Culture and Conflict

By H. Triandis. 2000

284 citations recorded by the source corpus.

Members of different cultures sample with diverse probabilities different kinds of information from their environment. Some sample the content of communications more than the context (e.g. tone of voice, gestures), whereas others do the reverse. Some sample processes internal to individuals (e.g. attitudes, beliefs) whereas others sample processes external to individuals (e.g. social influences, roles) with higher probabilities. Some give greater weights to ascribed attributes of persons, such as ethnicity, race, religion, and others to achieved attributes, such as beliefs, attitudes, or a record of achievements. These differences have profound implications for the probability of conflict and the type of conflict that will develop between individuals and groups. Les membres d'une culture echantillonnent differents types d'informtion de leur environnement avec des probabilites differentes. Certains echantillonnent le contenu des communications davantage que le contexte (ex: ton de la voix, gestes), tandis ...

Subfields: Demography, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/868b13ac2b07549ff17d0099396ba10754308c4f

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Citations in the corpus

Do Child-Rearing Values in Taiwan and the United States Reflect Cultural Values of Collectivism and Individualism? (2003, background): “Western cultures, including the United States, have typically been portrayed as promoting values associated with individualism, such as self-confidence, achievement, and independence (Harwood, Schoelmerich, Schulze, & Gonzalez, 1999; Hofstede, 1980; Kohn, 1969; Triandis, 2000).”
On Cultural and Macroeconomic Contingencies of the Entrepreneurial Orientation–Performance Relationship (2014, background): “Collectivistic cultures value relationships in business exchanges more than they do objective, task-related facts (Gelfand et al., 2004; Triandis, 2000), so it is likely that an entrepreneurial firm that brings products to the marketplace ahead of its competition will get support from its existing c”
Intragroup conflict as a mediator between cultural diversity and work group outcomes (2007, background): “also argued that culturally diverse groups experience more negative group outcomes than culturally homogeneous groups because of ingroup favoritism, prejudice against members of outgroups, errors in communication, and differing perceptions and attributions among group members (Adler, 1997; Ibarra, 1”
Individualism‐collectivism in horizontal and vertical directions as predictors of conflict management styles (2008, background): “Individualism is usually expressed through qualities such as independence from the in-group, displaying uniqueness, focusing on costs and benefits when evaluating relationships, giving importance to fulfilling personal needs over group needs, and using one's own attitudes to guide actions rather tha”