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This research examines the relationships among individualism-collectivism (IND-COL), conflict management styles and conflict satisfaction. The authors aim to explain some of the inconclusive findings in the literature related to IND-COL and conflict styles by studying IND-COL as states, rather than dispositional traits. By taking a dynamic approach to conceptualizing IND-COL and measuring IND-COL over time, we investigate how different ratios of individualistic-to-collectivistic orientations are associated with different conflict management styles. Results show that individuals who employed a balanced focus (1:1 ratio) of both individualistic and collectivistic orientations utilized an integrative style in conflict more than individuals with either a strong individualistic or collectivistic orientation. Integrative style was associated with higher levels of satisfaction with conflict outcomes, processes, relationships, goal attainment and job satisfaction at work. Individuals with predominant focus on individualism utilized a dominating style more, whereas individuals with predominant focus on collectivism utilized obliging and avoiding styles. Furthermore, results show that state-level IND-COL is a better predictor of conflict management styles than trait-level IND-COL. Past research has focused on studying IND-COL primarily as a trait variable at the individual level, but we examine IND-COL as states in relation to conflict management styles. In addition, we investigate the combined and optimal effects of both individualism and collectivism value-orientations on conflict management styles.

The racialization of COVID-19 as an Asian virus has been linked to growing reports of racial harassment and violence targeting Asian Americans. We examine one such manifestation of racial harassment against Asians in the form of workplace microaggressions, such as a coworker referring to the virus as the "Chinese virus" and the negative impact that these forms of racial microaggressions can have on those who witness them. We also examine the influence of a leader who intervenes versus a leader who stays silent when a microaggression occurs, highlighting the positive impact of leaders who condemn microaggressions while underscoring the negative impact of leaders who stay silent. We found that, among those who witness microaggressions, Asian Americans were more likely to ruminate and report negative perceptions of the aggressor than Whites. We also found that leader intervention improved perceptions of leader effectiveness and that leader trust mediated this process, especially among Asian Americans. Additionally, we found that leader intervention decreased turnover intentions.

Purpose
The purpose of this paper is to investigate the experiences of nonnative speakers in conflictual situations with native speakers in the workplace. In three studies, the authors examine whether nonnative speakers experience stereotype threat in workplace conflict situations with native speakers, whether stereotype threat is associated with certain conflict managing behaviors (e.g. yielding and avoiding) and the relationship between stereotype threat, satisfaction with conflict outcomes and processes, and objective conflict outcomes.


Design/methodology/approach
Studies 1 and 2 use critical incident recall methodology to examine nonnative speakers' conflict behaviors and satisfaction with conflict outcomes. In Study 3, data were collected from a face-to-face simulation with a random-assignment design.


Findings
Findings suggest that nonnative speakers indeed experience heightened stereotype threat when interacting with native speakers in conflict situations and the experience of stereotype threat leads to less satisfaction with conflict outcomes, perceptions of goal attainment, as well as worse objective conflict outcomes.


Originality/value
The current study is one of the first studies to document the effects of accent stereotype threat on conflict behaviors and outcomes. More broadly, it contributes to the conflict studies literature by offering new insight into the effects and implications of stereotype threat on workplace conflict behaviors and outcomes.

AbstractGiven the pervasiveness of conflict at work and its potential negative consequences, it is important to know how managers can deal with conflicts constructively. Employees and managers are often required to navigate through a multiplicity of conflicts, including disputes with their supervisors and supervisees of either a cooperative, win–win or competitive, win–lose nature. The goal of this study was to examine how the capacity of South Korean workers to respond adaptively to different or changing types of conflict situations impacts their job‐related well‐being and turnover intentions. Specifically, we hypothesized and found that more adaptive responses to conflict—those that utilize different behavioral strategies that are aligned with the normative demands of presenting conflict situations—were positively related to satisfaction with conflict outcomes, job‐related well‐being, and lower intentions to quit one's job among managers and employees in South Korea. These findings are consistent with those from similar studies in the United States, providing support for the generalizability of the model to other cultural contexts. Theoretical and practical implications of the results as well as directions for future research are discussed.

PurposeThe purpose of this paper is to propose that a moreoptimal regulatory focusin conflict reflects amix of promotion and preventionconsiderations because conflict often elicits needs for promoting well-being as well as needs for preventing threats to security and interests. Two studies using distinct methodologies tested the hypothesis that social conflict is associated with better outcomes when the parties construe the conflict with a regulatory focus that reflects a combination of both promotion and prevention orientations.Design/methodology/approachStudy 1 was an experiment that framed the same low-intensity conflict scenario as either prevention- or promotion-focused, or as both. In Study 2, we mouse-coded stream-of-thought accounts of participants' actual ongoing high-intensity conflicts for time spent in both promotion and prevention focus.FindingsIn Study 1, the combined framing resulted in greater satisfaction with expected conflict outcomes and goal attainment than did either prevention or promotion framing alone. However, a promotion frame alone was associated with greater process and relationship satisfaction. These results were replicated in Study 2.Originality/valuePrior research on regulatory focus has emphasized the benefits of a promotion focus over prevention when managing conflict. The present research offers new insight into how these seemingly opposing motives can operate in tandem to increase conflict satisfaction. Thus, this research illustrates the value of moving beyond dichotomized motivational distinctions in conflict research, to understand the dynamic interplay of how these distinctions may be navigated in concert for more effective conflict engagement. It also illustrates the value of mouse-coding methods for capturing the dynamic interplay of motives as they rise and fall in salience over time.

AbstractBackgroundAlthough a connection between sleep disruption and brain aging has been documented, biological mechanisms need to be further clarified. Intriguingly, aging is associated with circadian rhythm and/or sleep dysfunction in a key gene regulating circadian rhythm, Circadian Locomotor Output Cycles Kaput (CLOCK), has been linked to both aging-related sleep disturbances and neurodegenerative diseases. This study aims to investigate how CLOCK genetic variation associates with sleep duration changes and/or volumetric brain alteration.MethodsThis population-based cross-sectional study used data from the Korean Genome Epidemiology Study and analyzed sleep characteristics and genetic and brain imaging data in 2 221 participants (mean 58.8 ± 6.8 years, 50.2% male). Eleven single-nucleotide polymorphisms (SNPs) in CLOCK were analyzed using PLINK software v1.09 to test for their association with sleep duration and brain volume. Haplotype analysis was performed by using pair-wise linkage disequilibrium of CLOCK polymorphisms, and multivariate analysis of covariance was for statistical analysis.ResultsDecreased sleep duration was associated with several SNPs in CLOCK intronic regions, with the highest significance for rs10002541 (p = 1.58 × 10−5). Five SNPs with the highest significance (rs10002541, rs6850524, rs4580704, rs3805151, rs3749474) revealed that CGTCT was the most prevalent. In the major CGTCT haplotype, decreased sleep duration over time was associated with lower cortical volumes predominantly in frontal and parietal regions. Less common haplotypes (GCCTC/CGTTC) had shorter sleep duration and more decreases in sleep duration over 8 years, which revealed smaller total and gray matter volumes, especially in frontal and temporal regions of the left hemisphere.ConclusionCLOCK genetic variations could be involved in age-related sleep and brain volume changes.