Effects of cultural femininity on preference for methods of conflict processing: A cross-cultural study

6. Multidisciplinary perspectives on intercultural conflict: the ‘Bermuda Triangle’ of conflict, culture and communication

“…This data thus indicates that far from being a negative strategy that shows lack of concern both for self and for other (see Figure 1 above), promoting conflict avoidance can be a very effective and positive management strategy. This applied linguistic research thus supports other work in organizational behaviour and cross-cultural psychology (e.g., De Dreu 1997;Gire and Carmet 1992;Leung et al 1990;Markus and Kitayama 1991;Morris et al 1998;Ohbuchi and Takahashi 1994) that maintains that conflict avoidance in fact can be motivated by a concern (rather than lack of concern) for others.…”

“…Moreover, others have explored the influence of other values. Leung et al (1990), for instance, 9 investigated the impact of masculinity-femininity using respondents from Canada and The Netherlands (masculine and feminine societies respectively, according to Hofstede"s data), and found that their Dutch respondents preferred more harmony-enhancing procedures than their Canadian respondents did.…”

Interdependent Construal of Self and the Endorsement of Conflict Resolution Strategies in Interpersonal, Intergroup, and International Disputes

“…Markus and Kitayama (1991) noted that in mostly collectivistic cultures, there is an emphasis on inhibiting the expression of anger as a way of promoting harmony and solidarity within the in-group. Individualistic cultures, in contrast, do not inhibit the expression of hostility in different social contexts (that is, in interactions between individuals or between groups) because individuals are allowed to pursue their self-interests and "confrontation is OK." This preference for harmony-enhancing strategies may not extend to members of the out-group (e.g., Leung, 1987;Leung, Au, Fernandez-Dols, & Iwawaki, 1992;Leung, Bond, Carment, Krishnan, & Liebrand, 1990;Leung & Lind, 1986). Research suggests that the expression of anger may be more likely in confrontations with members of an out-group in collectivist cultures because there is no bonding or sense of solidarity with them.…”

An integrated model of perceived unfairness in organizations

“…Leung et al (1990) reported differences in preferences for conflict resolution procedures between Canada and The Netherlands and Leung (1987) found some differences, as well as some similarities, between Chinese and American subjects' preferences for dispute resolution procedures. Although little research has been done on this topic, it seems a safe assumption that different cultures may evaluate different procedures differently (Lind and Tyler, 1988).…”