東華大學圖書館 |

Language: English

Help

回圖書館首頁

手機版館藏查詢

Back

Switch To: Labeled | MARC Mode | ISBD

Cultural implications of self-other ...

University of North Texas.

Linked to FindBook

Google Book

Amazon

博客來

Cultural implications of self-other agreement in multisource feedback: Comparing samples from United States, China, and globally dispersed teams.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Cultural implications of self-other agreement in multisource feedback: Comparing samples from United States, China, and globally dispersed teams./
Author:	Lin, Yue.
Description:	199 p.
Notes:	Adviser: Michael M. Beyerlein.
Contained By:	Dissertation Abstracts International68-11B.
Subject:	Psychology, Industrial. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoeng/servlet/advanced?query=3288272
ISBN:	9780549315650

Cultural implications of self-other agreement in multisource feedback: Comparing samples from United States, China, and globally dispersed teams.
Lin, Yue.

Cultural implications of self-other agreement in multisource feedback: Comparing samples from United States, China, and globally dispersed teams. - 199 p.

Adviser: Michael M. Beyerlein.

Thesis (Ph.D.)--University of North Texas, 2007.

Application of multisource feedback (MSF) increased dramatically and became widespread globally in the past two decades, but there was little conceptual work regarding self-other agreement and few empirical studies investigated self-other agreement in other cultural settings. This study developed a new conceptual framework of self-other agreement and used three samples to illustrate how national culture affected self-other agreement. These three samples included 428 participants from China, 818 participants from the US, and 871 participants from globally dispersed teams (GDTs). An EQS procedure and a polynomial regression procedure were used to examine whether the covariance matrices were equal across samples and whether the relationships between self-other agreement and performance would be different across cultures, respectively. The results indicated MSF could be applied to China and GDTs, but the pattern of relationships between self-other agreement and performance was different across samples, suggesting that the results found in the U.S. sample were the exception rather than rule. Demographics also affected self-other agreement disparately across perspectives and cultures, indicating self-concept was susceptible to cultural influences. The proposed framework only received partial support but showed great promise to guide future studies. This study contributed to the literature by: (a) developing a new framework of self-other agreement that could be used to study various contextual factors; (b) examining the relationship between self-other agreement and performance in three vastly different samples; (c) providing some important insights about consensus between raters and self-other agreement; (d) offering some practical guidelines regarding how to apply MSF to other cultures more effectively.

ISBN: 9780549315650Subjects--Topical Terms:

520063
Psychology, Industrial.

Cultural implications of self-other agreement in multisource feedback: Comparing samples from United States, China, and globally dispersed teams.
LDR:02769nmm 2200265 a 45 001 874488
005 20100825
008 100825s2007 eng d
020 $a 9780549315650
035 $a (UMI)AAI3288272
035 $a AAI3288272
040 $a UMI $c UMI
100 1 $a Lin, Yue. $3 1043766
245 1 0 $a Cultural implications of self-other agreement in multisource feedback: Comparing samples from United States, China, and globally dispersed teams.
300 $a 199 p.
500 $a Adviser: Michael M. Beyerlein.
500 $a Source: Dissertation Abstracts International, Volume: 68-11, Section: B, page: 7697.
502 $a Thesis (Ph.D.)--University of North Texas, 2007.
520 $a Application of multisource feedback (MSF) increased dramatically and became widespread globally in the past two decades, but there was little conceptual work regarding self-other agreement and few empirical studies investigated self-other agreement in other cultural settings. This study developed a new conceptual framework of self-other agreement and used three samples to illustrate how national culture affected self-other agreement. These three samples included 428 participants from China, 818 participants from the US, and 871 participants from globally dispersed teams (GDTs). An EQS procedure and a polynomial regression procedure were used to examine whether the covariance matrices were equal across samples and whether the relationships between self-other agreement and performance would be different across cultures, respectively. The results indicated MSF could be applied to China and GDTs, but the pattern of relationships between self-other agreement and performance was different across samples, suggesting that the results found in the U.S. sample were the exception rather than rule. Demographics also affected self-other agreement disparately across perspectives and cultures, indicating self-concept was susceptible to cultural influences. The proposed framework only received partial support but showed great promise to guide future studies. This study contributed to the literature by: (a) developing a new framework of self-other agreement that could be used to study various contextual factors; (b) examining the relationship between self-other agreement and performance in three vastly different samples; (c) providing some important insights about consensus between raters and self-other agreement; (d) offering some practical guidelines regarding how to apply MSF to other cultures more effectively.
590 $a School code: 0158.
650 4 $a Psychology, Industrial. $3 520063
690 $a 0624
710 2 0 $a University of North Texas. $3 1017396
773 0 $t Dissertation Abstracts International $g 68-11B.
790 $a 0158
790 1 0 $a Beyerlein, Michael M., $e advisor
791 $a Ph.D.
792 $a 2007
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoeng/servlet/advanced?query=3288272