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Implications of management philosoph...

Lin, Yeh-Yun.

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Implications of management philosophy, organizational climate, and managers' learning for human resource development: A comparative study of American, Japanese, and Taiwanese firms in Taiwan.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Implications of management philosophy, organizational climate, and managers' learning for human resource development: A comparative study of American, Japanese, and Taiwanese firms in Taiwan./
作者:	Lin, Yeh-Yun.
出版者:	Ann Arbor : ProQuest Dissertations & Theses, : 1991,
面頁冊數:	169 p.
附註:	Source: Dissertation Abstracts International, Volume: 53-02, Section: A, page: 3780.
Contained By:	Dissertation Abstracts International53-02A.
標題:	Adult education. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=9212581

Implications of management philosophy, organizational climate, and managers' learning for human resource development: A comparative study of American, Japanese, and Taiwanese firms in Taiwan.
Lin, Yeh-Yun.

Implications of management philosophy, organizational climate, and managers' learning for human resource development: A comparative study of American, Japanese, and Taiwanese firms in Taiwan. - Ann Arbor : ProQuest Dissertations & Theses, 1991 - 169 p.

Source: Dissertation Abstracts International, Volume: 53-02, Section: A, page: 3780.

Thesis (Ph.D.)--The University of Texas at Austin, 1991.

This research investigated the differences and similarities of management philosophy, organizational climate, and managers' learning among American subsidiaries, Japanese subsidiaries, and local Taiwanese firms. The inter-relationships of the three variables were also explored. Data of interest were collected through a questionnaire survey and were analyzed by SAS and SPSS-X statistical computer packages.Subjects--Topical Terms:

543202
Adult education.

Implications of management philosophy, organizational climate, and managers' learning for human resource development: A comparative study of American, Japanese, and Taiwanese firms in Taiwan.
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245 1 0 $a Implications of management philosophy, organizational climate, and managers' learning for human resource development: A comparative study of American, Japanese, and Taiwanese firms in Taiwan.
260 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 1991
300 $a 169 p.
500 $a Source: Dissertation Abstracts International, Volume: 53-02, Section: A, page: 3780.
500 $a Supervisor: Oscar G. Mink.
502 $a Thesis (Ph.D.)--The University of Texas at Austin, 1991.
520 $a This research investigated the differences and similarities of management philosophy, organizational climate, and managers' learning among American subsidiaries, Japanese subsidiaries, and local Taiwanese firms. The inter-relationships of the three variables were also explored. Data of interest were collected through a questionnaire survey and were analyzed by SAS and SPSS-X statistical computer packages.
520 $a A total of 30 companies--10 each of American subsidiaries, Japanese subsidiaries, and Taiwanese firms--were randomly selected from 60 comparable companies. Questionnaires consisting of the Managerial Philosophies Scale, the Profile of Organizational Characteristics, and demographic information were completed by 223 supervisors of the selected companies.
520 $a A one-way MANOVA, a two-way MANOVA, and Pearson's correlations were employed to detect (1) the "company" effect on the dependent variables, (2) the effects of respondents' attributes on the dependent variables and their interactions with the "company," and (3) the correlations between pairs among the three dependent variables.
520 $a The major research findings are as follows. (1) Supervisors in Japanese subsidiaries are the most Theory-X-oriented, whereas supervisors in American subsidiaries are the least Theory-X-oriented. (2) Supervisors in Taiwanese firms participate most actively in company-sponsored learning programs, whereas supervisors in Japanese subsidiaries participate least actively. (3) Supervisors in companies with more than 16 years of history are more Theory-Y-oriented. (4) Supervisors with a high school education are the most Theory-Y-oriented (except in Japanese subsidiaries), whereas those with a graduate school education are the least Theory-Y-oriented. (5) Supervisors with a college education expect their organizational climate to be less democratic (except in Japanese subsidiaries). (6) Theory-X-oriented supervisors tend to rate their present and expected organizational climate as less democratic. (7) Theory-Y-oriented supervisors tend to rate their present organizational climate as more democratic. (8) Supervisors in a more democratic organization are likely to expect a more democratic organizational climate. (9) Supervisors who conduct more self-study are likely to participate more actively in company-sponsored learning programs.
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793 $a English
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