EXAMINING CROSS‐CULTURAL DIFFERENCES IN CONFLICT MANAGEMENT BEHAVIOR: A STRATEGY FOR FUTURE RESEARCH

1995 ◽  
Vol 6 (4) ◽  
pp. 387-403 ◽  
Author(s):  
Elizabeth Weldon ◽  
Karen A. Jehn
Keyword(s):  
Conflict Management ◽  
Cultural Differences ◽  
Cross Cultural ◽  
Future Research ◽  
Management Behavior ◽  
Cross Cultural Differences

A Cross-Cultural Review of Workplace Deviance Research

2020 ◽  
pp. 23-46
Author(s):  
Selcen Kılıçaslan Gökoğlu ◽  
Engin Bağış Öztürk
Keyword(s):  
Cultural Differences ◽  
Cross Cultural ◽  
Workplace Deviance ◽  
Future Research ◽  
Moderator Variable ◽  
Negative Behaviors ◽  
Deviant Behaviors ◽  
Cross Cultural Differences ◽  
Recent Developments ◽  
Future Research Directions

In the last two decades, workplace deviance becomes one of the most important topics to understand negative behaviors at work. However, many of the studies that examine deviance take a universal perspective and undermine cross-cultural differences. To address this gap, this chapter focuses on cross-cultural differences and its relationship with deviant workplace behaviors. The authors claim that cross-cultural differences can play an important role as an antecedent and/or moderator variable in influencing deviant behaviors. In order to discuss these effects, they first summarize recent developments in individualism-collectivism, tightness-looseness, and honor cultures. Based on their interpretations, target-oriented deviance might be highly contextualized in collectivist cultures, form of deviance and contents of deviance could be different from honor to dignity cultures. In addition, deviant behaviors as responses to specific events might differ whether a person belongs in a tight culture or not. The implications of our arguments and future research directions are discussed.

scholarly journals Cultural variations in whether, why, how, and at what cost people are proactive: A followership perspective

2020 ◽  
pp. 204138662096052
Author(s):  
Tina Urbach ◽  
Deanne N. Den Hartog ◽  
Doris Fay ◽  
Sharon K. Parker ◽  
Karoline Strauss
Keyword(s):  
Cultural Differences ◽  
Future Orientation ◽  
Cross Cultural ◽  
Cultural Dimensions ◽  
Future Research ◽  
Work Behaviors ◽  
Cultural Variations ◽  
Cross Cultural Differences ◽  
Societal Culture ◽  
Implicit Followership Theories

The objective of this conceptual article is to illustrate how differences in societal culture may affect employees’ proactive work behaviors (PWBs) and to develop a research agenda to guide future research on cross-cultural differences in PWBs. We propose that the societal cultural dimensions of power distance, individualism–collectivism, future orientation, and uncertainty avoidance shape individuals’ implicit followership theories (IFTs). We discuss how these cross-cultural differences in individuals’ IFTs relate to differences in the mean-level of PWB individuals show ( whether), in the motivational states driving individuals’ PWBs ( why), in the way individuals’ enact PWBs ( how), and in the evaluation of PWBs by others ( at what cost). We recommend how future research can extend this theorizing and unpack the proposed cross-cultural differences in PWBs, for example, by exploring how culture and other contextual variables interact to affect PWBs.

scholarly journals Comparison of Conflict Management Style Between Malaysian and Thai Employees: A Case Study in Top Glove Corporation

2018 ◽  
Vol 4 (2) ◽  
pp. 207-220
Author(s):  
Muhammad Amsal Sahban ◽  
Qaiser Abbas
Keyword(s):  
Conflict Management ◽  
Cross Cultural ◽  
Management Style ◽  
Task Conflict ◽  
Future Research ◽  
Test Analysis ◽  
Conflict Styles ◽  
Cross Cultural Differences ◽  
Thai Experience

Objective: This study investigated the fundamental beliefs regarding cross-cultural differences in conflict styles. Methodology: The sample consisted of 46 employees from 2 different countries between Malaysia and Thailand.   T test analysis was used to investigate the effect of conflict styles on both Malaysia and Thai employees.  Results: Findings revealed that the avoiding and compromising styles are generally the most preferred by both Malaysian and Thai employees; accommodating and collaborating are the next preference, followed by competing. Competing is preferred by Malaysian workers rather than Thai workers.  While, Thai employees use more collaborating style rather than Malaysian Employee. We also found that Thai employees rely more on comprising style than Malaysian employees do.  Finally, the meaning of three of the five styles is different from Malaysian and Thai employees: only avoiding and accommodating conflict styles are interpreted similarly by both groups.  Therefore, we conclude that both Malaysian and Thai experience higher levels of task conflict as they use more avoiding style in their workplace.  Areas for future research are considered to get a further finding of this research.

