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1 – 10 of over 178000Sara Yamini, Kyriaki Fousiani and Barbara Wisse
In this meta-analysis, the authors investigate the relationship between self-construal and conflict management strategies and shed light on the inconsistent findings in the…
Abstract
Purpose
In this meta-analysis, the authors investigate the relationship between self-construal and conflict management strategies and shed light on the inconsistent findings in the literature. Moreover, they examine the mediating role of face concerns in this relationship. Importantly, the present meta-analysis is the first to test the assumptions of face-negotiation theory with the meta-analytic structural equation modeling (MASEM), which enabled the authors to test the hypothesized relationships in one single model.
Design/methodology/approach
The authors used the method of MASEM to test the relationship between self-construal and conflict management and assess the mediating role of face concerns. In this regard, the authors employed one-stage meta-analytic structural equation modeling to perform MASEM and its moderators.
Findings
Two hundred fifty-four effect sizes based on thirty-three studies were pooled in this meta-analysis. The authors found that individuals with stronger independent self-construal and stronger self-face concerns were more likely to use forcing. Moreover, the relationship between independent self-construal and forcing was mediated by self-face concerns. Individuals with a stronger interdependent self-construal and individuals with stronger other-face concerns were more likely to use problem-solving and yielding. The relationship between interdependent self-construal and problem-solving and yielding was mediated by other-face concerns. Finally, interdependent self-construal also had an indirect effect, via other-face concern, on avoiding and compromising.
Originality/value
The present meta-analysis is the first effort that the authors are aware of to test the assumptions of face-negotiation theory (FNT) using MASEM method. The authors used one-stage meta-analytic structural equation modeling viewed as the state of the methods to perform MASEM and its moderators. They employed full information meta-analytic structural equation modeling to show the generalizability and heterogeneity of structural equation modeling parameters. They applied studentized deleted residuals to assess outlier analysis and also conducted different methods to perform MASEM to check the robustness of the findings resulted. Finally, the current study adds multiple methods of assessing for publication bias.
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Frances P. Brew, David and R. Cairns
Ting‐Toomey's (1988) face‐negotiation theory of conflict predicts that choice of conflict style is closely associated with face‐negotiation needs, which vary across cultures. This…
Abstract
Ting‐Toomey's (1988) face‐negotiation theory of conflict predicts that choice of conflict style is closely associated with face‐negotiation needs, which vary across cultures. This study investigated this prediction in a workplace setting involving status and face‐concern with a sample of 163 Anglo‐Australian and 133 Chinese university students who were working full or part‐time. The association of type of communication (direct or cautious) according to type of face‐threat (self or other) and work status (subordinate, co‐worker or superior) with preferences for three conflict management styles (control, solution‐oriented, non‐confrontational) was examined for the two cultural groups. The results showed that: (1) as predicted by the individualist‐collectivist dimension, Anglo respondents rated assertive conflict styles higher and the non‐confrontational style lower than their Chinese counterparts; (2) overall, both Anglo and Chinese respondents preferred more direct communication strategies when self‐face was threatened compared with other‐face threat; (3) status moderated responses to self and other‐face threat for both Anglos and Chinese; (4) face‐threat was related to assertive and diplomatic conflict styles for Anglos and passive and solution‐oriented styles for Chinese. Support was shown for Ting‐Toomey's theory; however the results indicated that, in applied settings, simple predictions based on only cultural dichotomies might have reduced power due to workplace role perceptions having some influence. The findings were discussed in relation to areas of convergence and the two cultural groups; widening the definition of “face”; and providing a more flexible model of conflict management incorporating both Eastern and Western perspectives.
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This study examines the effect of face on consumer responses to socially responsible hospitality brands and the influence of the consumption setting. Based on the literature on…
Abstract
Purpose
This study examines the effect of face on consumer responses to socially responsible hospitality brands and the influence of the consumption setting. Based on the literature on face concern, the consumption setting is expected to influence the effect of face on consumer responses to socially responsible brands.
Design/methodology/approach
An experimental design with face concern (low vs high) under two consumption settings (private vs public) was adopted for a fictitious hotel involved in community service. To test this design, 360 participants were recruited.
Findings
The results showed that face positively affected consumer responses to socially responsible hospitality brands. Consumers with a high (vs low) level of face concern had higher purchase intention and a greater propensity to spread positive word-of-mouth for hospitality brands with strong corporate social responsibility (CSR) associations. In addition, the favorable effect of face concern on consumer responses was more pronounced in a public consumption setting than in a private consumption setting.
Practical implications
Hospitality service managers could strengthen the physical evidence of CSR brands during service encounters. This strategy would be more effective for consumers who have a high level of face concern and lead to an increase in revisit intention.
Originality/value
This study highlights the effect of face on consumer responses to CSR brands and the influence of the consumption setting. Managerial implications for hospitality service managers regarding communication and brand management strategies are discussed.
