Publication: Cross Cultural & Strategic Management
Title: Intercultural Conflict and Collaboration
Type: Journal Special Issue
Editors: Leigh Anne Liu (Georgia State University), Wendi Adair (University of Waterloo), Dean Tjosvold (University in Hong Kong)
Deadline: September 1, 2016
Current cross-cultural management research has a decidedly comparative flavor; we tend to compare management practices in one nation versus another. The globalization of trade and an increasingly mobile international workforce make intercultural interactions within and between organizations commonplace. These intercultural interactions, whether face-to-face or virtual, can take place within a given geographic location or across countries.  However, we only have a limited understanding of how individuals and organizations interact, communicate, negotiate, and manage conflict across cultural boundaries. Previous research shows that when interacting with counterparts from different cultures, we may experience variations in negotiation strategies (Adair & Brett, 2005; Brett & Okumura, 1998; Brett, 2014), asymmetrical communication experiences (Liu, Chua, & Stahl, 2010), different sensitivities to self-construal (Lee, 2005), or different motivations for consensus (Liu et al., 2012). A recent review of literature on conflict management (Tjosvold, Wong, & Chen, 2014) reveals that open-minded discussions and mutually beneficial relationships are critical to resolving conflicts. Combining these two lines of research, we ask how the intercultural context challenges the development of mutually beneficial relationships? Is cultural complexity a barrier for open communication?  Can cultural diversity facilitate creative and constructive solutions to intercultural conflict?
The purpose of this special issue is to showcase research that sheds light on the dynamics, antecedents, consequences, and contextual factors that influence intercultural conflict and collaboration. We invite theoretical and empirical papers using qualitative, quantitative, and mixed approaches to explore intercultural interactions at the individual, team, organizational, and multiple levels. We invite papers from management and other disciplines to advance the understanding of intercultural conflict and collaboration, including but not limited to the following issues:
What are the individual, cultural, societal, and institutional causes of intercultural conflict? What might help diffuse the negative impact of the causes and consequences of such intercultural conflict? What would facilitate constructive management of intercultural conflict? What and how could we harness the positive consequences associated with diverse perspectives and approaches to yield more innovative solutions to problems/issues that confront us as rapid changes and growing complexity become the norm rather than the exception?
Why do we collaborate interculturally at the individual, team, and firm levels? What constitute intrinsic and extrinsic motivations for intercultural collaboration? What are the dynamics of such motivation that influence the success and sustainability of intercultural collaboration? How can we assess the benefits and costs of culturally diverse teams?
What individual characteristics might influence the ways intercultural conflict and collaboration are managed? How are these characteristics developed? 
What kinds of team composition and dynamics influence success and failure in managing intercultural conflict and collaboration?
How do organizations manage intercultural conflict and collaboration with multiple stakeholders? Do they manage conflict with clients, suppliers, and customers from different cultural backgrounds similarly or differently?  What determines the similarity or differences in their approaches? Do organizations collaborate with intercultural partners differently?  What strengthens and weakens intercultural collaboration?
The list of topics is suggestive, not comprehensive.

Submission Guidelines and Deadline:
To be considered for this special issue, manuscripts need to meet the following guidelines:
(1) be submitted through the ScholarOne website,
(2) be between 7,000 and 12,000 words in length including references and appendices, and
(3) follow the manuscript requirements outlined on the journal’s website:
All submissions will undergo a double-blind review process.
The submission deadline is September 1, 2016.


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