Page 179 - Crossing Cultural Boundaries - Cees den Teuling

.248) allowing to conclude that higher ability of foreign company supervisors brought about greater degree of belief in the helpfulness of Presidential Programme. Quite high value of the F-ratio (7.504) implied that chances of observed variances being incidental were less than 1 percent.
The ability of foreign host company supervisors to get right to the point did not have a statistically significant effect on the ability of respondents to develop the necessary skills to implement new business knowledge in their home-organisation in Russia during their internship at the foreign host-company (p = .054) as well as on the respondents’ belief that Presidential Programme was helpful to their companies (p = .097).
Additionally, 38.5 percent of the respondents (n = 52) strongly agreed and 32.6 percent, (n = 44) agreed that the management of their organisation would support them in the continuation of learning. 14.8 percent of respondents (n = 20) neither agreed nor disagreed, 10.4 percent (n = 14) disagreed and 3.7 percent (n = 5) strongly disagree with the statement.
The Proposition 3.2 is accepted.
5.3 The effect of the Organisational Culture on the Organisational Learning and Absorptive Capacity
5.3.1 Organisational learning and absorptive capacity in the context of the Presidential programme
The participants of the Presidential Programme are obliged to transfer the acquired knowledge towards the Russian home-organisation. The results of the required knowledge transfer are reported, with the influential factors, by the respondents and analysed as shown below.
31.9 percent of the respondents (n = 43) strongly agreed and 44.4 percent (n = 60) agreed that during their internship at the foreign host company, they developed the necessary skills to implement new business knowledge to their employers’ organisation in Russia. 17.0 percent of respondents (n = 23) neither agreed nor disagreed, 5.2 percent (n = 7) disagree and with it and 1.5 percent (n = 2) strongly disagree with the statement.
ANOVA showed that the well understood mutual process of knowledge exchange in the process of group works determined the state of having developed the necessary skills to implement new business knowledge in respondents’ home- organisations in Russia during their internship at the foreign host company in statistically significant manner (p = .000). The relationship in this case was positive (b =
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