scholarly journals Cross-cultural differences in visual perception

2020 ◽  
Vol 6 (1) ◽  
pp. 187-206 ◽  
Author(s):  
Jiří Čeněk ◽  
Šašinka Čeněk
Keyword(s):  
Visual Perception ◽  
Cognitive Processes ◽  
Cross Cultural ◽  
Future Research ◽  
Perceptual Field ◽  
East Asians ◽  
Object A ◽  
Cross Cultural Differences ◽  
Culturally Based ◽  
The World

According to recent cross-cultural studies there exist culturally based differences between visual perception and the related cognitive processes (attention, memory). According to current research, East Asians and Westerners percieve and think about the world in very different ways. Westerners are inclined to attend to some focal object (a salient object within a perception field that is relatively big in size, fast moving, colourful) focusing on and analyzing its attributes. East Asians on the other hand are more likely to attend to a broad perceptual field, noticing relationships and changes. In this paper we want to describe the recent findings in the field and propose some directions for future research.

Entitativity Perceptions of Individuals and Groups across Cultures

2018 ◽  
Author(s):  
Saori Tsukamoto ◽  
Yoshihisa Kashima ◽  
Nick Haslam ◽  
Elise Holland ◽  
Minoru Karasawa
Keyword(s):  
Cross Cultural ◽  
Future Research ◽  
Social Perceptions ◽  
East Asians ◽  
Apparent Contradiction ◽  
Research Directions ◽  
Domain Specific ◽  
Cross Cultural Differences ◽  
Pros And Cons ◽  
Future Research Directions

Cross-cultural differences in social perceptions pose an intriguing puzzle. East Asians, in contrast to Westerners, tend to have the view that individuals lack coherent and thematically consistent characteristics and, therefore, are likely to exhibit cross-situationally inconsistent actions and reactions. This tendency is explained in terms of naïve dialecticism. However, from a different domain of perception, East Asians perceive groups as possessing more coherent and thematically consistent characteristics than ascribed by Westerners. Does this apparent contradiction mean that, unlike individual selves, groups are not dialectically construed by East Asians? One way to reconcile these findings is to say that naïve dialecticism is domain-specific—East Asian dialecticism applies to individuals, but not to groups. Another is to consider individualism–collectivism and argue that East Asians perceive groups as more entitative because they are collectivistic, and Westerners perceive individuals as more entitative because they are individualistic. Pros and cons for these explanations are examined in this chapter and future research directions are suggested.

Cross-Cultural Communication Differences in Online Learning

2019 ◽  
pp. 159-171
Author(s):  
Tasha Peart
Keyword(s):  
Online Learning ◽  
Online Education ◽  
Historical Context ◽  
Cross Cultural ◽  
Future Research ◽  
Cultural Communication ◽  
Cross Cultural Communication ◽  
Cross Cultural Differences ◽  
The World ◽  
Communication Differences

This chapter discusses and evaluates research on cross-cultural communication differences in online learning at the university level. It starts out by discussing the growth of online education in recent years and the historical context of online education. The chapter then evaluates research on differences in cross-cultural online learning primarily between university students from the Western part of the world compared to students from the East. Barriers in cross-cultural online education cited in the literature include language, technology, and instructional design. Future research on Western-based online education should assess cross-cultural differences for students from other parts of the world including Africa, the Caribbean, and Latin America.

scholarly journals Factors driving employee participation in corporate BYOD programs: A cross-national comparison from the perspective of future employees

2017 ◽  
Vol 21 ◽  
Author(s):  
Xuequn Wang ◽  
Andy Weeger ◽  
Heiko Gewald
Keyword(s):  
Recent Literature ◽  
Cross Cultural ◽  
Bring Your Own Device ◽  
National Cultures ◽  
Cross Cultural Differences ◽  
The World ◽  
Intention To Participate ◽  
National Comparison ◽  
Global Operations ◽  
Cross National

