Suchergebnisse

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Abstract
The paper presents the first results of the IGA/2012/7 project "Versatility of Organizational Management and its Reflection in the Area of Organizational Culture". The paper tries to answer in particular a question if there exist and what are the relations between a process of management competencies development and process of organizational culture creation and change. The research is based upon two methods: (1) Leadership Versatility Index® (LVI ®) and Denison Organizational Culture Survey (DOCS). The research data are presented in a form of two cases. Qualitative analysis of these data has led to two preliminary conclusions: (1) Some of the research expectations concerning an existence of the relations between organization´s management versatility and organizational culture might be confirmed in a future; (2) DOCS data can bring a new light on the LVI ® results and on the process of management competencies development. They help managers to understand that a change and development of their management competencies is not their personal business but a need with important strategic consequences for the whole organization. Reliable answers to all research questions and hypothesises are conditioned by a statistical analysis of the data collected in more organizations, however.

Within the framework of McClelland's motivational theory, a model of the motivational structure of the migrant personality is proposed. It is argued that those who choose to leave their country of origin have higher achievement and power motivation and lower affiliation motivation than those who want to stay. This model was tested with 1050 college students in Albania, the Czech Republic, and Slovenia. Data were collected between 1993 and 1996. MANOVA analysis confirmed our predictions for the achievement and power motives. Students who wanted to emigrate had higher achievement and power motivation scores than those who wanted to stay. This model was also applied to internal migrants. It was tested with 789 United States college students. Those who wanted to leave the region of their university after graduation scored significantly higher on achievement and power motivation than those who wanted to stay. It is argued that this pattern is specific for countries or regions of economic stagnation or decline, while it may be reversed for countries or regions of economic growth. Predictions for the affiliation motivation were only partly supported. Our findings suggest that psychological factors are important predictors of (e)migration.

The desires to live in another country or to emigrate from one's country of origin was examined in a sample of 3200 university students from Croatia, the Czech Republic, Poland, Russia, and Slovenia. All of these countries have been experiencing economic difficulties during their transition from socialist to market-driven economies. It was hypothesized that students who wanted to emigrate would score higher in Achievement and Power Motivation and would also show higher levels of Work Centrality and lower levels of Family Centrality than those who wanted to stay in their country of origin. Motive predictors were further expected to be most important for those with high Work Centrality. As predicted, high Work Centrality and low Family Centrality were found to differ for those who wanted to leave as compared to those who wished to remain in their country. The predicted interactions for motivation and Work Centrality were supported. Achievement Motive levels alone did not relate to emigration desires, but Power Motivation did differ for the two groups, as predicted.