Cultural Fit of Assessments to Detect Curiosity for Weak Signals Among Employees

Q2 Engineering
Thais Amaral, A. Behrens
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引用次数: 2

Abstract

To remain competitive, organizations must make sense of antecedent weak signals that might yield information on opportunities or threats. However, perceiving those signals requires psychological capabilities which are not evenly distributed over their workforce. Identifying who might effectively sense weak antecedent signals is the necessary first step in the staff selection and management process. To this effect, Human Resources Management processes at organizations rely on assessments. However, this study suggests that some self-assessments might be too context-sensitive to fit their purpose across cultures. In particular, the CEI-II evaluation applied to a small and convenience sample of Brazilian executives did not satisfy Brazilian respondents’ selection for curiosity.  The authors briefly discuss how the Brazilian context may differ, not least because of a considerably lower generalized trust level, and suggest relying alternatively on projective instruments.
检测员工对微弱信号的好奇心的评估的文化拟合
为了保持竞争力,组织必须了解先前可能产生机会或威胁信息的微弱信号。然而,感知这些信号需要心理能力,而心理能力在员工中的分布并不均匀。确定谁可能有效地感知到微弱的先行信号是员工选拔和管理过程中必要的第一步。为此,各组织的人力资源管理流程依赖于评估。然而,这项研究表明,一些自我评估可能对上下文过于敏感,无法适应不同文化的目的。特别是,适用于巴西高管的小型便利样本的CEI-II评估并不能满足巴西受访者出于好奇而做出的选择。作者简要讨论了巴西背景可能存在的差异,尤其是因为广义信任水平低得多,并建议另一种方式依赖投射工具。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
Journal of Innovation Management
Journal of Innovation Management Engineering-Engineering (miscellaneous)
CiteScore
3.50
自引率
0.00%
发文量
21
审稿时长
25 weeks
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