The main purpose of the present study was to explore the relationships between vertical and horizontal individualism-collectivism, religiosity and parenting styles from perspective of parents and their children. It was also aimed to examine SES related differences and the differences between mothers, fathers, and their children in terms of the study variables. In addition, the differences between authoritative, authoritarian, indulgent, and neglectful families in terms of vertical individualism (VI), horizontal individualism (HI), vertical collectivism (VC), horizontal collectivism (HC), and religiosity were investigated. For these purposes data were collected from 230 families including mother, father, and their young adult child &ndash / in the age range of 17-25-. Three participants from each family responded to similar measurement of the study variables, namely Vertical and Horizontal Individualism-Collectivism Scale, the Measurement of the Child Rearing Styles Scale, Religiosity Scale, and Demographic Information Form. According to the results, age, family income, VI, and VC for mothers and age, VI, and religiosity for fathers were significant predictors of parental control whereas education level, HI, HC, and VC for mothers and only VC for fathers were significant predictors of parental acceptance. The regression analyses for the child sample of the study indicated that the predictors of VI are education level and perceived parental control / the predictor of HC is perceived parental acceptance / the predictors of VC are perceived parental control and acceptance / the predictor of HI is gender / and the predictors of religiosity are family income and perceived parental control. Results also showed that there were significant differences as well as similarities between all considered groups. The findings of the study were discussed in the light of the related literature.

Thesis (Ph. D.)--Ohio State University, 2007. / Title from first page of PDF file. Includes bibliographical references (p. 112-115).

Context: Agile methodologies are widely recognized in western countries. From past few years, its practices are being successfully adopted in global settings especially in eastern countries. Across the world, teams are following its values and principles. Are all the teams behaving in the same way? Potential difficulties related to culture arise while implementing agile practices. Due to variance in backgrounds and behaviors, social cliques and issues are likely to be formed between the team mates which become a hurdle. Objectives: The study unravels the list of relationships between the agile team behavioral characteristics and Hofstede cultural dimensions. It also explores whether Indian employees working in an agile environment possess the required behavioral characteristics which are useful for the effective functioning of a team. The other objective of this study reveals the influence of the years of experience of the agile employees on behavioral characteristics. Methods: Data collection processes include a literature review and a web survey. First, in the literature review analysis of the empirical studies from year 1999-2011 was done. The review approach helped in collecting and summarizing the data. The studies were identified from the most reliable and authentic databases that are scientifically and technically peer reviewed such as Engineering village, IEEE Xplore, ACM digital library, Springer Link and Google Scholar. A survey was conducted with 33 practitioners from various multinational organizations in India. Statistical analysis was used to analyze the data. Results: Hofstede’s cultural dimensions had noticeable influence on agile team behavioral characteristics. Although, all the enabler characteristics were not seen in Indian culture, the results clearly show that some of the cultural dimensions are enabling factors to function well in an agile team and some hinder the team effectiveness. The result from the literature review shows the list of relationships between Hofstede cultural dimensions and agile team behavioral characteristics. All team behavioral characteristics were to a certain extent demonstrated by Indian agile employees, which can be known from the survey results. It is also seen from the survey results that, team behavioral characteristics can be demonstrated more effectively by the experienced agile employees. Conclusion: From this study, we have found the relationships between Hofstede cultural dimensions and agile team behavioral characteristics. List of agile team behavioral characteristics which were followed by Indian agile employees were obtained from the survey. We conclude that Indian agile employees were able to demonstrate all the agile team behavior characteristics required for an effective functioning of a team. One more interesting thing which came into our attention, after analyzing the survey was that years of experience of agile employees do have an effect on the employees which influences the demonstration of team behavior characteristics. It was clear that demonstration of these characteristics were not only dependent on individual’s nature but also on the years of experience in agile environment. The absence of relationships which were not found through literature needs to be focused. Hence we conclude that there is a need for conducting even more in-depth surveys and reviews to investigate the unfound relationships.