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Lisa C. Wan, Patrick S. Poon and Chunling Yu
Face concern is a personal value that refers to the extent an individual shows regard for or interest in the protection and enhancement of face. This study aims to examine the…
Abstract
Purpose
Face concern is a personal value that refers to the extent an individual shows regard for or interest in the protection and enhancement of face. This study aims to examine the moderating influence of face concern on consumer responses to brands associated with corporate social responsibility (CSR).
Design/methodology/approach
An experimental study was conducted to test the proposed conceptual model in consumer reactions to CSR brands.
Findings
The results show that consumers with a high face concern (vs low face concern) have a better quality perception toward CSR brands than non-CSR brands. In addition, they also have a higher purchase intention and propensity to recommend the CSR brands than those with a low face concern. However, this interaction effect between face concern and brand type (CSR brand vs non-CSR brand) is mediated by consumers’ perceived quality of the brand.
Practical implications
This study provides critical implications for the formulation of brand management strategies, particularly for international firms entering an Asian country like China where people generally have a high degree of face concern.
Originality/value
This study highlights the moderating role of face concern in the relationship between consumer responses and brands associated with CSR. It also suggests the mediating role of consumers’ perceived brand quality in the relationship between brand types (CSR brands vs non-CSR brands) and consumer responses.
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Shangzhi (Charles) Qiu, Mimi Li, Anna S. Mattila and Wan Yang
This study aims to investigate the moderating effect of in-group social presence on the relationship between face concern and hotel customers’ behavioral responses to service…
Abstract
Purpose
This study aims to investigate the moderating effect of in-group social presence on the relationship between face concern and hotel customers’ behavioral responses to service failures.
Design/methodology/approach
Participants were randomly assigned to two conditions: in-group presence vs control group. They read a scenario describing a hotel check-in service failure and answered questions regarding their behavioral intention after the failure and level of face concern.
Findings
The results indicate that face concern is positively associated with the intention to voice a complaint, to spread negative word-of-mouth and to post negative online reviews. While the impact of face concern on complaint intention became insignificant in the presence of an in-group, its effect on posting negative online reviews was enhanced when surrounded by an in-group.
Research limitations/implications
It addresses the long-lasting debate about the association between face concern and various types of behavioral responses to service failure. Practically, extra attention should be paid to the process quality when serving face concerned customers, particularly when they are accompanied by important others.
Originality/value
This study enriches the literature on cultural effects by identifying the situational effect of face concern on customers’ service failure responses. A model that describes the situational effect of face concern on different types of behavioral intention has been built.
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John Oetzel, Adolfo J. Garcia and Stella Ting‐Toomey
Prior research demonstrates the importance of face in conflict situations. However, the direct relationship of face concerns to facework behaviors has limited empirical support…
Abstract
Purpose
Prior research demonstrates the importance of face in conflict situations. However, the direct relationship of face concerns to facework behaviors has limited empirical support. Therefore, the purpose of this study is to investigate the relationships among self‐, other‐, and mutual‐face concern and 11 facework strategies within Chinese, Japanese, German, and USA national cultures in recalled conflict situations.
Design/methodology/approach
The study was conducted by administering a survey to 768 participants from China, Japan, Germany, and the USA who recalled a conflict situation. Participants completed a self‐report questionnaire about their attitudes and conflict behaviors during a recalled conflict. Regression analysis and comparisons of correlations were utilized to examine relationships between face concerns and facework across the four cultures.
Findings
The major findings are: other‐face is associated with remain calm, apologize, private discussion, giving in and pretend positively and express emotion negatively; self‐face is associated with defend positively; mutual‐face is associated with aggression negatively; associations among face concern and facework strategies have some cultural differences, but are largely consistent for the pan‐cultural relationships among face and facework.
Research limitations/implications
Provides evidence that many of the face/facework relationships are consistent across cultures; uses self‐report questionnaires to operationalize attitudes and behaviors about conflict which are subject to self‐serving bias.
Practical implications
The findings are useful for scholars and practitioners interested in intercultural communication, negotiation, and conflict. The findings suggest that training participants about face concerns and facework may be fruitful for improving conflict management. Such training needs to consider cultural differences.
Originality/value
The research endeavor directly identifies what relationships exist between face concern and facework. The link was assumed but has limited empirical support and none cross‐culturally.
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Nathalie Desrayaud and Carolyn M. Hurley
This study aims to understand how cultural variables – collectivism and face concerns – influence perceived and ideal organizational conflict cultures in two multicultural…
Abstract
Purpose
This study aims to understand how cultural variables – collectivism and face concerns – influence perceived and ideal organizational conflict cultures in two multicultural societies.
Design/methodology/approach
Individuals studying in Singapore (N = 162) and the USA (N = 216) completed an online survey. Hierarchical regression analyses tested the hypotheses.
Findings
Regardless of cultural background, individuals prefer agreeable conflict cultures, with over 95% scoring above the scale mid-point. Ideal passiveness varied; highly collective and mutual face concerned individuals were more likely to idealize active conflict cultures. Collectivism overall was associated with perceiving and idealizing active and agreeable conflict cultures, though some relationships were only significant for one sample. Self-face concerned individuals were more likely to perceive passive conflict cultures.