As individuals all around the world increasingly use mobile devices in their daily life, their desire to use the same devices in the workplace continuously grows. In response, organizations are more and more allowing their employees to use their own devices for both business and private purposes and offer so called ‘Bring-your-own-Device’ (BYOD) programs. For organizations with global operations there is a need to examine the drivers of BYOD demand across different national cultures to assess how to develop a successful BYOD program. Based on recent literature on BYOD, we examine how different factors contribute to employees’ behavioural intention to participate in a BYOD program across different national cultures. The model was examined by surveying students from China, Germany and U.S. in their final term. The results show significant cross-cultural differences, particularly regarding the 'Perceived Threats'. Overall this study offers novel insights for cross cultural BYOD implementations.

scholarly journals MANAGING CROSS-CULTURAL DIFFERENCES IN MULTINATIONAL CORPORATIONS OF THAILAND

2018 ◽  
pp. 61-72
Author(s):  
Shiva Rajpal ◽  
Irina Onyusheva
Keyword(s):  
Multinational Corporations ◽  
Geographic Region ◽  
Cross Cultural ◽  
Cultural Management ◽  
Cross Cultural Communication ◽  
Cross Cultural Differences ◽  
Political Ideologies ◽  
The World ◽  
Cross Cultural Management ◽  
Global Project

As corporations expand and their business activities increase, their focus is not limited only to the local geographic region but to the world. This, in turn, has led to the emergence of multinational corporations, sometimes called transnational corporations or even global firms. With the advent of new political ideologies, multinational corporations have found their firm footing all around the world. Having a cross-cultural team can help in providing a varied experience and advanced thinking in the establishment of competitive position among organizations. Definitely, there could be some interference in completing projects due to this diversity but the manager should be better equipped to face this challenge so that to avoid and prevent cultural misunderstandings. In this paper we will try to look at some of the theories related to cross-cultural management and some methods such as motivational training of employees dealing with the related issues. The paper shows that global project management can succeed through culturally aware leadership, cross-cultural communication, and mutual respect.

CROSS-CULTURAL PATTERNS IN EATING DISORDERS: A REVIEW

PEDIATRICS ◽  
1994 ◽  
Vol 94 (4) ◽  
pp. A42-A42
Author(s):  
Jennifer E. Pate ◽  
Andres J. Pumariega ◽  
Colleen Hester ◽  
David M. Garner
Keyword(s):  
Eating Disorders ◽  
Cultural Factors ◽  
Research Literature ◽  
Cross Cultural ◽  
Future Research ◽  
Cultural Patterns ◽  
Apparent Increase ◽  
Cultural Research ◽  
Cross Cultural Research ◽  
The World

Eating disorders were previously thought to be isolated to achievement-oriented, upper and middle class individuals in Western countries. It now appears that these disorders may be increasing in other sectors of society and in a number of diverse cultural settings. We review the studies that comprise the relevant cross-cultural research literature on eating disorders. We also discuss the changing cultural factors that may be contributing to the apparent increase in these disorders around the world and directions for future research on such factors.

A Cross-Cultural Review of Workplace Deviance Research

2020 ◽  
pp. 23-46
Author(s):  
Selcen Kılıçaslan Gökoğlu ◽  
Engin Bağış Öztürk
Keyword(s):  
Cultural Differences ◽  
Cross Cultural ◽  
Workplace Deviance ◽  
Future Research ◽  
Moderator Variable ◽  
Negative Behaviors ◽  
Deviant Behaviors ◽  
Cross Cultural Differences ◽  
Recent Developments ◽  
Future Research Directions

In the last two decades, workplace deviance becomes one of the most important topics to understand negative behaviors at work. However, many of the studies that examine deviance take a universal perspective and undermine cross-cultural differences. To address this gap, this chapter focuses on cross-cultural differences and its relationship with deviant workplace behaviors. The authors claim that cross-cultural differences can play an important role as an antecedent and/or moderator variable in influencing deviant behaviors. In order to discuss these effects, they first summarize recent developments in individualism-collectivism, tightness-looseness, and honor cultures. Based on their interpretations, target-oriented deviance might be highly contextualized in collectivist cultures, form of deviance and contents of deviance could be different from honor to dignity cultures. In addition, deviant behaviors as responses to specific events might differ whether a person belongs in a tight culture or not. The implications of our arguments and future research directions are discussed.

scholarly journals Cultural variations in whether, why, how, and at what cost people are proactive: A followership perspective

