Elena Gheorghiu, PhD Candidate, Publishes Article in The Social Science Journal
KENNESAW, Ga. (Sep 26, 2016) —
- Acculturation differences account for variations in perceived workplace conflict.
- Assimilation is not significantly associated with perceptions of workplace conflict.
- Integration significantly reduces perceptions of workplace conflict.
- Marginalization and separation significantly increase perceptions of conflict.
- Women perceive more conflict in the workplace than their male counterparts.
Although workplace diversity is routinely associated with the expansion of talent pools and maximization of organizational productivity, research suggests that heterogeneous workplaces may also be more prone to organizational conflict. Studies have examined a variety of identity-based interpersonal differences as sources of organizational conflict, including gender, racial, ethnic, age, seniority, or personality type differences. In the light of the increasing effects of globalization on academic organizational landscapes, there is a dearth of research on the link between academic immigration and perceptions of organizational conflict. Using a sample of foreign-born professors at institutions of higher education in the United States, the present study examines how different types of acculturation strategies affect immigrant academics' perceptions of conflict in the workplace.
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