Class Preparation
Cross-Cultural Industrial Organizational Psychology and Organizational
Behavior: A Hundred-Year Journey
Main Topics Covered:
1. Importance of Cross-Cultural Understanding
The paper argues that understanding cross-cultural differences is essential for global
businesses. For example, the document talks about the relevance of knowing how
different cultures perceive leadership or approach conflict resolution.
2. Cultural Orientations and Their Impact
The authors discuss different dimensions of culture such as collectivism vs.
individualism, and how they affect workplace attitudes and behaviors. For instance, a
collectivist culture might prioritize teamwork and group achievements over individual
accolades, which could affect performance evaluations or incentive structures in an
organization.
3. Cultural Tightness-Looseness
This concept examines how strict or flexible a culture is regarding social norms. For
example, a 'tight' culture like Japan may have more formal workplace etiquette, while
a 'loose' culture like the United States might be more forgiving of different styles of
interaction.
4. Methodological Approaches
The paper highlights various methods to study cultural variables in I/O psychology,
emphasizing the need for more nuanced approaches. For example, while surveys are
commonly used, they may not capture the complexities of cultural interactions and
may suffer from cultural biases.
5. Applications
The paper discusses the practical applications of these cultural insights in areas like
talent management, team formation, and leadership development. For instance,
what might be considered assertive leadership in one culture could be viewed as
aggressive in another.
6. The Future of Research
The authors advocate for more multi-level and longitudinal studies to better
understand these cultural dynamics. They also encourage collaboration between
researchers from different cultures to enhance the quality of cross-cultural research.
Key Takeaways:
1. Cultural Factors Are Important: Organizations need to consider cultural variables
when implementing policies or developing strategies for international operations.
2. Methodology Matters: To get accurate results, studies must adopt nuanced,
culturally sensitive methods.
3. Practical Applications: Understanding of cross-cultural variables is not just academic
but has practical applications in real-world business scenarios.
4. Need for Further Research: The field still needs comprehensive studies that go
beyond surface-level understanding to address the complexities of cultural
interactions in the workplace.
Adler, N. J., & Aycan, Z. (2018). Cross-cultural interaction: What we
know and what we need to know. Annual Review of Organizational
Psychology and Organizational Behavior, 5, 307–333
Introduction
The paper highlights the growing need for understanding cross-cultural interactions as
globalization and international collaborations increase. It aims to shed light on how people
can interact more successfully across cultures.
Overview of Topics Covered
1. Expatriate Adjustment
• The document discusses how expatriates can face challenges like culture shock
when adjusting to a new environment.
• Example: Local contacts can serve as cultural brokers, helping expatriates
understand the nuances of the host culture. For instance, an expatriate in Japan
might struggle with understanding the local business etiquette but would find it
easier with the help of a local contact.
2. Culture's Direct Impact
• Cultural elements like values, beliefs, and behaviors directly affect how people
interact.
• Example: In hierarchical cultures, subordinates might not openly disagree with
supervisors, which can cause misunderstandings in a multicultural team setting.
3. Cultural Intelligence (CQ)
• CQ is one's ability to interpret and adapt to various cultural cues and situations.
• Example: Someone with high CQ would know that direct eye contact is perceived
as confidence in some Western cultures but might be considered disrespectful in
some Asian cultures.
4. Beyond Cultural Intelligence
• Other factors like personality traits and social skills also matter in cross-cultural
interactions.
• Example: An expatriate with traits like openness and emotional stability might
find it easier to adjust to living in a very different culture than someone who is
more introverted and anxious.
5. Cultural Metacognition
• This involves self-awareness about one's own cultural views and the ability to
plan and adjust one's behavior accordingly.
• Example: Someone with high cultural metacognition would recognize their own
Western-centric views and would actively seek to understand the perspectives of
their Middle Eastern colleagues in a project.
6. Cultural Learning
• The paper discusses the need for cultural learning through training programs.
•
Example: Culture-general training teaches universal principles for interacting
across cultures, while culture-specific training focuses on the norms and
behaviors in a specific country, like how to greet people or conduct business.
Summary of each chapter:
Introduction
The article opens by stressing the significance of cross-cultural interaction in today's
interconnected world. With globalization, understanding cultural differences is not just
advantageous but essential. The authors outline their main objectives: to review existing
research in the field of cross-cultural interaction, and to identify gaps where future research
can focus. They emphasize that their target audience is broad, including academics,
practitioners, and policymakers.
Expatriate Adjustment: What Do We Know?
The authors delve into the complexities that expatriates face when moving to a different
culture. They discuss the roles of language, customs, and social dynamics, but also touch on
"cultural brokers," locals who help expatriates adapt by bridging cultural gaps.
Example: The authors discuss a case where an American executive struggles to adapt to
corporate life in Japan until a local colleague guides him through the intricacies of Japanese
business meetings, such as the importance of silence and consensus.
The Direct Impact of Culture: What Do We Know?
In this section, the authors explore how culture directly affects individual interactions. They
discuss how deeply ingrained cultural norms can dictate behavior in ways that may not be
immediately obvious.
Example: They highlight how a simple interaction, like an employee giving feedback, can be
perceived differently in cultures where direct confrontation is avoided, such as Japan, versus
where it is encouraged, such as the United States.
Cultural Intelligence (CQ): What Do We Know?
Here, the article introduces the idea of Cultural Intelligence (CQ), describing it as a crucial
skill for navigating unfamiliar cultural landscapes. CQ allows individuals to read and adapt to
diverse cultural cues.
Example: A marketing manager with high CQ would be adept at tailoring advertising
campaigns to resonate with local values and traditions, rather than employing a "one-sizefits-all" approach.
Beyond Cultural Intelligence: What Do We Know?
The authors argue that being culturally intelligent is essential but not sufficient. Other skills,
like emotional intelligence and certain personality traits, also play pivotal roles in successful
cross-cultural interaction.
Example: They describe how an extroverted and empathetic individual may find it easier to
form connections and navigate social situations in a foreign culture than someone who is
introverted and less emotionally perceptive.
Cultural Metacognition: What Do We Know?
This section discusses the idea of cultural metacognition, or being self-aware of one's own
cultural biases and being able to adjust behavior based on that awareness.
Example: For instance, a Canadian team leader working in Dubai realizes her tendency to
encourage open debates conflicts with the local preference for hierarchical decision-making.
She adjusts her leadership style to better align with her team's cultural expectations.
The Need for Cultural Learning
In concluding this section of the article, the authors stress the need for formal programs to
instill cultural learning. These can be either general, which provide foundational principles
applicable to various cultures, or specific, which focus on the unique aspects of a particular
culture.
Example: A culture-general training might cover the basics of effective communication and
conflict resolution in any cultural setting, while a culture-specific program might teach
specific gestures, greetings, or taboos in a particular country, like bowing in Japan or
avoiding certain hand gestures in the Middle East.