Hong Kong managers' perceptions of American business values

This report describes empirical research conducted to study the research question, “To what extent do foreign managers' own cultural values influence their perceptions of the corporate values of companies in other cultures?” Using the authors' “Business Values Questionnaire,” business managers from Hong Kong gave their perceptions of publicly stated corporate values of very large U.S. service companies. A similar United States sample was used as a comparison group. Results gave partial support to the authors' hypotheses that an individual's own cultural values influence perceived values of another culture.     

Long- and short-term affective states in happiness: Model,paradigm and experimental evidence

The present paper evaluates relevant findings on long- and short-term affective states in subjective well-being and argues for a componential model that combines the two into the more general concept of happiness. Two age parameters, one for long-term and one for short-term affect are added to the simple model to account for age changes in happiness. Measures of long- and short-term affect are presented, as is a paradigm for separating the components. Support for the simple model is provided by an experimental investigation with 64 college students who were exposed to positive and/or negative mood induction. As expected, the induction had substantially greater effect on short- than on long-term affect measures, particularly the negative induction procedure. These findings are consistent with predictions. However, multiple age cohorts will have to be assessed within a longitudinal framework to obtain values for the age parameters.     

Grounded theory research: Procedures,canons, and evaluative criteria

Using grounded theory as an example, this paper examines three methodological questions that are generally applicable to all qualitative methods. How should the usual scientific canons be reinterpreted for qualitative research? How should researchers report the procedures and canons used in their research? What evaluative criteria should be used in judging the research products? We propose that the criteria should be adapted to fit the procedures of the method. We demonstrate how this can be done for grounded theory and suggest criteria for evaluating studies following this approach. We argue that other qualitative researchers might be similarly specific about their procedures and evaluative criteria.     

The Evolution of Organizations: Suggestions from Complexity Theory About the Interplay Between Natural Selection and Adaptation

There has been much debate in the managementliterature between neo-Darwinists (who believe in thenatural selection of populations of organizations) andadaptationists (who contend that changes in organization structure and behavior occur in response to theenvironment). The general thesis of neo-Darwinism isthat species are blindly selected for survival by theenvironment. The latest empirical support for the dominant neo-Darwinism perspective adopted bymost biologists is based primarily on the experimentsconducted by Salvador Luria who claims to haveconclusively demonstrated that genes mutate randomly.Recently, however, biologists have re-examined Luria sresearch methods and, after replications of hisexperiments, now question some aspects of the validityof his results. Moreover, there is now new researchwhich provides support for the earlier adaptationistposition, namely, the existence of evolutionary driversand directors existing within self-organizing systems.Of particular importance to the present study is the experimental indication thatself-organizing systems play a conscious role in theirown evolution. We propose that similar mechanisms orprocesses operate in organizational adaptation, thuspointing toward a theoretical modification ofneo-Darwinism that embraces both adaptation and naturalselection in a general, unified theory.     

Reflections on facilitating a participatory community self-evaluation

This paper is a reflective essay about our experience in conducting a participatory, community self-evaluation of a neighborhood revitalization effort in Milwaukee, Wisconsin. We took a controversial approach to evaluation by focusing on learning community dialogues as a vehicle for program evaluation. As we implemented our strategy, two sets of contradictions surfaced. The first points to the fundamental differences between conventional and constructivist research paradigms. The second centers around our focus on dialogue as a strategy for evaluation. In response to these contradictions we performed three complementary roles: program evaluator, process consultant, and learning facilitator. We are not implying that we performed an outstanding job in these roles. Rather, this article is our way of taking stock of what we learned about our practice as evaluators and how we may expand our repertoire of skills in the future.