Validation Studies on a Measure of Overall Managerial Readiness for the Chinese

C Harry Hui; Tess S. Pak; Hing Cheung Kevin Cheng

doi:10.1111/j.1468-2389.2009.00457.x

Validation Studies on a Measure of Overall Managerial Readiness for the Chinese

C Harry Hui, Tess S. Pak, Hing Cheung Kevin Cheng

Research output: Contribution to journal › Article › peer-review

Abstract

The Overall Managerial Readiness (OMR) scale was first developed as a simple measure of managerial potential for the Chinese workforce. OMR purports to predict managerial performance by assessing a person’s attitudes and intention to engage in managerial practices. It consists of 28 forced-choice statements most of which refer to attitudes and behaviors in a work setting. Three studies together showed that OMR was correlated negatively with neuroticism, and positively with conscientiousness, agreeableness, openness to experience, and extraversion. Notwithstanding, OMR was distinct from the Big Five, and had incremental predictive power on work performance (Study 3). Besides, OMR alone predicted bank managers’ productivity (Study 4). Finally, internal consistency and concurrent validity of a Likert version of OMR was ascertained (Study 5).

Original language	English
Pages (from-to)	127–141
Journal	INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT
Volume	17
Issue number	2
DOIs	https://doi.org/10.1111/j.1468-2389.2009.00457.x
Publication status	Published - 2009

Access to Document

10.1111/j.1468-2389.2009.00457.x

Cite this

@article{e514af240dbd4801840a800e56c154c1,

title = "Validation Studies on a Measure of Overall Managerial Readiness for the Chinese",

abstract = "The Overall Managerial Readiness (OMR) scale was first developed as a simple measure of managerial potential for the Chinese workforce. OMR purports to predict managerial performance by assessing a person{\textquoteright}s attitudes and intention to engage in managerial practices. It consists of 28 forced-choice statements most of which refer to attitudes and behaviors in a work setting. Three studies together showed that OMR was correlated negatively with neuroticism, and positively with conscientiousness, agreeableness, openness to experience, and extraversion. Notwithstanding, OMR was distinct from the Big Five, and had incremental predictive power on work performance (Study 3). Besides, OMR alone predicted bank managers{\textquoteright} productivity (Study 4). Finally, internal consistency and concurrent validity of a Likert version of OMR was ascertained (Study 5).",

author = "Hui, {C Harry} and Pak, {Tess S.} and Cheng, {Hing Cheung Kevin}",

year = "2009",

doi = "10.1111/j.1468-2389.2009.00457.x",

language = "English",

volume = "17",

pages = "127–141",

journal = "INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT",

issn = "0965-075X",

publisher = "Wiley-Blackwell Publishing Ltd",

number = "2",

}

TY - JOUR

T1 - Validation Studies on a Measure of Overall Managerial Readiness for the Chinese

AU - Hui, C Harry

AU - Pak, Tess S.

AU - Cheng, Hing Cheung Kevin

PY - 2009

Y1 - 2009

N2 - The Overall Managerial Readiness (OMR) scale was first developed as a simple measure of managerial potential for the Chinese workforce. OMR purports to predict managerial performance by assessing a person’s attitudes and intention to engage in managerial practices. It consists of 28 forced-choice statements most of which refer to attitudes and behaviors in a work setting. Three studies together showed that OMR was correlated negatively with neuroticism, and positively with conscientiousness, agreeableness, openness to experience, and extraversion. Notwithstanding, OMR was distinct from the Big Five, and had incremental predictive power on work performance (Study 3). Besides, OMR alone predicted bank managers’ productivity (Study 4). Finally, internal consistency and concurrent validity of a Likert version of OMR was ascertained (Study 5).

AB - The Overall Managerial Readiness (OMR) scale was first developed as a simple measure of managerial potential for the Chinese workforce. OMR purports to predict managerial performance by assessing a person’s attitudes and intention to engage in managerial practices. It consists of 28 forced-choice statements most of which refer to attitudes and behaviors in a work setting. Three studies together showed that OMR was correlated negatively with neuroticism, and positively with conscientiousness, agreeableness, openness to experience, and extraversion. Notwithstanding, OMR was distinct from the Big Five, and had incremental predictive power on work performance (Study 3). Besides, OMR alone predicted bank managers’ productivity (Study 4). Finally, internal consistency and concurrent validity of a Likert version of OMR was ascertained (Study 5).

U2 - 10.1111/j.1468-2389.2009.00457.x

DO - 10.1111/j.1468-2389.2009.00457.x

M3 - Article

SN - 0965-075X

VL - 17

SP - 127

EP - 141

JO - INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT

JF - INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT

IS - 2

ER -