{"id":{"repo_id":"uiuc","oai_identifier":"oai:www.ideals.illinois.edu:2142/87488"},"canonical_url":"https://search.dev.ndltd.org/etd/uiuc/oai:www.ideals.illinois.edu:2142/87488","repository":{"repo_id":"uiuc","name":"University of Illinois - Urbana-Champaign","base_url":"https://www.ideals.illinois.edu/oai-pmh"},"display":{"title":"Mapping Cultural Models of Authority","abstract":"\"As the United States' workforce becomes more diverse, the incidence of cross-cultural supervision will increase. Cross-cultural supervision is a workplace situation in which the culture of the supervisor and of the subordinate differ. Anecdotal evidence and cross-cultural psychological theory suggest that cultures may differ in their models of authority. For this qualitative study, 20 Hispanic workers and 19 non-Hispanic white workers were interviewed about their experiences with supervisors and their views about ideal supervisory behavior. Results suggest that Hispanics and non-Hispanic whites may have significantly different cultural models of authority. Although the workers interviewed shared a common \"\"factory worker\"\" cultural model, the two groups differ on their basic philosophical approach to work, their concepts of how harmony is achieved in the workplace, how dignity is maintained, how respect is shown, and their desired intrapsychic outcomes.\"","abstract_html":""As the United States' workforce becomes more diverse, the incidence of cross-cultural supervision will increase. Cross-cultural supervision is a workplace situation in which the culture of the supervisor and of the subordinate differ. Anecdotal evidence and cross-cultural psychological theory suggest that cultures may differ in their models of authority. For this qualitative study, 20 Hispanic workers and 19 non-Hispanic white workers were interviewed about their experiences with supervisors and their views about ideal supervisory behavior. Results suggest that Hispanics and non-Hispanic whites may have significantly different cultural models of authority. Although the workers interviewed shared a common ""factory worker"" cultural model, the two groups differ on their basic philosophical approach to work, their concepts of how harmony is achieved in the workplace, how dignity is maintained, how respect is shown, and their desired intrapsychic outcomes."","abstract_has_math":false,"creators":["Kurowski, Lois Landis"],"institution":"University of Illinois at Urbana-Champaign","degree_name":"Ph.D.","degree_level":"Dissertation","degree_discipline":"Labor and Industrial Relations","degree_department":null,"school":null,"contributors":["Triandis, Harry C."],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2015,"date_issued":"2015-09-28T16:04:02Z","date_published":"2015-09-28T16:04:02Z","updated_at":"2026-07-22T22:26:30Z","subjects":["Sociology, Ethnic and Racial Studies"],"languages":["eng"],"rights":[],"rights_urls":[],"identifier_entries":[{"key":"dc:identifier","label":"Identifier","values":["(MiAaPQ)AAI9912297"],"render_values":[{"text":"(MiAaPQ)AAI9912297","href":null,"code":true}]}]},"links":{"outbound_url":"http://hdl.handle.net/2142/87488","outbound_label":"Handle","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Triandis, Harry C."]},{"key":"dc:creator","label":"Author","values":["Kurowski, Lois Landis"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["2015-09-28T16:04:02Z","10000-01-01","1998"]},{"key":"dc:type","label":"Dc Type","values":["text"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Labor and Industrial Relations"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Dissertation"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Ph.D."]},{"key":"thesis:institution_name","label":"Thesis Institution Name","values":["University of Illinois at Urbana-Champaign"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Sociology, Ethnic and Racial Studies"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language","label":"Dc Language","values":["eng"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["http://hdl.handle.net/2142/87488","(MiAaPQ)AAI9912297"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["\"As the United States' workforce becomes more diverse, the incidence of cross-cultural supervision will increase. Cross-cultural supervision is a workplace situation in which the culture of the supervisor and of the subordinate differ. Anecdotal evidence and cross-cultural psychological theory suggest that cultures may differ in their models of authority. For this qualitative study, 20 Hispanic workers and 19 non-Hispanic white workers were interviewed about their experiences with supervisors and their views about ideal supervisory behavior. Results suggest that Hispanics and non-Hispanic whites may have significantly different cultural models of authority. Although the workers interviewed shared a common \"\"factory worker\"\" cultural model, the two groups differ on their basic philosophical approach to work, their concepts of how harmony is achieved in the workplace, how dignity is maintained, how respect is shown, and their desired intrapsychic outcomes.\"","Made available in DSpace on 2015-09-28T16:04:02Z (GMT). No. of bitstreams: 2 license.txt: 4848 bytes, checksum: 96035ab3f5e1c23cc7138a224ce498bd (MD5) 9912297.pdf: 7973683 bytes, checksum: d978aeda459875d9580988656a90b7f6 (MD5) Previous issue date: 1998","Embargo set by: Seth Robbins for item 88769 Lift date: Forever Reason: Restricted to the U of I community idenfinitely during batch ingest of legacy ETDs","Restricted to the U of I community idenfinitely during batch ingest of legacy ETDs","U of I Only","184 p.","Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 1998."]},{"key":"dc:title","label":"Title","values":["Mapping Cultural Models of Authority"]}]}],"canonical_facts":{"dc:contributor":["Triandis, Harry C."],"dc:creator":["Kurowski, Lois Landis"],"dc:date":["2015-09-28T16:04:02Z","10000-01-01","1998"],"dc:description":["\"As the United States' workforce becomes more diverse, the incidence of cross-cultural supervision will increase. Cross-cultural supervision is a workplace situation in which the culture of the supervisor and of the subordinate differ. Anecdotal evidence and cross-cultural psychological theory suggest that cultures may differ in their models of authority. For this qualitative study, 20 Hispanic workers and 19 non-Hispanic white workers were interviewed about their experiences with supervisors and their views about ideal supervisory behavior. Results suggest that Hispanics and non-Hispanic whites may have significantly different cultural models of authority. Although the workers interviewed shared a common \"\"factory worker\"\" cultural model, the two groups differ on their basic philosophical approach to work, their concepts of how harmony is achieved in the workplace, how dignity is maintained, how respect is shown, and their desired intrapsychic outcomes.\"","Made available in DSpace on 2015-09-28T16:04:02Z (GMT). No. of bitstreams: 2 license.txt: 4848 bytes, checksum: 96035ab3f5e1c23cc7138a224ce498bd (MD5) 9912297.pdf: 7973683 bytes, checksum: d978aeda459875d9580988656a90b7f6 (MD5) Previous issue date: 1998","Embargo set by: Seth Robbins for item 88769 Lift date: Forever Reason: Restricted to the U of I community idenfinitely during batch ingest of legacy ETDs","Restricted to the U of I community idenfinitely during batch ingest of legacy ETDs","U of I Only","184 p.","Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 1998."],"dc:identifier":["http://hdl.handle.net/2142/87488","(MiAaPQ)AAI9912297"],"dc:language":["eng"],"dc:subject":["Sociology, Ethnic and Racial Studies"],"dc:title":["Mapping Cultural Models of Authority"],"dc:type":["text"],"thesis:degree_discipline":["Labor and Industrial Relations"],"thesis:degree_level":["Dissertation"],"thesis:degree_name":["Ph.D."],"thesis:institution_name":["University of Illinois at Urbana-Champaign"]},"updated_at":"2026-07-22T22:26:30Z"}