Models of conflict resolution in Japanese, German, and American cultures.

Catherine H. Tinsley·1998·Journal of Applied Psychology
DOI 10.1037//0021-9010.83.2.316

Abstract

The author developed 3 models for resolving conflict from previous literature: resolving conflict by (a) deferring to status power, (b) applying regulations, and (c) integrating interests. Preference for a model is argued to be influenced by culture, which filters information and guides members toward a particular model. The normative conflict models of Japanese, German, and American business managers are predicted from their group rankings on 3 dimensions of cultural variation: (a) hierarchical differentiation, (b) explicit contracting, and (c) polychronicity. The majority of specific hypotheses about cultural group, dimensions, and conflict model are confirmed. Implications of these findings for international business managers as well as cross-cultural researchers are discussed.

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Cited by (6)

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    Hinds, Pamela J., Mortensen, Mark · 2005 · Organization Science
  2. Out of Sight, Out of Sync: Understanding Conflict in Distributed Teams
    Hinds, Pamela J., Bailey, Diane E. · 2003 · Organization Science
  3. A Review and Evaluation of Exploratory Factor Analysis Practices in Organizational Research
    Conway, James M., Huffcutt, Allen I. · 2003 · Organizational Research Methods
  4. Mapping world cultures: Cluster formation, sources and implications
    Ronen, Simcha, Shenkar, Oded · 2013 · Journal of International Business Studies
  5. Research Note —A Model of Conflict, Leadership, and Performance in Virtual Teams
    Wakefield, Robin L., Leidner, Dorothy E., Garrison, Gary · 2008 · Information Systems Research

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CoChat. (2026). Citation check: Models of conflict resolution in Japanese, German, and American cultures. https://app.cochat.ai/papers/10.1037//0021-9010.83.2.316
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Tinsley, C. H. (1998). Models of conflict resolution in Japanese, German, and American cultures. Journal of Applied Psychology. https://doi.org/10.1037//0021-9010.83.2.316

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