Verbal-direct strategies are assumed to be the most effective strategies in negotiating condom use. Both cultural and gender differences in communication styles suggest that individuals may negotiate condoms in ways that are not exclusively verbal and direct. This study examined the use of other forms of condom negotiations by developing an exploratory scale that distinguished strategies on how verbal and direct they were (i.e., verbal-direct, verbal-indirect, nonverbal-direct, nonverbal-indirect). The study compared the use of negotiation strategies among Asian and White American students at a northern California university. Results indicated that although direct strategies (verbal and nonverbal) were more frequently used, condom users also employed indirect strategies (verbal and nonverbal) to negotiate condom use. Moreover, Asians used verbal-indirect strategies more than Whites. Women used nonverbal-indirect strategies more than men. HIV preventions seeking to be culturally sensitive to Asians and women may benefit from incorporating these strategies into their interventions.
Purpose
– The purpose of this paper is to provide a concise introduction of sustainability in human resource management (HRM) from the western perspective. With a review of Confucian thinking, it argues that the application of sustainability in HRM is more effective and efficient under the influence of Confucian values. Therefore, Chinese companies are likely ready to embrace the concept of sustainability and implement sustainable people management practices.
Design/methodology/approach
– The paper is mainly theoretical in perspective. It also draws on semi-structured interview data derived from a study conducted in companies that operated in two cities in China: Guangzhou and Beijing to support the discussion of synergies between Confucian values and the western concept of sustainability in HRM.
Findings
– In the interviews, it was evident that the interviewees were adhered to Confucian values, although they did not make the connection explicit. The interview data also showed how Confucian values (e.g. Ren, Yi, Li) affect Chinese management of human resources.
Research limitations/implications
– The number of interviewees involved was not sufficient to allow a conclusive comparison between groups. Further research is needed to develop comparisons.
Practical implications
– The paper suggests a favourable application of Confucian values in sustainable people management practices.
Originality/value
– The interview data provide insight into how Confucian values lend support to sustainability in HRM.
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