Interactions among culturally diverse personnel: an analysis of individual difference variables

Moeller, Miriam, Harvey, Michael and Maley, Jane F. (2015) Interactions among culturally diverse personnel: an analysis of individual difference variables. Equality, Diversity and Inclusion, 34 8: 705-725. doi:10.1108/EDI-05-2014-0036


Author Moeller, Miriam
Harvey, Michael
Maley, Jane F.
Title Interactions among culturally diverse personnel: an analysis of individual difference variables
Journal name Equality, Diversity and Inclusion   Check publisher's open access policy
ISSN 1758-7093
2040-7149
Publication date 2015-11-16
Sub-type Article (original research)
DOI 10.1108/EDI-05-2014-0036
Open Access Status Not Open Access
Volume 34
Issue 8
Start page 705
End page 725
Total pages 21
Place of publication Bingley, United Kingdom
Publisher Emerald Group Publishing
Language eng
Formatted abstract
Purpose: The purpose of this paper is to investigate attitudes toward interacting with foreign
nationals from emerging and developed markets. Differences in attitudes are assessed using liabilityof-foreignness
factors.

Design/methodology/approach:  Purposive sample collected at a private university in Australia;
hierarchical linear modeling approach examines differences across regions of Australia, Asia, Middle
East, Europe, and North America; Type 2 moderated mediation procedures.

Findings:  Findings argue for variations across individual difference variables relative to the
inclination to interact with emerging markets foreign nationals. Europeans’ willingness to interact with
emerging market foreign nationals is diminished with high levels of tendency to stereotype, whereas
North Americans’ willingness to interact with developed market foreign nationals is enhanced with
high levels of tendency to stereotype.

Research limitations/implications:  Use of self-reported measures may limit validity and
generalizability; cross-sectional data; common method variance.

Practical implications:  A greater consideration of cultural diversity inherent in the workforce
allows for diminished adjustment difficulties. Acknowledgment and contextualization of diversity is
not an option but a necessity upon which organizations must act to reach their fullest potential in
respective foreign locations.

Social implications:  Supports greater respect for social and cultural beliefs, norms, and values.
Respect has implications for relationships and performance.

Originality/value:   Content presents diversity issues within global organizations on their quest to
employ global talent.
Keyword Attitude
Emerging and developed markets
Global awareness
Personality
Region of origin
Q-Index Code C1
Q-Index Status Provisional Code
Institutional Status UQ

Document type: Journal Article
Sub-type: Article (original research)
Collections: Official 2016 Collection
UQ Business School Publications
 
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