Matching Versus Mismatching Cultural Norms in Performance Appraisal: Effects of the Cultural Setting and Bicultural Identity Integration

The present study examined how biculturals (Asian-Americans) adjust to differing cultural settings in performance appraisal. Biculturals vary in the degree to which their two cultural identities are compatible or oppositional — Bicultural Identity Integration (BII). The authors found that individual...

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Main Authors: MOK, Aurelia, CHENG, Chi-Ying, MORRIS, Michael W.
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Language:English
Published: Institutional Knowledge at Singapore Management University 2010
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Online Access:https://ink.library.smu.edu.sg/soss_research/1042
https://ink.library.smu.edu.sg/context/soss_research/article/2298/viewcontent/MatchingvMismatching_2010_av.pdf
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spelling sg-smu-ink.soss_research-22982021-03-08T02:15:25Z Matching Versus Mismatching Cultural Norms in Performance Appraisal: Effects of the Cultural Setting and Bicultural Identity Integration MOK, Aurelia CHENG, Chi-Ying MORRIS, Michael W. The present study examined how biculturals (Asian-Americans) adjust to differing cultural settings in performance appraisal. Biculturals vary in the degree to which their two cultural identities are compatible or oppositional — Bicultural Identity Integration (BII). The authors found that individual differences in BII interacted with the manipulation of the cultural setting (American or Asian) in determining whether employee outcomes were evaluated as matching or mismatching cultural norms. Results showed that Asian-Americans with high BII gave less weight to employees’ situational conditions in the American setting (matching American cultural norms) and more weight in the Asian setting (matching Asian cultural norms), whereas those with low BII showed the opposite pattern, giving more weight to employees’ situational conditions in the American setting (mismatching American cultural norms) and less weight in the Asian setting (mismatching Asian cultural norms). We discuss the implications of understanding bicultural identity dynamics in managerial judgment and behavior. 2010-04-01T07:00:00Z text application/pdf https://ink.library.smu.edu.sg/soss_research/1042 info:doi/10.1177/1470595809359584 https://ink.library.smu.edu.sg/context/soss_research/article/2298/viewcontent/MatchingvMismatching_2010_av.pdf http://creativecommons.org/licenses/by-nc-nd/4.0/ Research Collection School of Social Sciences eng Institutional Knowledge at Singapore Management University bicultural identity integration causal attribution cultural frame switching performance appraisal Industrial and Organizational Psychology Multicultural Psychology
institution Singapore Management University
building SMU Libraries
continent Asia
country Singapore
Singapore
content_provider SMU Libraries
collection InK@SMU
language English
topic bicultural identity integration
causal attribution
cultural frame switching
performance appraisal
Industrial and Organizational Psychology
Multicultural Psychology
spellingShingle bicultural identity integration
causal attribution
cultural frame switching
performance appraisal
Industrial and Organizational Psychology
Multicultural Psychology
MOK, Aurelia
CHENG, Chi-Ying
MORRIS, Michael W.
Matching Versus Mismatching Cultural Norms in Performance Appraisal: Effects of the Cultural Setting and Bicultural Identity Integration
description The present study examined how biculturals (Asian-Americans) adjust to differing cultural settings in performance appraisal. Biculturals vary in the degree to which their two cultural identities are compatible or oppositional — Bicultural Identity Integration (BII). The authors found that individual differences in BII interacted with the manipulation of the cultural setting (American or Asian) in determining whether employee outcomes were evaluated as matching or mismatching cultural norms. Results showed that Asian-Americans with high BII gave less weight to employees’ situational conditions in the American setting (matching American cultural norms) and more weight in the Asian setting (matching Asian cultural norms), whereas those with low BII showed the opposite pattern, giving more weight to employees’ situational conditions in the American setting (mismatching American cultural norms) and less weight in the Asian setting (mismatching Asian cultural norms). We discuss the implications of understanding bicultural identity dynamics in managerial judgment and behavior.
format text
author MOK, Aurelia
CHENG, Chi-Ying
MORRIS, Michael W.
author_facet MOK, Aurelia
CHENG, Chi-Ying
MORRIS, Michael W.
author_sort MOK, Aurelia
title Matching Versus Mismatching Cultural Norms in Performance Appraisal: Effects of the Cultural Setting and Bicultural Identity Integration
title_short Matching Versus Mismatching Cultural Norms in Performance Appraisal: Effects of the Cultural Setting and Bicultural Identity Integration
title_full Matching Versus Mismatching Cultural Norms in Performance Appraisal: Effects of the Cultural Setting and Bicultural Identity Integration
title_fullStr Matching Versus Mismatching Cultural Norms in Performance Appraisal: Effects of the Cultural Setting and Bicultural Identity Integration
title_full_unstemmed Matching Versus Mismatching Cultural Norms in Performance Appraisal: Effects of the Cultural Setting and Bicultural Identity Integration
title_sort matching versus mismatching cultural norms in performance appraisal: effects of the cultural setting and bicultural identity integration
publisher Institutional Knowledge at Singapore Management University
publishDate 2010
url https://ink.library.smu.edu.sg/soss_research/1042
https://ink.library.smu.edu.sg/context/soss_research/article/2298/viewcontent/MatchingvMismatching_2010_av.pdf
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