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In response to the somewhat paradoxical combination of increasing diversity in the global workforce and the resurgence of nationalism in an era of global mobility, the purpose of this paper is to uncover how employees on international assignments respond to exposure to new cultures. Specifically, the paper aims to explicate the underlying psychological mechanisms linking expatriates’ monocultural, multicultural, global and cosmopolitan identity negotiation strategies with their responses toward the host culture by drawing upon exclusionary and integrative reactions theory in cross-cultural psychology.

This conceptual paper draws on the perspective of exclusionary vs integrative reactions toward foreign cultures – a perspective rooted in cross-cultural psychology research – to categorize expatriates’ responses toward the host culture. More specifically, the study elaborates how two primary activators of expatriates’ responses toward the host culture – the salience of home-culture identity and a cultural learning mindset – explain the relationship between cultural identity negotiation strategies and expatriates’ exclusionary and integrative responses, providing specific propositions on how each type of cultural identity negotiation strategy is expected to be associated with expatriates’ exclusionary and integrative responses toward the host culture.

The present study proposes that expatriates’ adoption of a monocultural identity negotiation strategy is positively associated with exclusionary responses toward the host culture and it is negatively associated with integrative responses toward the host culture; expatriates’ adoption of a multicultural identity negotiation strategy is positively associated with both exclusionary responses and integrative responses toward the host culture; expatriates’ adoption of a global identity negotiation strategy is negatively associated with exclusionary responses toward the host culture; and expatriates’ adoption of a cosmopolitan identity negotiation strategy is negatively associated with exclusionary responses, and positively associated with integrative responses toward the host culture. The following metaphors for these different types of cultural identity negotiation strategies are introduced: “ostrich” (monocultural strategy), “frog” (multicultural strategy), “bird” (global strategy) and “lizard” (cosmopolitan strategy).

The proposed dynamic framework of cultural identity negotiation strategies illustrates the sophisticated nature of expatriates’ responses to new cultures. This paper also emphasizes that cross-cultural training tempering expatriates’ exclusionary reactions and encouraging integrative reactions is crucial for more effective expatriation in a multicultural work environment.

In response to the somewhat paradoxical combination of increasing diversity in the global workforce and the resurgence of nationalism in an era of global mobility, this chapter aims to uncover how employees on international assignments respond to exposure to new cultures. Specifically, the study aims to explicate the underlying psychological mechanisms linking expatriates' monocultural, multicultural, global, and cosmopolitan identity negotiation strategies with their responses toward the host culture by drawing upon exclusionary and integrative reactions theory in cross-cultural psychology. This conceptual chapter draws on the perspective of exclusionary versus integrative reactions toward foreign cultures – a perspective rooted in cross-cultural psychology research – to categorize expatriates' responses toward the host culture. More specifically, the study elaborates how two primary activators of expatriates' responses toward the host culture – the salience of home-culture identity and a cultural learning mindset – explain the relationship between cultural identity negotiation strategies and expatriates' exclusionary and integrative responses. The following metaphors for these different types of cultural identity negotiation strategies are introduced: “ostrich” (monocultural strategy), “frog” (multicultural strategy), “bird” (global strategy), and “lizard” (cosmopolitan strategy). The proposed dynamic framework of cultural identity negotiation strategies illustrates the sophisticated nature of expatriates' responses to new cultures. This chapter also emphasizes that cross-cultural training tempering expatriates' exclusionary reactions and encouraging integrative reactions is crucial for more effective expatriation in a multicultural work environment.

This study aims to examine the effects of cosmopolitanism on organizational commitment (OC), with a particular focus on the mediating impact of the employees’ challenge-oriented and affiliation-oriented organizational citizenship behaviors within the United Arab Emirates (UAE). The researcher has adopted the theory of planned behavior, the theory of reasoned action and the social exchange theory as a theoretical foundation.

The quantitative (deductive) method is used. The primary data is collected using a cross-sectional questionnaire. The data collection process was administered across five months. A total of 800 questionnaires were distributed randomly to various business sectors and industries in the UAE. A response rate of 86.9% was achieved, leading to 695 complete and feasible questionnaires.

Statistical analyzes prove that cosmopolitanism was indeed a valid predictor of OC. Contrary to the expectations, and more specifically, the results revealed that diversity is not a predictor of both challenge-oriented organizational citizenship and OC. The current study indicates that global openness (GOP) is an insignificant predictor of OC. Most remarkably, the present study shows a partially substantial mediation effect of affiliation-oriented organizational citizenship between GOP and OC. Last but not least, challenge-oriented and affiliation-oriented organizational citizenship are significant full mediators between one-world consciousness, cultural acceptance and OC.

Globalization has dramatically increased the diversity of the workforce. This scenario has led to the creation of the concept of Cosmopolitanism. The UAE is a unique setting, given that the workforce in the region is globally diverse. Thus, this study is a unique attempt to bridge the gap between the rich Western theories and the under-researched Non-Western context, namely, the UAE. As each city has its local-rooted environment, one cannot argue that Cosmopolitanism inevitably ignores international orientation. This study explains the embedded factors that constitute Dubai city’s cosmopolitan community, where developments and emerging growing economic trends arise.

This study uses Hall's (1976) theory of low/high context culture with theories of interpersonal adaptation (Gudykunst, 1985; Patterson, 1983) to test communication preferences, flexibility, and effectiveness in same‐ and mixed‐culture negotiation. Ninety‐three same‐culture low context (Israel, Germany, Sweden, and U.S.), 101 same‐culture high context (Hong Kong, Japan, Russia, Thailand), and 48 mixed‐culture mixed context (U.S.‐Japan, U.S.‐Hong Kong) dyads negotiated a 1 ½ hour simulation. Transcripts were content coded for direct and indirect integrative sequences and analyzed with hierarchical linear regression. Supporting the theory, results revealed more indirect integrative sequences in high context dyads and more direct integrative sequences in low context and mixed context dyads. Direct integrative sequences predicted joint gains for mixed context dyads.