Die Forschungsarbeit beabsichtigte den Zusammenhang zwischen Kultur und der wahrgenommenen Bedienbarkeit der PIM Software seitens deutscher und indonesischer Anwender, welcher in zwei Experimenten untersucht wurde, zu erforschen. Die Entwicklung der PIM Technologie in beiden Ländern, sowie deren kultureller Wert, insbesondere Unsicherheitsvermeidung (UA) und Individualismus-Kollektivismus (INCOL), repräsentieren die zentralen Beweggründe der vorliegenden Untersuchung. Der betrachtete kulturelle Hintergrund und die verwendete Methodik stellen die Verbindung zwischen der ersten und zweiten Studie dar. Die Experimente waren in zwei Studien aufgeteilt, da jeder kulturelle Hintergrund ein unterschiedliches Erhebungsdesign benötigt: UA steht in Beziehung mit der ersten vs. der zweiten Aufgabe und INCOL wurde mittels zwei verschiedenen Wegen der Vervollständigung erfasst (Individual- vs. Gruppenaufgabe). Während sich der Fokus der ersten Studie auf den Vergleich zwischen der deutschen und indonesischen Kultur richtet, konzentrierte sich die zweite Studie auf Kulturen zwischen (Deutschland vs. Indonesien) und innerhalb eines Landes (Individualismus vs. Kollektivismus). Die Ergebnisse legen dar, dass deutsche Anwender ein höheres Level an Unsicherheitsvermeidung als indonesische Anwender zeigen. Lediglich hinsichtlich der Zufriedenheit weisen indonesische, verglichen zu deutschen Benutzern, einen höheren Wert auf, wobei der Haupteffekt der Zeit nur bezüglich der Höhe der Effizienz signifikant ist. Es zeigte sich außerdem ein positiver Zusammenhang zwischen UA und der Effizienz beider Aufgaben, sowie eine negative Korrelation zwischen UA und der berichteten Zufriedenheit. Hinsichtlich der Höhe von UA und der Effektivität ließ sich kein negativer Zusammenhang nachweisen. Desweiteren, betreffend INCOL, lässt sich zusammenfassen, dass der Hauptinteraktionseffekt Aufgabe*INCOL statistisch signifikant ist. Bezüglich Effizienz und Zufriedenheit ist entscheidend, dass, je höher die Ausprägung von Individualismus und Kollektivismus auf Seiten der Anwender ist, desto weniger Zeit beanspruchen diese für die Ausführung individueller Aufgaben und desto zufriedener wenden die Benutzer das PIM und GIM Tool an. Mit eingeschlossen ist jedoch, dass sich zwischen Individualismus und Kollektivismus deutscher und indonesischer Bediener kein Zusammenhang mit der Höhe der Effektivität darstellen lasst. Zusammenfassend ist festzuhalten, dass die Entwickler der PIM Software mit einer internationalen Anwendergruppe beachten sollten, dass die Ergebnisse von Usability Messungen seitens Benutzeranfänger in verschiedenen Kulturen unterschiedlich sein können.:1. Abstract 2. Chapter 1: Introduction 3. Chapter 2: Research Paradigm 4. Chapter 3: Uncertainty Avoidance and Usability of Personal Information Management 5. Chapter 4: Do Individualistic and Collective Persons Measure Usability of Personal and Group Information Management differently? A Culturability Study with German and Indonesian Users 6. Chapter 5: Summary and Conclusion 7. References

本研究主要目在於針對教師組織公民行為構念的界定作進一步的釐清並結合社會交換理論、人格理論、工作內在動機、印象管理動機、以及組織文化等觀點，提出以校長與教師交換關係、教師自我監控與工作投入為個人層次預測變項，個人/集體主義為團體層次預測變項之教師組織公民行為前置因素之跨層次模式，再透過階層線性模式方法分析以探討這些前置變項對教師組織公民行為之影響以及他們之間的關係。研究採用調查研究法，以台北市37所公立國民中學教師為對象，發出925 份問卷，最後回收736份有效問卷，有效問卷回收率則為79.57％。本研究主要研究發現為: (一)教師組織公民行為應視為一個聚合模式多層面構念；(二)教師工作投入為相對最重要教師組織公民行為前置因素；(三)人格特質對教師組織公民行為的影響主要是間接透過工作投入的中介效果；(四)不同類型組織公民行為的前置因素以及效果互有差異。 / The main purpose of current study was to revisit the construct validity issues of organisational citizenship behavior and to investigate the dynamics of teachers’ organizational citizenship behavior antecedents. Based on theories of social exchange, personality, job intrinsic motivation, impression management and organizational culture, a multi-level model of teahers’ organizational citizenship behavior antecedents was proposed where leader-member exchange, self-monitering and job involvement serve as individual level antecedents, individualistic/collectivism as school level antecedent and teachers’ organizational behavior as outcome variable at individual level. Valid data was collected from 34 public junior higher schools and 736 teachers in Taipei city. The main findings can be summarised as follows: (1) teacher organizational citizenship behavior should be treated as a aggregated model multidimensional construct; (2) Relatively teachers’ job involvement is the strongest antecedent for three dimensions of OCB; (3) the effect of teachers’ conscientiousness on OCB is mediated by teachers’ job involvement; (4) the antecedents included in current study have varied significant or insignificant effects on three dimensions of teachers’ OCB.