The discriminant validity of the culture assessment instrument: a comparison of company cultures.
- Authors: Du Toit, W.F. , Roodt, G.
- Date: 2003
- Subjects: Discriminant Validity , Culture assessment instrument , Culture differences
- Type: Article
- Identifier: uj:6599 , http://hdl.handle.net/10210/952
- Description: The aim of this study was to assess the discriminant validity of the Culture Assessment Instrument (CAI); that is to distinguish between mean culture scores of different companies. The convenience sample consisted of 4066 respondents from five different companies, originating from various industries. CAI scores of 56 items were factor analysed on two levels, followed by iterative item analyses. Significant differences between company mean scores were identified, but only a small portion of the variance in these scores could be ascribed to culture differences. Based on these findings, it was concluded that the CAI in its current form does not possess discriminant validity. It is recommended that items attuned to deeper levels of culture, based on Schein’s three-level typology, be added to the instrument.
- Full Text:
- Authors: Du Toit, W.F. , Roodt, G.
- Date: 2003
- Subjects: Discriminant Validity , Culture assessment instrument , Culture differences
- Type: Article
- Identifier: uj:6599 , http://hdl.handle.net/10210/952
- Description: The aim of this study was to assess the discriminant validity of the Culture Assessment Instrument (CAI); that is to distinguish between mean culture scores of different companies. The convenience sample consisted of 4066 respondents from five different companies, originating from various industries. CAI scores of 56 items were factor analysed on two levels, followed by iterative item analyses. Significant differences between company mean scores were identified, but only a small portion of the variance in these scores could be ascribed to culture differences. Based on these findings, it was concluded that the CAI in its current form does not possess discriminant validity. It is recommended that items attuned to deeper levels of culture, based on Schein’s three-level typology, be added to the instrument.
- Full Text:
A cross-cultural analysis of work values and moral reasoning.
- Authors: Hugo, A. , Van Vuuren, L.J.
- Date: 1996
- Subjects: Diversity management , Culture differences , Cultural groups
- Type: Article
- Identifier: uj:6464 , http://hdl.handle.net/10210/1476
- Description: The principal aim of this study was to explore the cultural differences with regard to work values and moral reasoning in the context of the management of diversity. A secondary aim was to determine whether individuals in the various stages of moral reasoning, differ with regard to the work values espoused. The sample group (N=182) consisted of black and white students at under-graduate and post-graduate levels. Statistical analyses revealed significant differences between cultural groups with regard to work values and moral reasoning, but indicated no difference in stages of moral reasoning with regard to work values. The implications of the findings for work organisations and tertiary institutions are discussed.
- Full Text:
- Authors: Hugo, A. , Van Vuuren, L.J.
- Date: 1996
- Subjects: Diversity management , Culture differences , Cultural groups
- Type: Article
- Identifier: uj:6464 , http://hdl.handle.net/10210/1476
- Description: The principal aim of this study was to explore the cultural differences with regard to work values and moral reasoning in the context of the management of diversity. A secondary aim was to determine whether individuals in the various stages of moral reasoning, differ with regard to the work values espoused. The sample group (N=182) consisted of black and white students at under-graduate and post-graduate levels. Statistical analyses revealed significant differences between cultural groups with regard to work values and moral reasoning, but indicated no difference in stages of moral reasoning with regard to work values. The implications of the findings for work organisations and tertiary institutions are discussed.
- Full Text:
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