The purpose of this paper is to build and test an integrative model of leader identity as an important mechanism explaining why reactions to leadership training associate with leader effectiveness. It is proposed that this mediation relationship is conditional on leadership experience (i.e. time in a formal managerial role), such that it will be weaker for more experienced leaders because they already possess complex leadership-related knowledge and skills.

Hypotheses were tested using a sample of German managers (n=196) in formal leadership positions (i.e. with direct subordinates) across a range of industries. Data were collected using online questionnaires. The proposed first-stage mediation model was tested using the structural equation approach.

Leader identity was found to mediate the relationship between reactions to leadership training and leader effectiveness. This mediation was conditional upon leadership experience, such that the indirect effect only held for less, but not for more, experienced leaders.

The findings should be interpreted with caution because all data are self-report and cross-sectional.

Leadership training for senior leaders should qualitatively differ (in terms of content and length) from that for novice leaders.

Leadership training can substantially improve managers’ ability to lead effectively. The present study is the first to establish leader identity as a motivational mechanism that explains this relationship. This is also the first study to test for the role of leadership experience in leader development.

This study investigates the underlying mechanism through which perceived local iconness increases customers’ purchase intentions for culturally mixed products.

It utilizes an online survey with purposive sampling to gather data. Structural equation modeling is applied to examine data gathered from 471 Chinese customers.

Consumers’ perceived local iconness of culturally mixed products positively influences their purchase intentions, and this connection is mediated by perceptions of quality, social and emotional values.

Incorporating Chinese cultural elements that can evoke local iconness perceptions among Chinese consumers is necessary for global brands. Moreover, when creating or promoting culturally mixed products, global brands should carefully consider consumers’ perceived quality, social and emotional values.

Drawing on the signaling theory, this study advances knowledge on how local iconness increases the value of and customers’ desire to purchase culturally mixed products. It provides practical suggestions on how global brands can succeed when launching culturally mixed products in emerging markets.

Sixty‐six male Japanese students verbally interacted with a confederate opponent, who expressed unreasonable requests politely or impolitely. Half of the participants was pressed to respond immediately, while the other half was not. Personality variables were found to determine the participants' responses to the conflict in interactions with the situational variables; that is, verbal aggressiveness increased hostile responses only when the confederate behaved in an impolite manner, and self‐monitoring increased integrative responses only when the participants were not pressed to respond quickly.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Performance of multinational corporations (MNCs) on the global stage can become more effective when expatriate employees adapt positively within different cultural surroundings. How they choose to respond helps ascertain the type of cultural identity strategy potentially most suitable for the host culture in question.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Cosmopolitanism and xenocentrism denote distinct individual orientations toward cultural outgroups. The former considers an individual’s openness to cultural diversity and ability to navigate through intercultural environments, whereas the latter describes an individual’s feelings of admiration or preference for specific cultural outgroup(s), over his/her ingroup. Few studies have simultaneously examined these constructs and fewer still have considered these within a nomological framework of key predictors (i.e. basic psychological needs) and practical outcomes (e.g. influentialness and friendships across different groups). The paper aims to discuss these issues.

The authors hypothesized a series of relationships of various antecedents and outcomes of cosmopolitanism and xenocentrism, and tested these conjectures using survey data from Canadians (n=238) and Americans (n=239).

The findings support the psychometric robustness of our tripartite operationalization of xenocentrism, and clearly distinguish this construct from cosmopolitanism. Beyond confirming earlier findings, the authors illuminate several novel relationships (e.g. between basic psychological needs, cosmopolitanism and xenocentrism), and elucidate the role played by a key personality dimension, neuroticism, in mediating the relationships between basic psychological needs and the two outgroup orientations.

Samples of this study are drawn from North America and a cross-sectional research design is used.

Whereas for xenocentric consumers admiration of one or more foreign culture(s) displaces customary preferences for one’s own cultural group, cosmopolitan consumers are able to embrace outside cultures without disaffection from their sociocultural ingroup. Given the obvious repercussions of these differences for targeting international consumer segments and for positioning brands across borders, our research has numerous practical applications as well as theoretical implications.

The purpose of this paper is to examine the effect of the interpretation strategy of cultural mixing on consumers’ evaluations of global brands that incorporate local cultural elements. Specifically, this paper examines whether a property interpretation and a relational interpretation have different influences on consumers’ evaluations of global brands that incorporate local cultural elements.

Two experiments were conducted as part of this research. Experiment 1 adopted a two (interpretation strategy: property interpretation vs relational interpretation) single-factor between-subjects design. Experiment 2 adopted a 2 (interpretation strategy: property interpretation vs relational interpretation) × 2 (polyculturalist beliefs: high vs low) between-subjects design. The data were analyzed using ANOVA and PROCESS 213.

A property interpretation (emphasizing that some features of a global brand transfer to local cultural elements) leads to a less favorable evaluation of global brands that incorporate local cultural elements than a relational interpretation (emphasizing a relation between global brands and local cultural elements). This effect is fully mediated by perceived cultural intrusion, and it exists only when consumers have a low level of polyculturalist beliefs.

This paper reveals that the phenomenon of cultural mixing occurs when global brands incorporate local cultural elements. In addition, the way that consumers perceive the relationship between global brands and local cultural elements will determine their reactions to global brands that incorporate local cultural elements.