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Cultural values as moderators of the...

Canedo Soto, Julio Cesar.

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Cultural values as moderators of the relations between conflicting role expectations and the outcomes of a subordinate's intentions to work overtime and satisfaction with the supervisor.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Cultural values as moderators of the relations between conflicting role expectations and the outcomes of a subordinate's intentions to work overtime and satisfaction with the supervisor./
作者:	Canedo Soto, Julio Cesar.
面頁冊數:	150 p.
附註:	Source: Dissertation Abstracts International, Volume: 75-01(E), Section: A.
Contained By:	Dissertation Abstracts International75-01A(E).
標題:	Business Administration, Management. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3594554
ISBN:	9781303390937

Cultural values as moderators of the relations between conflicting role expectations and the outcomes of a subordinate's intentions to work overtime and satisfaction with the supervisor.
Canedo Soto, Julio Cesar.

Cultural values as moderators of the relations between conflicting role expectations and the outcomes of a subordinate's intentions to work overtime and satisfaction with the supervisor. - 150 p.

Source: Dissertation Abstracts International, Volume: 75-01(E), Section: A.

Thesis (Ph.D.)--The University of Texas at San Antonio, 2013.

One consequence of a growing diversity in the U.S. workforce is an increase in the potential conflict between supervisors and subordinates, due to their differences in cultural values and role expectations. Given such differences, this dissertation used the Katz and Kahn's (1966, 1978) role taking model and the model of the effects of culture on role behavior (Stone-Romero, Stone, & Salas, 2003) to explain a subordinate's intentions to work overtime and satisfaction with the supervisor.

ISBN: 9781303390937Subjects--Topical Terms:

626628
Business Administration, Management.

Cultural values as moderators of the relations between conflicting role expectations and the outcomes of a subordinate's intentions to work overtime and satisfaction with the supervisor.
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245 1 0 $a Cultural values as moderators of the relations between conflicting role expectations and the outcomes of a subordinate's intentions to work overtime and satisfaction with the supervisor.
300 $a 150 p.
500 $a Source: Dissertation Abstracts International, Volume: 75-01(E), Section: A.
500 $a Adviser: Eugene F. Stone-Romero.
502 $a Thesis (Ph.D.)--The University of Texas at San Antonio, 2013.
520 $a One consequence of a growing diversity in the U.S. workforce is an increase in the potential conflict between supervisors and subordinates, due to their differences in cultural values and role expectations. Given such differences, this dissertation used the Katz and Kahn's (1966, 1978) role taking model and the model of the effects of culture on role behavior (Stone-Romero, Stone, & Salas, 2003) to explain a subordinate's intentions to work overtime and satisfaction with the supervisor.
520 $a Specifically, the present research considered the degree to which three cultural values (i.e., collectivism, familism, and individualism) moderate the relations of (a) a supervisor's role expectations that a subordinate works overtime, (b) a subordinate's family role expectations that he/she attends their mother's birthday party, and (c) a subordinate's personal role expectations to do something enjoyable with (d) a subordinate's intentions to work overtime, and (e) a subordinate's satisfaction with the supervisor.
520 $a Therefore, the present study examined the main and interactive effects of (a) a supervisor's role expectations (i.e., a supervisor expected a subordinate to work overtime on Saturday versus to work overtime on Saturday and Sunday), (b) a subordinate's family role expectations (i.e., a subordinate did not have family expectations for the weekend versus he/she expected to attend their mother's birthday party over the weekend), and (c) a subordinate's personal role expectations (i.e., a subordinate did not have personal expectations for the weekend versus he/she expected to do something enjoyable over the weekend) with (d) a subordinate's intentions to work overtime, and (e) a subordinate's satisfaction with the supervisor. The hypotheses were tested using moderated multiple regression analyses. Implications for theory, research, practice, and society are presented.
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