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Culturally specific prejudices: interpersonal prejudices of individualists and intergroup prejudices of collectivists

Yuka Fujimoto (Deakin University, Faculty of Business and Law, Bowater School of Management and Marketing, 221 Burwood Hwy, Burwood VIC 3125, fujimoto@deakin.edu.au)
Charmine E.J. Härtel (Director of Centre for Business Research, Deakin Business School, Deakin University, 336 Glenferrie Road, Malvern, Victoria, Australia 3144)

Cross Cultural Management: An International Journal

ISSN: 1352-7606

Article publication date: 1 September 2004

Abstract

The authors propose that the nature of prejudice differs across cultures. A model is introduced that proposes that the interpersonal perspective associated with individualist cultures (Westerners) leads to interpersonal prejudices, whereas the intergroup perspective associated with collectivist cultures (Easterners) leads to intergroup prejudices. These prejudices, in turn, are argued to impact on the outcomes of individuals working in intercultural teams. An organisational diversity climate of openness fostered by diversity oriented HRM and the combined use of individualist and collectivist HRM policies and practices is proposed to minimize the negative effects of such prejudices can be minimized.

Keywords

Citation

Fujimoto, Y. and Härtel, C.E.J. (2004), "Culturally specific prejudices: interpersonal prejudices of individualists and intergroup prejudices of collectivists", Cross Cultural Management: An International Journal, Vol. 11 No. 3, pp. 54-69. https://doi.org/10.1108/13527600410797846

Publisher

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Emerald Group Publishing Limited

Copyright © 2004, Emerald Group Publishing Limited