Research limitations/implications
Culture influences organizational conflict cultures, but not necessarily in stereotypical ways. Despite cultural and geographical differences, the data provide evidence for a universal preference for agreeable conflict cultures. This finding is encouraging, given the increase in workplace diversity and desire to be responsive to needs of equity and inclusion. Therefore, leaders and managers should strive to establish agreeable conflict norms, even in the most culturally diverse organizations. The young, college student sample may not represent all working people, although the authors only recruited students with jobs who worked 28 h per week on average.
Originality/value
This research demonstrates the value of considering multiple levels of influence on conflict, advances the theory and measurement of organizational conflict cultures and identifies powerful similarities among diverse employees.
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Zhining Wang, Dandan Liu and Shaohan Cai
This paper aims to examine the effect of self-reflection on employee creativity in China. The authors identify individual intellectual capital (IIC) as a mediator and concerns for…
Abstract
Purpose
This paper aims to examine the effect of self-reflection on employee creativity in China. The authors identify individual intellectual capital (IIC) as a mediator and concerns for face as a moderator for this relationship.
Design/methodology/approach
A sample of 351 dyads of full-time employees and their immediate supervisors from various Chinese companies were surveyed. Regression analysis and structural equation modeling were used to test the research model.
Findings
Three dimensions of self-reflection significantly affect IIC and subsequently lead to employee creativity; IIC mediates the relationship between three dimensions of self-reflection and employee creativity; concern for face negatively moderates the effect of IIC on employee creativity.
Practical implications
Managers can facilitate employees’ creativity by motivating them to conduct self-reflection and develop IIC, and by nurturing a safe atmosphere that allows individuals to take risks without losing face.
Originality/value
This is one of the first empirical studies to investigate the mediating effects of IIC and the moderating effects of concerns for face on the relationship between self-reflection and creativity.
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Stella Ting‐Toomey, Ge Gao, Paula Trubisky, Zhizhong Yang, Hak Soo Kim, Sung‐Ling Lin and Tsukasa Nishida
The objective of this study was to test Ting‐Toomey's (1988a) theory on conflict face‐negotiation. More specifically, the study examined the relationship between face maintenance…
Abstract
The objective of this study was to test Ting‐Toomey's (1988a) theory on conflict face‐negotiation. More specifically, the study examined the relationship between face maintenance dimensions and conflict styles in Japan, China, South Korea, Taiwan, and the United States. The results were summarized as follows: (1) Cultural variability of individualism‐collectivism influences two face maintenance dimensions—self‐face concern and other‐face concern; (2) Cultural variability influences conflict styles, with U.S. members using a higher degree of dominating conflict style than their Japanese and Korean cohorts, and the Chinese and Taiwanese members using a higher degree of obliging and avoiding conflict management styles than their U.S. counterparts; (3) Overall, face maintenance dimensions served as better predictors to conflict styles rather than conflict styles to face dimensions; (4) Self‐face maintenance was associated strongly with dominating conflict style, and other‐face maintenance was associated strongly with avoiding, integrating, and compromising styles of conflict management. Directions for future testing of the conflict face‐negotiation theory were proffered.
Stephen M. Croucher, Stephanie Kelly, Hui Chen and Doug Ashwell
The purpose of this study is to examine the relationships between face concerns, articulated (upward) dissent and organizational assimilation. In this study, articulated dissent…
Abstract
Purpose
The purpose of this study is to examine the relationships between face concerns, articulated (upward) dissent and organizational assimilation. In this study, articulated dissent was conceptualized as a type of dissent.
Design/methodology/approach
A questionnaire was distributed to 370 working adults in the USA via Qualtrics. The questionnaire measured five face concerns, namely, self, other and mutual-face, articulated dissent and organizational assimilation. Before hypothesis testing, each measure was subjected to a confirmatory factor analysis to ensure that the hypothesized factor structure held. Pearson correlation and ordinary least squares estimation were used to test the hypotheses.
Findings
Conceptualizing dissent as a type of conflict, the findings of the current study are as follows: self-face and assimilation are positively correlated, other-face and assimilation are positively correlated, mutual-face and assimilation are positively correlated, assimilation and articulated dissent are positively correlated and organizational assimilation mediated the relationship between mutual-face and articulated dissent.
Research limitations/implications
Theoretically, the self-presentation process (face) is more critical as a person becomes part of an organization; it is through assimilating into an organization that members become familiar with the norms of an organization and more comfortable dissenting to their superiors (articulated dissent); and the more the authors integrate with the work colleagues the more the authors engage in mutual face-saving.
Practical implications
The results of this study demonstrate that self-presentation is critical as a person becomes part of an organization, particularly when it comes to managing conflict.
Originality/value
This is the first study to link facework with organizational dissent. The results add to the understanding of how face affects whether we choose to express this kind of conflict behavior.
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