L'Orientation motivationnelle au travail de professeurs de langue seconde francophones et anglophones.

Gosselin, Alain; McCarrey, Michael

doi:10.1037/h0081080

Cited by 5 publications

(5 citation statements)

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“…The subject-pool in the present study is a specific group of managers who do have unique characteristics, yet the low ratio of significant to non-significant value contrasts (16 percent) is quite similar to another set of earlier studies (McCarrey et al, 1977(McCarrey et al, , 1978 McCarrey and Weisbord-Hemmingsen, 1980; Gosselin and McCarrey, 1980) which used considerably more and also some considerably less heterogeneous sub-groups.…”

Section: Discussionsupporting

confidence: 83%

“…In addition to the ethnolinguistic dichotomy, the more heterogeneous, densely populated, and industrialized west-coast region is quite different from the more homogeneous Quebec City region which is more focused towards the provincial public service sector. The very low direct interethnic contact provided by such a context also permits comparison with earlier work using language teachers who did have very high direct inter-ethnic contact (Gosselin and McCarrey, 1980).…”

mentioning

confidence: 88%

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Work value goals and instrumentalities; a comparison of canadian west‐coast Anglophone and Quebec City Francophone managers

McCarrey¹,

Gasse

Moore

1984

Applied Psychology

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Section: Discussionsupporting

confidence: 83%

mentioning

confidence: 88%

Work value goals and instrumentalities; a comparison of canadian west‐coast Anglophone and Quebec City Francophone managers

McCarrey¹,

Gasse

Moore

1984

Applied Psychology

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“…In contrast, in the present study, the SES of both participants and their fathers (to control for SES differences in child-rearing practices) was held constant across all four managerial subgroups. The results from this study tended to support the findings of those past value-ranking studies which controlled for SES, where generally no value priority differences between Anglophone and Francophone managers and university students were observed (Gosselin & McCarrey, 1980;McCarrey, Gasse, & Moore, 1984;McCarrey & Weisbord-Hemmingsen, 1980;Nightingale & Toulouse, 1977). Thus, differences previously noted in value ranking between Anglophone versus Francophone subjects may have been partly attributable to a lack of control for SES in most of these studies.…”

Section: Overall Similarity In the Individualist-collectivist Associasupporting

confidence: 79%

“…Value stimuli were terminal states of existence, viz., "wisdom," "freedom" ~ or instrumental means towards their attainment, viz., "being loving," "being ambitious." Five of the 21 value stimuli were selected because previous research indicated they were important motivational job characteristics for both Anglophone and Francophone managers (Gosselin & McCarrey, 1980;McCarrey & Weisbord-Hemmingsen, 1980). The remaining value stimuli, chosen from Rokeach's Values Survey (I 967) and Super's Work Vahes Inventory (1970), were selected to represent important personal and organizational motivators.…”

Section: Methodsmentioning

confidence: 99%

Meanings of Work and Personal Values of Canadian Anglophone and Francophone Middle Managers

