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The paper's aim is to explore how bicultural consumers differ from monocultural consumers, and among themselves, in terms of country‐of‐origin effect and ethnocentrism.

A multidisciplinary literature review pointed to a set of hypotheses regarding the differences between biculturals (Mexican Americans) and monoculturals (Mexicans and Americans), and between bicultural groups (integrating biculturals versus alternating biculturals). Two pilot tests and two experiments were conducted to test the hypotheses.

Bicultural Mexican Americans are less ethnocentric than either American or Mexican monoculturals; exhibit more favorable quality evaluation and purchase intention toward American brands than Mexican monoculturals; and exhibit more favorable quality evaluation and purchase intention toward Mexican brands than American monoculturals. Although ethnocentrism does not significantly demarcate alternating biculturals from their integrating counterparts, alternators are more likely than integrators to provide a favorable evaluation of foreign brands and entertain the intention to purchase them.

As a starting‐point for understanding the bicultural consumer, this study is subject to exploratory research limitations.

The country‐of‐origin literature implicitly assumes that consumers identify with either the country where the product is originated or the country where it is sold. This assumption, however, might not hold for ethnic groups who identify with both countries. Such bicultural consumers might identify with the product's origin country as well as target country and, therefore, be less amenable to the country‐of‐origin hypothesis. We address this important research gap.

The authors review the call for cultural competence in psychiatric diagnosis and highlight the barrier of ‘monocultural ethnocentrism’ ‐ the tendency to presume that European‐American standards fit all cultural, racial and ethnic groups. They suggest that clinicians should: familiarise themselves with the history of racism in psychiatry; avoid stereotyping; appreciate the diversity within cultural, racial and ethnic groups; understand that individuals from various cultural, racial and ethnic groups may have had more traumatic experiences; and understand that individuals from the US and UK may have experiences with racism, some of which may cause mental illness. Finally the authors suggest strategies to increase cultural competence.

The purpose of this paper is to examine the effects of consumer ethnocentrism and country of origin across different immigrant communities.

A survey was used to collect data from immigrants in the USA and Mexico.

For immigrants with high levels of ethnocentrism, the bias for home and host country products interacts with the country of origin effect and creates multiple scenarios where the two effects move in the same or opposite directions. For immigrants with low levels of ethnocentrism, on the other hand, the country of origin effect alone is salient.

The authors used a modified version of CETSCALE. Future research should revisit the content and dimensionality of consumer ethnocentrism in immigrant and other multicultural settings.

Both scholars and practitioners should exercise caution when working with ethnocentrism and country of origin as today’s societies are increasingly multicultural, which requires major modifications to the theories and tools.

Similar to ways in which the US Census Bureau enabled multicultural consumers to assert their mixed identities, scholarly and business circles should embrace multiculturalism and empower immigrants.

Previous studies of consumer ethnocentrism and country of origin in multicultural contexts have restricted themselves to only one pattern of migration: consumers who move from developing to developed countries. The paper addresses this limitation by investigating various patterns of migration (including lateral, upward and downward) in multiple first-generation immigrant communities in two countries.

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.

The purpose of this paper is to explore the relationship between cultural diversity in teams and team members' individual well-being. The paper further explores the relationship between social resources, social stressors, team member well-being and the influence of the type of team individuals are working in (mono- vs. multicultural), gender and individualism/collectivism (IC).

Using data collected via an online survey, the authors analyzed 659 responses from individuals working in mono- and multicultural work teams. A theoretical model explaining the influence of social stressors, social resources, and social and demographic variables was proposed and tested using structural equation modeling.

The results indicate that members of multicultural work teams perceive significantly more social stressors and lower levels of social resources than do members of monocultural teams. Higher levels of social stressors suggest decreased psychological well-being, while social resources have an indirect positive effect on psychological well-being. Furthermore, personal characteristics, namely, individualism and gender, have direct effects on the perception of social stressors and indirect effects on team member well-being.

This paper demonstrates that cultural diversity in teams can influence the social stressors and resources that individual team members experience. Moreover, the pivotal role of social resources in the facilitation of team member well-being is highlighted primarily through its direct effect on social stressors and its concomitant indirect effect on well-being.

Problematic attributes of providing development aid in International Service-Learning (ISL) placements exist with its paternalistic implications. Broadening the discussion of ISL by shifting the focus toward prioritizing the incorporation of goals of cross-cultural learning and fostering cultural humility addresses these problematic attributes. Approaching ISL placements with a learning mindset inverts the service-learning model by emphasizing learning over helping. Additionally, cultivating a deeper self-awareness and learning from the host communities prior to offering service encourages cultural humility, enhances the ability to remain open to different perspectives, and sustains engagement as a lifelong learner. A framework for developing international education experiences with a systems-oriented approach is proposed: one that acknowledges the interdependent relationships with others in global social and economic structures. The proposed framework applies Milton Bennett’s Developmental Model of Intercultural Sensitivity and Vanessa de Oliveira Andreotti’s HEADS UP educational tool for critical engagement in global social justice issues. Transformative learning theory guides the process of perspective transformation and invites students to critically reflect on their own values, assumptions, and cultural beliefs. The intent is to establish a model for ISL placements which invites respectful collaboration across cultural differences and imbalances in power relations.

Surveys a police department in a medium‐sized Canadian city to investigate ethnocentrism and role orientation, in particular the officer’s role as crime fighter rather than service provider. Finds that respondents view crime fighting to be more socially significant and personally satisfying than other activities and that they perceived this as having the highest degree of public support. Notes that an adherence by officers to the crime fighting role may tend to keep officers alienated from the community, thus causing increasing role conflict as North America embraces more fully the service delivery model.

To introduce the concept of cultural equity and provide a theoretical framework for managing cultural equity in multi-cultural markets.

Recent research on the social psychology of globalization, cross-cultural consumer behavior, consumer culture, and global branding is reviewed to develop a theoretical framework for building, leveraging, and protecting cultural equity.

Provides an actionable definition for a brand’s cultural equity, discusses consumer responses to brands that relate to cultural equity, identifies the building blocks of cultural equity, and develops a framework for managing cultural equity.

Research conducted mainly in large cities in North and South America, Europe, the Middle East, and East Asia. Generalizations to less developed parts of the world might be limited.

A very useful theoretical framework for managers interested in building cultural equity into their brands and for leveraging this equity via new products and the development of new markets.

The paper integrates past findings across a variety of domains to develop a parsimonious framework for managing cultural equity in globalized markets.