2020 ◽  
pp. 204138662096052
Author(s):  
Tina Urbach ◽  
Deanne N. Den Hartog ◽  
Doris Fay ◽  
Sharon K. Parker ◽  
Karoline Strauss
Keyword(s):  
Cultural Differences ◽  
Future Orientation ◽  
Cross Cultural ◽  
Cultural Dimensions ◽  
Future Research ◽  
Work Behaviors ◽  
Cultural Variations ◽  
Cross Cultural Differences ◽  
Societal Culture ◽  
Implicit Followership Theories

The objective of this conceptual article is to illustrate how differences in societal culture may affect employees’ proactive work behaviors (PWBs) and to develop a research agenda to guide future research on cross-cultural differences in PWBs. We propose that the societal cultural dimensions of power distance, individualism–collectivism, future orientation, and uncertainty avoidance shape individuals’ implicit followership theories (IFTs). We discuss how these cross-cultural differences in individuals’ IFTs relate to differences in the mean-level of PWB individuals show ( whether), in the motivational states driving individuals’ PWBs ( why), in the way individuals’ enact PWBs ( how), and in the evaluation of PWBs by others ( at what cost). We recommend how future research can extend this theorizing and unpack the proposed cross-cultural differences in PWBs, for example, by exploring how culture and other contextual variables interact to affect PWBs.

scholarly journals NO CROSS-CULTURAL DIFFERENCES IN THE GETTIER CAR CASE INTUITION: A REPLICATION STUDY OF WEINBERG ET AL. 2001

Episteme ◽  
2015 ◽  
Vol 12 (3) ◽  
pp. 355-361 ◽  
Author(s):  
Minsun Kim ◽  
Yuan Yuan
Keyword(s):  
Cultural Differences ◽  
Strong Evidence ◽  
Empirical Data ◽  
Cultural Difference ◽  
East Asian ◽  
Asian Population ◽  
Cross Cultural ◽  
East Asians ◽  
Replication Studies ◽  
Cross Cultural Differences

AbstractIn “Normativity and Epistemic Intuitions” (NEI), Weinberg, Nichols and Stich famously argue from empirical data that East Asians and Westerners have different intuitions about Gettier-style cases. We attempted to replicate their study about the Gettier Car Case. Our study used the same methods and case taken verbatim, but sampled an East Asian population 2.5 times greater than NEI's 23 participants. We found no evidence supporting the existence of cross-cultural difference about the intuition concerning the case. Taken together with the failures of both of the existing replication studies (Nagel et al. 2013; Seyedsayamdost 2014), our data provide strong evidence that the purported cross-cultural difference in intuitions about Gettier-style cases does not exist.

scholarly journals Comparison of Conflict Management Style Between Malaysian and Thai Employees: A Case Study in Top Glove Corporation

2018 ◽  
Vol 4 (2) ◽  
pp. 207-220
Author(s):  
Muhammad Amsal Sahban ◽  
Qaiser Abbas
Keyword(s):  
Conflict Management ◽  
Cross Cultural ◽  
Management Style ◽  
Task Conflict ◽  
Future Research ◽  
Test Analysis ◽  
Conflict Styles ◽  
Cross Cultural Differences ◽  
Thai Experience

Objective: This study investigated the fundamental beliefs regarding cross-cultural differences in conflict styles. Methodology: The sample consisted of 46 employees from 2 different countries between Malaysia and Thailand.   T test analysis was used to investigate the effect of conflict styles on both Malaysia and Thai employees.  Results: Findings revealed that the avoiding and compromising styles are generally the most preferred by both Malaysian and Thai employees; accommodating and collaborating are the next preference, followed by competing. Competing is preferred by Malaysian workers rather than Thai workers.  While, Thai employees use more collaborating style rather than Malaysian Employee. We also found that Thai employees rely more on comprising style than Malaysian employees do.  Finally, the meaning of three of the five styles is different from Malaysian and Thai employees: only avoiding and accommodating conflict styles are interpreted similarly by both groups.  Therefore, we conclude that both Malaysian and Thai experience higher levels of task conflict as they use more avoiding style in their workplace.  Areas for future research are considered to get a further finding of this research.

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