MODELS OF CONFLICT-RESOLUTION IN JAPANESE, GERMAN, AND AMERICAN CULTURES

The author developed 3 models for resolving conflict from previous lit erature: resolving conflict by (a) deferring to status power, (b) appl ying regulations, and (c) integrating interests. Preference for a mode l is argued to be influenced by culture, which filters information and guides members toward a particular model. The normative conflict mode ls of Japanese, German, and American business managers are predicted f rom their group rankings on 3 dimensions of cultural variation: (a) hi erarchical differentiation, (b) explicit contracting, and (c) polychro nicity. The majority of specific hypotheses about cultural group, dime nsions, and conflict model are confirmed. Implications of these findin gs for international business managers as well as cross-cultural resea rchers are discussed.