Conflict‐Handling Behaviors of Korean Immigrants in the United States

Abstract

Although there is a great deal of literature that has focused on confl icts faced by monocultural people, cross-cultural confl ict scholars have not yet focused on the confl icts faced by bicultural people. Th is topic deserves more study as cultural clashes-confl icts between foreign-born residents and Americans-are prevalent. Considering the number of the immigrants in the United States and the speed of globalization, more confl icts could arise not only in the workplace, but also anywhere else, such as between neighbors, coworkers, colleagues, peers, and even among intercultural family members. Th erefore, in order to prepare for this type of confl ict, this research examined confl ict-handling behaviors of bicultural people. Among many immigrants, this study focused on Korean immigrants in the United States through the Confl ict Communication Scale ( CCS ) and compared the results with nationality, the amount of time that the immigrants have lived in the United States, the level of acculturation, and gender.

Loving Foreign Workers in an Era of Growing Nationalism

“…Similarly, Christian managers can also show mercy in accordance with Micah 6:8 by appreciating that different cultures have distinctive ways of handling conflicts. Employees may have contrasting perspectives on how to address a conflict depending on whether they come from an individualistic or collectivistic society (Choi, 2017). Individuals from an individualistic culture usually express needs and wants through direct communications while individuals from a collectivistic culture rarely express personal opinion (Choi, 2017).…”

“…Employees may have contrasting perspectives on how to address a conflict depending on whether they come from an individualistic or collectivistic society (Choi, 2017). Individuals from an individualistic culture usually express needs and wants through direct communications while individuals from a collectivistic culture rarely express personal opinion (Choi, 2017). Thus, in response to conflict, the former employee will likely use confrontation and the latter employee may be more accommodating.…”

“…Thus, in response to conflict, the former employee will likely use confrontation and the latter employee may be more accommodating. Further, an employee can come from a high-context culture that is relationship-oriented or a low-context culture where relationships are not emphasized (Choi, 2017). Finally, some employees may come from a cultural where saving the other person's face is a priority (Choi, 2017).…”

“…Further, an employee can come from a high-context culture that is relationship-oriented or a low-context culture where relationships are not emphasized (Choi, 2017). Finally, some employees may come from a cultural where saving the other person's face is a priority (Choi, 2017). Managers can primarily address conflicts that arise between individuals from these different cultural contexts by offering various private methods for employees to provide their opinions (Choi, 2017).…”

Superordinate Identity in Zainichi Koreans (Koreans Living in Japan)

“…Considering the speed of globalization, this type of conflict could increase, as individuals of dual or multiple cultures could possess multicultural identities (Choi, 2016). Bhatia (2001) posited that people with multicultural identities experienced both internal and external conflict between their different identities.…”