Effects of Differences in National Culture on Auditors' Judgments and Decisions: A Literature Review of Cross-Cultural Auditing Studies from a Judgment and Decision Making Perspective

2013 ◽  
Vol 33 (2) ◽  
pp. 141-164 ◽  
Author(s):  
Christine Nolder ◽  
Tracey J. Riley
Keyword(s):  
Decision Making ◽  
Cultural Differences ◽  
Judgment And Decision Making ◽  
Cross Cultural ◽  
Future Research ◽  
Probability Judgments ◽  
Cross Cultural Differences ◽  
Multicultural Environment ◽  
Audit Firms ◽  
Auditor Judgments

SUMMARY: Motivated by the growing cultural diversity of new hires in audit firms, this paper reviews the literature on cross-cultural differences in auditors' judgment and decision making (JDM). The overarching aim of the review is to summarize the current state of knowledge and compare our understanding of cross-cultural auditors' JDM with the broader cross-cultural JDM research in psychology to stimulate applied research. We develop a framework that categorizes those auditor judgments and decisions most likely affected by cross-cultural differences. The categories include auditors' confidence, risk and probability judgments, risk decisions, conflict decisions, and ethical judgments. We contribute to the cross-cultural audit research in four ways. First, we provide a framework by which future research can be synthesized within auditing and compared with psychology. Second, we recommend specific research questions to respond to both the gaps in extant literature and the changing multicultural environment of audit firms. Third, we advocate for an alternative theoretical approach beyond the examination of cultural traits. Finally, we argue that bicultural auditors represent an unexplored boundary condition on prior findings that warrants more immediate attention from audit researchers.

Cross‐cultural differences in conflict management

2009 ◽  
Vol 20 (4) ◽  
pp. 355-376 ◽  
Author(s):  
Lorna Doucet ◽  
Karen A. Jehn ◽  
Elizabeth Weldon ◽  
Xiangming Chen ◽  
Zhongming Wang
Keyword(s):  
Conflict Management ◽  
Cultural Differences ◽  
Cross Cultural ◽  
Cross Cultural Differences

Cultural Differences in the Perception of Personal Growth Among Adolescents

2018 ◽  
Vol 53 (4) ◽  
pp. 428-442
Author(s):  
Whitney Dominick ◽  
Kanako Taku
Keyword(s):  
United States ◽  
Cultural Differences ◽  
Personal Growth ◽  
Stressful Life Event ◽  
The United States ◽  
Cross Cultural ◽  
Stressful Life ◽  
Future Research ◽  
Cross Cultural Differences ◽  
Japanese Adolescents

Research shows that some adolescents experience positive psychological changes resulting from highly stressful life events. Because “positive change” is a value-laden concept, there may be cross-cultural differences in this conception of growth. The purpose of this study was to qualitatively and quantitatively assess different perceptions of personal growth across cultures. Adolescents from Japan ( n = 288, Mage = 16.16) and the United States ( n = 155, Mage = 16.21) completed demographic information and wrote three words describing their perception of personal growth. Results showed 443 different words generated, which were condensed into 12 categories. The types of words generated differed between nationalities, with Japanese adolescents generating more words related to social connection, and adolescents in the United States generating words related to change. Gender differences were found in physical change and age differences in the knowledge categories. Results demonstrate cross-cultural differences as well as similarities in the conceptualization of personal growth. Future research may examine how adolescents change the meaning of personal growth after experiencing personal growth resulting from a stressful life event.

Understanding Cross-Cultural Differences in the Work Stress Process

2018 ◽  
pp. 224-249
Author(s):  
Marcus J. Fila ◽  
Morgan S. Wilson
Keyword(s):  
Cultural Differences ◽  
Work Stress ◽  
Cross Cultural ◽  
Cultural Work ◽  
Future Research ◽  
Stress Process ◽  
Business Educators ◽  
Cross Cultural Differences ◽  
Related Stress ◽  
National Boundaries

Work-related stress is considered to be a modern-day pandemic. Excessive work stress has costly implications for individuals, their organizations, and societal functioning, due to its links to physical and psychological strains, and unwanted behavioral reactions. Cross-cultural differences in how stressors are appraised and responded to add nuance and enormous complexity to the work stress process. However, it is becoming increasingly imperative for business educators to understand what these differences are as more workers move from one country to another, and more organizations operate across national boundaries. Therefore, this chapter reviews research to date on how work stress is interpreted and responded to differently across national cultures. A theoretical framework of cross-cultural work stress is presented to help inform business educators and practitioners about the influences of national culture on the work stress process. Finally, recommendations for future research and practical implications of cross-cultural work stress considerations are offered.

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