EL MUNDO hOy. GESTIÃN DE LA DIVERSIDAD. UN IMPERATIVO ...

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The Assessment of Intercultural Training Efficacy... of Two Factors: Plasticity including Extraversion and Openness to Experience and Stability containing Agreeableness, Conscientiousness and Neuroticism. Interesting findings, outlined below, were found for (1) the Trained Group and (2) the Control Group. All results are reported using NEO FFI (online) profile converted scores such that a higher score indicates the direction toward developmental growth. An exception is the results for the dimension «neuroticism» in which lower number indicates direction toward developmental growth as measured by the NEO. As already explained above and in order to better apply the test statistic (df, F test), understand and visualize the scores variation, as well to support our hypothesis, we reorganized the Big Five results into Big Two, i.e. Plasticity and Stability factors. Pre- and post- NEO means for the overall Five Factor Model (FFM) are represented in Table 3, as well as in Big Two form and they are also represented graphically in figure 1, 2, 3 and 4. Analysis of variance with repeated measures found statistical significance at 5 % level for the overall pre/post factor (F= 6.71; p ≤ 0.017; R² = 0.234) but not for the pre/post test completed by the sample with previous expatriation experience (F= 3.42; p ≤ 0.114; R² = 0.363). See appendix 1 – SPSS. The analysis of variation indicated, as can be seen in fig. three, that the two groups were not significantly different in the pre-test phase (F= 0.40; p ≤ 0.536; R² = 0.018). However, post-test variations show that employees who got intercultural training and experienced six months expatriation (group 1) demonstrated post change in the direction of intercultural development growth to a greater extent than Group 2, in particular if we focus on the Plasticity factor (F= 6.14; p ≤ 0.021; R² = 0.218). See also appendix 1. Table 4 trained group (G1) control group (G2) Factor Pre-Test Post-Test Pre-Test Post-Test Extraversion 54.56 68.33 45.20 53.20 Agreeableness 44.67 46.44 34.60 33.60 Conscientiousness 54.11 67.00 52.53 61.20 Neuroticism 19.56 16.44 17.67 20.60 Openness to experience 51.78 63.33 52.33 51.67 213
Openness to experience 51.78 63.33 52.33 51.67 INTERNAcionaLIZACIÓN Y CAPITAL HUMANO trained group (G1) control group (G2) Pre-Test Post-Test trained group (G1) Var. Pre-Test Post-Test control group (G2) Var. Plasticity 53.17 65.83 12.66 48.77 52.43 3.6 Pre-Test Post-Test Var. Pre-Test Post-Test Var. Plasticity 53.17 65.83 12.66 48.77 52.43 3.6 (F-test = 6.71; p ≤ 0.017; R² = 0.234) (F-test = 6.71; p ≤ 0.017; R² = 0.234) Fig. 1 - Trained Group (G1) - N=9 Fig. 1. Trained Group (G1) - N=9 Fig. 2 - Control Group (G2) - N=15 12 Fig. 2. Control Group (G2) - N=15 Fig.3 – Plasticity 214
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Internacionalización y capital hum
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Marta Muñiz Ferrer Jesús Labrador
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ÍNDICE Prólogo ..................
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PRÓLOGO Matías Delgado-Ureña VP
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PRESENTACIÓN Dra. Marta Muñiz Fer
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PRESENTACIÓN internacionalización
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PRESENTACIÓN Internacionalización
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PRESENTACIÓN En cuanto a los retos
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PRESENTACIÓN ras internacionales.
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PRESENTACIÓN de la gestión de la
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BLOQUE I GLOBALIZACIÓN E INTERNACI
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INTERNAcionaLIZACIÓN Y CAPITAL HUM
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EL mundo hoy. Gestión de la divers
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los años ochenta, Iberoamérica co
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es que la crisis financiera está c
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BLOQUE II MOVILIDAD DE LOS RECURSOS
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The SucceSSful AdapTATion of ExpATr
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The Successful Adaptation of Expatr
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¿Internacionalización o no? Influ
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LA GESTIÓN DE LA DIVERSIDAD DEMOGR
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externos, requiere que la gestión
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GESTIÓN DE LA DIVERSIDAD EN L’OR
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Cuadro 6: Cuadro Impatriados 6. Imp
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objetivo: facilitar el acceso de lo
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La discriminación en los procesos
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