行了试点测试，并且对两个墨西哥潜在管理人员样本进行了管理：一个为墨西哥大学的管理职业做准备，另一个来自美国23所大学的墨西哥外国商科学生。还从匹配的美国人样本中收集了数据。结果表明，墨西哥人的管理动机明显高于美国人，墨西哥人样本之间没有显着差异。管理动机在不同文化中的确具有相同的含义，接触美国文化对国际学生的动机水平没有影响。发现文化变量与国籍以外的管理动机水平最相关，它们来自一个亲密的家庭，已婚并且出差较少。宗教也被发现有一定作用。结果证实了这样的假设，即认真招聘国际人才是一种克服美国积极进取的潜在管理人才短缺的方法。此外，研究结果还指出了国籍以外的文化变量，这些变量与管理动机的水平有关。本研究旨在开始国际上寻找积极主动的管理人才的研究。另一个目的是检验最近的研究发现，即管理动机在不同文化中的含义相同，并且不受暴露于美国文化的影响。此外，研究继续寻找与更高水平的管理动机有关的文化变量。

著录项

  • 作者

    WACHTEL, JEFFREY MARC.;

  • 作者单位

    Georgia State University.;

  • 授予单位 Georgia State University.;
  • 学科 Business Administration Management.
  • 学位 Ph.D.
  • 年度 1986
  • 页码 302 p.
  • 总页数 302
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

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