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首页> 外文期刊>Journal of Quality Measurement and Analysis: JQMA >IMPACT OF CULTURE ON THE ACCEPTANCE AND OUTCOMES OF ASSESSMENT CENTRE METHOD
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IMPACT OF CULTURE ON THE ACCEPTANCE AND OUTCOMES OF ASSESSMENT CENTRE METHOD

机译：文化对评估中心方法接受和结果的影响

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Assessment centre (AC) is a popular method that has been used to facilitate human resource decisions and it has also been used in developing countries including Malaysia. Thus, it is important to understand how different cultural settings may influence the implementation of AC and how this might differ from its implementation in more developed nations. Therefore, this study aims to empirically investigate the impact of cultures (collectivism and relationship preference, power distance and preference hierarchy, and communication context) on the acceptance (structural aspect, information sharing, interpersonal treatment and distributive justice) and the outcomes from attending the AC (in terms of the attitude towards AC, affect and recommendation). This study utilises organisational justice theory in exploring participants' reactions on the implementation and outcomes from attending AC. A total of thirteen hypotheses have been put forward to test the relationships amongst the culture values, acceptance and outcomes after attending the AC. The respondents for the study are from those who have had experience as participants of AC in Malaysian public sectors. In total, a survey of 405 respondents was successfully carried out and 381 useful feedbacks were analysed. Structural Equation Modelling (SEM) with SmartPLS software using Partial Least Squares (PLS) estimation is used for modelling analysis. The findings showed mixed results that would be discussed in this article. In conclusions, human resource practitioner may adopt the results from this study to improve the current practice in the selection process of staff in an organization.
机译：评估中心（AC）是一种流行的方法，用于促进人力资源决策，并在包括马来西亚在内的发展中国家使用。因此，重要的是要了解不同的文化环境如何影响AC的实施以及如何在更多发达国家的实施中可能不同。因此，本研究旨在经验探讨文化（集体主义和关系偏好，权力和偏好等级，以及通信背景）对验收（结构方面，信息共享，人际关系和分配司法）的影响以及参加的结果AC（在对AC，影响和推荐的态度方面）。本研究利用组织司法理论探索参与者对参加AC的执行和结果的反应。已经提出了第十三个假设，以测试在参加AC后的文化价值观，接受和结果之间的关系。该研究的受访者来自那些在马来西亚公共部门担任AC的参与者的人。总共有405名受访者的调查成功进行，分析了381个有用的反馈。使用偏最小二乘（PLS）估计的SmartPLS软件的结构方程建模（SEM）用于建模分析。结果表明，将在本文中讨论的混合结果。在结论中，人力资源从业者可以通过本研究中的结果来改善组织工作人员选择过程的当前实践。

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