Table_1_Decoding cultural conflicts.XLSX

As pioneers of the Carnegie Perspective recognized, conflicts in organizations can exist even when incentives of all parties are aligned. These can often be traced to differences in cognitions such as beliefs and values, which are foundational components of any given culture. This paper refines the operationalization of cultural clashes by identifying differences in beliefs about causality (“which actions cause which outcomes”) and morality (in the broad sense of “what is evaluated as desirable”) as two fundamental sources of conflict. In our first study, we demonstrate empirically that participants recognize and distinguish between these two sources of conflict. In our second study, we test the hypotheses that while misalignments in either causal or moral codes increase observers' perceptions of relationship conflict, negative affect, likelihood of avoidance, and lower perceived likelihood of conflict resolution, the effects are stronger for misalignments in moral codes than misalignments in causal codes and strongest when both causal and moral codes are misaligned. We test these arguments using vignette-based experimental studies. Our findings support our hypotheses. This research has significant implications for the understanding of conflict dynamics within and beyond organizational contexts. By recognizing the pivotal role of cultural differences in shaping conflicts, organizations and decision-makers can better anticipate, manage, and potentially preempt such conflicts.正如卡内基视角（Carnegie Perspective）的先驱所认识到的，即便所有各方的激励完全一致，组织内部仍可能存在冲突。这类冲突往往可追溯至认知层面的差异，例如信仰与价值观——而后者正是特定文化的核心构成要素。本文通过明确因果关系认知（即“何种行为会引发何种结果”）与广义上“何为值得追求的事物”的道德规范差异，将文化冲突的操作化定义加以细化，将其归为两类根本性冲突来源。在第一项研究中，我们通过实证证明，受试者能够识别并区分这两类冲突来源。在第二项研究中，我们对以下假设进行检验：尽管因果规范或道德规范的不一致，均会提升观察者感知到的关系冲突程度、负面情绪、回避行为倾向，并降低冲突解决的感知可能性；但道德规范不一致所产生的影响强于因果规范不一致，而当因果规范与道德规范同时出现不一致时，影响最为显著。我们采用基于情境 vignette 的实验研究对上述论点进行检验。研究结果验证了我们的假设。本研究对于理解组织内外的冲突动态具有重要意义。通过认识到文化差异在塑造冲突过程中的关键作用，组织与决策者能够更好地预判、管理乃至预先防范此类冲突。