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Using a sample of 749 individuals, we examine the correlation of views of employee participation and higher order needs, altruism, pride in craftsmanship, and collectivism. Structural equation modeling (accounting for measurement errors) shows that views of employee participation are correlated positively with higher order needs, altruism, pride in craftsmanship, and collectivism. Our model also shows equivalency across 3 different age groups. Implications of our results for organizational practice and public policy are discussed.

The United States is comprised of a patchwork of ethnic groups. To varying degrees, such groups have become acculturated into the White Anglo Americana culture. Our study is an attempt to examine the consequences and predictors of psychological acculturation. The data were taken from 320 students attending a large state university on the West Coast of the United States. Our results show that grade point average (GPA) and income earned were positively related to psychological acculturation. Religion, ethnicity, age of entry to the United States, enrollment in a graduate program, and self-esteem affected psychological acculturation. The implications of the results are discussed.

This study explored the measurement equivalence of 3 commonly used psychological measures across samples of U.S. and Indian male and female respondents. Multiple groups structural equations modeling indicated that locus of control was measured equivalently across U.S. and Indian male and female groups, whereas measurement equivalence of a self-esteem scale and a higher order need strength scale was observed across U.S. men, U.S. women, and Indian men. Baseline models for self-esteem and for higher order need strength failed to fit in the Indian female sample, suggesting basic differences in how respondents from this group conceptualized scale items. The results underscore the potential importance of culture as a factor that may moderate the types of inferences that can be made from test scores in cross-cultural research applications.

Unethical behavior on the part of business corporations and their leaders has led many business executives and university administrators to call for the inclusion of ethics in MBA programs. This paper reviewed studies and commentary relating to the teaching of ethics in MBA programs in the United States. The results showed that ethics has not yet gained an integral place in the curricula of business schools. A plan of action for the systematic incorporation of ethics into the MBA curriculum was proposed based on the system model of training commonly used in the training field. In concluding, a question about the total responsibility of the business schools toward the promotion of ethical behavior on the part of their graduates was raised.

The article deals with the study of work group collectivism, work centrality, pride in work and nations effect on it. It states that work centrality and pride in work is higher in nations having higher work group collectivism.

Byline: Jai Ghorpade Even though human resource management (HRM) has made great progress as a discipline in recent years, questions still linger about its place in management. This paper uses concepts from social systems theory to build a model of HRM that links it systematically with general management, and shows how these concepts can be used for defining the mission of HRM, and for designing effective HRM systems for attaining it. Implications of the model are discussed for HRM practice and research.

Byline: Jai Ghorpade, Jim Lackritz, Gangaram Singh As the USA develops its trade interaction with India, issues of management between the two countries are likely to surface. In this article, we examine one such issue - preferences for the involvement of employees in the management of organisations using a new scale we called Preferences for Involvement in Management (PIM). Our data show that PIM is equivalent across the USA and India. A comparison of the mean levels of PIM shows that it is higher in the USA than India. Implications of the results are discussed.

Byline: Jai Ghorpade, Jim Lackritz, Gangaram Singh Understanding similarities and differences between the USA and Mexico has become critical because of NAFTA and geographical proximity. In this paper, our objective is to illustrate how errors can occur with respect to management across the two countries when inappropriate research methodology is used. The management issue under scrutiny is preferences for involving employees in the management of organisations. We developed a measure for the construct. We then used a traditional analytical technique to test the measure in the USA and Mexico. Our results indicated psychometric outcomes that are acceptable. An advanced analytical technique (structural equations model), however, indicated that the measure was not equivalent across the USA and Mexico. The implications of this difference are illustrated with the inapplicability of a management practice if the traditional research tool is used.