et al. 1994

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The goal of this study was to see if the meaning of work and personal values of Canadian Anglophone public sector male middle‐managers would be more individualist (e. g., more achievement‐oriented in the business world) than those of Francophone managers, who were predicted to be more collectivist (i. e., more concerned with affiliation and family concerns). This was done using a modified version of Triandis's (1972) antecedent‐consequent method. Managers gave logical associations to 21 work and personal values, reporting antecedents (what leads to) and consequents (what results from) of progress toward each value. In Study 1, 86 Anglophone and 82 Francophone managers provided antecedents and consequents to the values in a free‐response questionnaire. In Study 2, a different but comparable group of 80 Anglophone and 94 Francophone managers completed a multiple‐choice questionnaire based on high‐frequency responses given in Study 1. Results from chi‐square analyses (no differences between groups for 86% of the value stimuli) and Pearson's correlation for profile similarity (r = 0.92, p <0.01) showed that, in general, Anglophone and Francophone managers in this study shared a similar individualist‐collectivist understanding of most of the 21 values. This overall similarity was discussed in terms of the social change that has occurred in Québec over the past 15 years as well as the growing similarity in business school curricula and the work experience of Anglophone and Francophone managers. Résumé Le but de cette recherche était de vérifier si la signification des valeurs au travail et personnelles de gestionnaires anglophones masculins de la Fonction publique canadienne est plus individualiste (i. e., plus orientée vers le succès dans les affaires) que celle des gestionnaires francophones posée comme étant plus collective (i. e., plus orientée vers les relations et les questions familiales). Une version modifiée de la méthode des antécédents et conséquents de Triandis (1972) a été utilisée. Les gestionnaires, par associations logiques, donnaient les antécédents (ce qui mène à) et les conséquents (ce qui découle) de 21 valeurs personnelles et au travail. Dans la première étude, 86 anglophones et 82 francophones ont exprimé les antécédents et conséquents à ces valeurs dans des réponses à des questions ouvertes. Dans la deuxième étude, un groupe différent, mais comparable, de 80 gestionnaires anglophones et de 94 francophones ont rempli un questionnaire à choix multiples construit à partir des réponses les plus fréquemment obtenues dans la première étude. L'analyse par la méthode du chi‐carré (aucune différence entre les deux groupes pour 86% des stimuli de valeurs) et le coefficient de corrélation de Pearson pour la similitude de profil (r=0.92, p<0.01) révèlent qu'en général, les gestionnaires anglophones et francophones, dans cette recherche, ont la měme compréhension individualistecollective pour la plupart des 21 valeurs. Cette signification similaire a été interprétée à la lumière des changements socia...

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“…Moreover, we would expect Anglophones to give greater weight to job roles which allow greater personal autonomy and personal independence. There appears some evidence (McCarrey et al, 1977(McCarrey et al, ,1978Mc-Carrey & Weisbord-Hemmingsen, 1980;Gosselin & McCarrey, 1980;McCarrey, Gasse & Moore, 1984) from a number of settings ranging from 774 Anglophone and 279 Francophone supervisors coast-to-coast in the federal public service to 95 Francophone and 49 Anglophone second language teachers, to 163 Anglophone managers on the west-coast and 90 Francophone managers in Quebec City, that many of these expected outcomes do in fact tend to occur. Heeding Marisa Zavalloni (1980, p.74) one can view society as the expression of competing or differing specific interests as opposed to the reflection of consensual values.…”

mentioning

confidence: 99%

Work and personal values of Canadian Anglophones and Francophones: Implications for organizational behaviour.

McCarrey¹

1988

Canadian Psychology / Psychologie canadienne

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Study of value constructs is important as work and personal values function as significant internal frames of reference which have been socially negotiated and prioritized to the effect that they serve to legitimate a host of motivational and behavioural outcomes in and outside organizations. An examination of the empirical research contrasting the value priorities of Canadian Anglophones and Francophones reveals two distinct lines of evidence: one suggesting the two main ethnolinguistic communities in Canada hold rather different values as important; while the other supports the converse to the effect that distinctiveness there is, but within an overall context a very high value communality across ethos.It is the position of this paper that socialization practices and the value cognitions involved have changed somewhat over time to the effect that more recently socialization has been characterized as taking place in settings that have moved from lesser to greater industrialization, and from greater structural isolation to greater structural interdependence in Canadian society. Evidence is presented to support the position that there is an overwhelming high communality of work and personal value priorities across ethnicity with some elements of distinctiveness present. To the extent that such is the case, a "two solitudes" hypothesis in the area of work value cognitions appears an oversimplification. A similar outcome may also be the case concerning the connotative meanings of work value concepts across ethnicity.

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L'Orientation motivationnelle au travail de professeurs de langue seconde francophones et anglophones.

Cited by 5 publications

References 0 publications

Work value goals and instrumentalities; a comparison of canadian west‐coast Anglophone and Quebec City Francophone managers

Work value goals and instrumentalities; a comparison of canadian west‐coast Anglophone and Quebec City Francophone managers

Meanings of Work and Personal Values of Canadian Anglophone and Francophone Middle Managers

Work and personal values of Canadian Anglophones and Francophones: Implications for organizational behaviour.

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