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Organizational climate and human res...

Chen, Hsin-yi.

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Organizational climate and human resource development practices of American and Chinese companies in Taiwan.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Organizational climate and human resource development practices of American and Chinese companies in Taiwan./
Author:	Chen, Hsin-yi.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 1995,
Description:	132 p.
Notes:	Source: Dissertation Abstracts International, Volume: 56-06, Section: A, page: 2315.
Contained By:	Dissertation Abstracts International56-06A.
Subject:	Management. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=9534743

Organizational climate and human resource development practices of American and Chinese companies in Taiwan.
Chen, Hsin-yi.

Organizational climate and human resource development practices of American and Chinese companies in Taiwan. - Ann Arbor : ProQuest Dissertations & Theses, 1995 - 132 p.

Source: Dissertation Abstracts International, Volume: 56-06, Section: A, page: 2315.

Thesis (Ph.D.)--The University of Texas at Austin, 1995.

The purpose of this study was to examine the difference(s) of organizational climate and human resource development practices in American and Chinese companies in Taiwan. Two major research questions in this study were: (1) Are the organizational climates significantly different between the American and Chinese firms in Taiwan; (2) Do HRD practices differ significantly between American and Chinese firms in Taiwan. Both quantitative and qualitative data were collected to answer the questions.Subjects--Topical Terms:

516664
Management.

Organizational climate and human resource development practices of American and Chinese companies in Taiwan.
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035 $a (MiAaPQ)AAI9534743
035 $a AAI9534743
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100 1 $a Chen, Hsin-yi. $3 3283440
245 1 0 $a Organizational climate and human resource development practices of American and Chinese companies in Taiwan.
260 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 1995
300 $a 132 p.
500 $a Source: Dissertation Abstracts International, Volume: 56-06, Section: A, page: 2315.
500 $a Supervisor: Oscar G. Mink.
502 $a Thesis (Ph.D.)--The University of Texas at Austin, 1995.
520 $a The purpose of this study was to examine the difference(s) of organizational climate and human resource development practices in American and Chinese companies in Taiwan. Two major research questions in this study were: (1) Are the organizational climates significantly different between the American and Chinese firms in Taiwan; (2) Do HRD practices differ significantly between American and Chinese firms in Taiwan. Both quantitative and qualitative data were collected to answer the questions.
520 $a Two kinds of questionnaires--the organizational climate questionnaire and the HRD practices questionnaire were distributed to twenty-five companies. Fifteen Chinese and ten American firms were selected. Forty organizational climate questionnaires and one HRD practices questionnaire were given to each company. Four interviews were then conducted in each company to substantiate the questionnaire results. A structured interview was also conducted with the companies' HR staffs to gather pertinent company data. After excluding the incomplete questionnaires, the response rate was 66% on the organizational climate questionnaire and 100% on HRD practices questionnaire. SPSS for Windows statistical computer package had been used to analyze the data.
520 $a The major research findings are: First, there are significant differences in organizational climate between the American and Chinese companies. The climates in American companies are more open than those in Chinese companies. Second, the scores on the HRD practices questionnaires in American companies are significantly higher than the scores in the Chinese companies. Third, there are significant differences in job satisfaction and fairness issues between American and Chinese companies. The satisfaction levels in American companies are higher than those in Chinese companies. Fourth, there are no significant differences in leadership styles and motivational forces between American and Chinese companies. Fifth, a positive correlation coefficient exists between organizational climate and HRD practices.
520 $a Recommendations for further research and implications are also made in this study.
590 $a School code: 0227.
650 4 $a Management. $3 516664
650 4 $a Occupational psychology. $3 2122852
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690 $a 0624
710 2 $a The University of Texas at Austin. $3 718984
773 0 $t Dissertation Abstracts International $g 56-06A.
790 $a 0227
791 $a Ph.D.
792 $a 1995
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=9534743