Wayne H. Decker, Thomas J. Calo and Christy H. Weer
The goal of this paper is to better understand affiliation motivation patterns among students interested in pursuing entrepreneurial/self‐employment careers as compared to…
Abstract
Purpose
The goal of this paper is to better understand affiliation motivation patterns among students interested in pursuing entrepreneurial/self‐employment careers as compared to students less interested in pursuing entrepreneurial careers.
Design/methodology/approach
The study sample included 424 college students enrolled in upper‐division business courses in a public institution in the Mid‐Atlantic region of the USA. Structural equation modeling was used to examine the effects of four dimensions of affiliation motivation on entrepreneurial aspirations.
Findings
Interest in entrepreneurial careers was negatively associated with the need for emotional support and positively associated with the need for positive stimulation from other persons. Therefore, persons with entrepreneurial interests enjoy interacting with other people, but they are not emotionally dependent upon them. Neither the need for social comparison nor the need for attention varied as a function of entrepreneurial aspirations.
Research limitations/implications
Future research should distinguish among persons seeking different types of entrepreneurial and self‐employment opportunities, as well as compare business students both to students studying fields other than business and persons established in careers.
Practical implications
Knowledge of persons' affiliation motivation patterns may contribute to effective career counseling and career development.
Originality/value
This paper contributes to greater understanding of the distinguishing characteristics of persons aspiring to be entrepreneurs by assessing four subcategories of affiliation motivation rather than treating it as a one‐dimensional concept.
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Wayne H. Decker, Thomas J. Calo, Hong Yao and Christy H. Weer
The purpose of this paper is to determine whether Chinese and US students differ in preference for group work (PGW) and whether the factors contributing to PGW differ in the two…
Abstract
Purpose
The purpose of this paper is to determine whether Chinese and US students differ in preference for group work (PGW) and whether the factors contributing to PGW differ in the two countries.
Design/methodology/approach
The sample included 412 Chinese and 423 US college students who completed a survey measuring cultural values and motives. Hierarchical regression and simple-slope analyses were used to examine main effects and interactions.
Findings
Overall, the US and Chinese students did not differ in PGW. Although US men exceeded US women in PGW, no gender difference occurred in China. PGW was positively associated with others focus (concern for what others think) and helping others in both countries, but the association was stronger in China. In China, but not in the USA, PGW was positively associated with extrinsic motivation and need for achievement. Therefore, despite the general acceptance of group work in the USA, participation in groups is not seen as critical in attaining rewards as it is in China.
Research limitations/implications
Other populations, including practicing managers, should be studied to better represent the workforce of each country. Also, other variables, including personality traits, may impact PGW.
Practical implications
Managers and educators should pay attention to how cultural values and motives of group members vary. Business education should offer more opportunities to increase exposure to cultural differences, including experience working in culturally diverse groups.
Originality/value
The study supports some traditional assumptions concerning the impact of culture upon PGW, but also suggests that a global business orientation can mitigate the impact of traditional national cultures.
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This study seeks to examine the impact of career growth prospect (CGP) and formal mentoring support (FMS) on overall organisational citizenship behaviour (OCB) and its five…
Abstract
Purpose
This study seeks to examine the impact of career growth prospect (CGP) and formal mentoring support (FMS) on overall organisational citizenship behaviour (OCB) and its five dimensions.
Design/methodology/approach
Data were obtained from 72 supervisors and 182 of their subordinates in branches of a bank located in a city in South‐western Nigeria.
Findings
Results indicate that CGP accounted for a significant percentage of the variance in overall OCB (β=0.46, p<0.001), predicting three dimensions: sportsmanship, conscientiousness and civic virtue. Contrary to hypothesis, FMS did not predict overall OCB, but significantly influenced three OCB dimensions: sportsmanship, courtesy and altruism, predicting “sportsmanship” (β=0.26, p<0.001) to be better than CGP (β=0.22, p<0.01).
Research limitations/implications
Although generalisation is limited in a study of a single organisation, the findings of the study imply that CGP and FMS have differential relevance in OCB.
Practical implications
Altering negative perceptions of CGP among employees engenders OCB but FMS needs to be complemented with other interventions to foster overall OCB.
Originality/value
Although career growth prospects and formal mentoring support are projected to foster OCB in the Nigerian banking sector, no research has investigated this expectation. The extant literature shows that research on the impact of career growth prospects on OCB is virtually absent. Again, the absence of African perspectives on research issues such as OCB, has limited comparative studies and the global scope of most reference journals. This study narrows these gaps in literature and contributes empirical information that equips management to deal more strategically with the integrated approach to OCB.