当前位置: X-MOL 学术Asian American Journal of Psychology › 论文详情
Our official English website, www.x-mol.net, welcomes your feedback! (Note: you will need to create a separate account there.)
Developing minority leaders: Key success factors of Asian Americans.
Asian American Journal of Psychology ( IF 1.797 ) Pub Date : 2017-01-01 , DOI: 10.1037/aap0000075
Thomas Sy , Susanna Tram-Quon , Alex Leung

Traditional leadership programs may not address the unique developmental needs of ethnic minorities. Whereas traditional leadership development is based on the assumptions, values, and behaviors of the Western mainstream ideals, our research uses a culture-specific approach to understand the unique needs of ethnic minority leaders, namely, Asian Americans. We focus on Asian Americans because they are least represented in U.S. management ranks, despite having the most education, training, and work experience. Our central research question is “What are the key success factors of Asian American leaders?” Qualitative interviews with 39 key informants (of East Asian descent, and 2 non-Asian Americans), ranging from middle managers to CEOs, at Fortune 500 companies, representing a variety of industries (accounting, aerospace, banking, digital imaging, energy, entertainment, food service, health care, medical, retail, technology, and telecommunication) identified 8 key success factors (i.e., qualities that promote upward mobility in the management hierarchy): cultural acumen, rules of success, leadership branding, communication, social decorum, leadership aspiration, career determinism, and cultural inclusion. Each success factor was defined, along with identification of its key issues, causes, consequences, and actions taken for cultivating the success factors. Results offer guidance for individual leadership development and for organizations to develop culture-specific leadership interventions that complement current mainstream training approaches.

中文翻译:

培养少数族裔领袖:亚裔美国人的关键成功因素。

传统的领导力项目可能无法满足少数民族的独特发展需求。传统的领导力发展基于西方主流理想的假设、价值观和行为,而我们的研究则使用特定于文化的方法来了解少数族裔领导人(即亚裔美国人)的独特需求。我们关注亚裔美国人,因为尽管他们拥有最多的教育、培训和工作经验,但他们在美国管理职位中的代表人数最少。我们的核心研究问题是“亚裔美国领导人的关键成功因素是什么?” 对财富 500 强公司的 39 位关键线人(东亚裔和 2 位非亚裔美国人)进行定性采访,从中层管理人员到首席执行官,代表各个行业(会计、航空航天、银行、数字成像、能源、娱乐、食品服务、医疗保健、医疗、零售、技术和电信)确定了 8 个关键成功因素(即促进管理层向上流动的素质):文化敏锐度、成功规则、领导品牌、沟通、社会礼仪、领导抱负、职业决定论和文化包容。定义了每个成功因素,并确定了其关键问题、原因、后果以及为培养成功因素而采取的行动。结果为个人领导力发展和组织制定特定于文化的领导力干预措施提供指导,以补充当前的主流培训方法。促进管理层向上流动的素质):文化敏锐度、成功规则、领导品牌、沟通、社会礼仪、领导力愿望、职业决定论和文化包容。定义了每个成功因素,并确定了其关键问题、原因、后果以及为培养成功因素而采取的行动。结果为个人领导力发展和组织制定特定于文化的领导力干预措施提供指导,以补充当前的主流培训方法。促进管理层向上流动的素质):文化敏锐度、成功规则、领导品牌、沟通、社会礼仪、领导力愿望、职业决定论和文化包容。定义了每个成功因素,并确定了其关键问题、原因、后果以及为培养成功因素而采取的行动。结果为个人领导力发展和组织制定特定于文化的领导力干预措施提供指导,以补充当前的主流培训方法。以及识别其关键问题、原因、后果以及为培养成功因素而采取的行动。结果为个人领导力发展和组织制定特定于文化的领导力干预措施提供指导,以补充当前的主流培训方法。以及识别其关键问题、原因、后果以及为培养成功因素而采取的行动。结果为个人领导力发展和组织制定特定于文化的领导力干预措施提供指导,以补充当前的主流培训方法。
更新日期:2017-01-01
down
wechat
bug