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Contributos para o estudo da relação entre a orientação cultural, os estilos de gestão de conflitos e a inteligência cultural entre Brasil e Portugal
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| 1.28 MB | Adobe PDF |
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Abstract(s)
A globalização trouxe muitas mudanças em todos os âmbitos da vida humana, inclusive no meio organizacional, que enfrentam o desafio de atuar em um ambiente de diversidade cultural (Desrayaud & Hurley, 2023). A diversidade cultural tem se tornado tema de grande importância, tanto no âmbito organizacional quanto no âmbito social. Sendo assim, a pesquisa se baseou na teoria de Hofstede (1984) das dimensões culturais que entende a cultura como como uma espécie de “programação mental” em que o sujeito possui. Também na gestão de conflitos, ao qual aqui adotamos o modelo proposto por Rahim (1979), onde o autor propõe duas dimensões/eixos básicos: a preocupação com os próprios interesses e a preocupação com os interesses dos outros, e partir desses eixos identifica os estilos de gestão de conflito. Por último utilizamos o conceito de inteligência cultural que é entendida como um conjunto de competências que auxiliam o indivíduo a adaptar-se a situações culturais diversas (Van Dyne, Ang, & Livermore, 2010). O principal objetivo dessa investigação é analisar a relação entre as dimensões culturais, inteligência cultural e a escolha por um determinado estilo de gestão de conflitos entre os países Brasil e Portugal. A recolha de dados foi realizada através de um questionário online, originando 239 respostas. A amostra brasileira correspondeu a 56.9% e a portuguesa é constituída por 41.1%. Dentre os principais resultados citamos que não houve diferenças significativas entre Brasil e Portugal no que tange as dimensões culturais. Encontramos uma média ligeiramente mais alta na população portuguesa apenas na dimensão Motivacional. A dimensão Motivacional da Inteligência cultural de um modo geral previu significativamente e de forma positiva a escolha pelo estilo de gestão de conflitos Colaboração/Integração. Este estudo contribui significativamente para compreender as relações interculturais e a importância de considerar não apenas as dimensões culturais, mas também os contextos regionais.
Globalization has brought about many changes in all aspects of human life, including the organizational environment, which faces the challenge of operating in a culturally diverse setting (Desrayaud & Hurley, 2023). Cultural diversity has become a topic of great importance, both in the organizational and social contexts. Therefore, the research was based on Hofstede's (1984) theory of cultural dimensions, which views culture as a kind of 'mental programming' that individuals possess. Additionally, in relation to conflict management, we adopt the model proposed by Rahim (1979), in which the author suggests two basic dimensions/axes: concern for one's own interests and concern for the interests of others, and based on these axes, identifies conflict management styles. Lastly, we used the concept of cultural intelligence, which is understood as a set of competencies that assist individuals in adapting to diverse cultural situations (Van Dyne, Ang, & Livermore, 2010). The main objective of this investigation is to analyze the relationship between cultural dimensions, cultural intelligence, and the choice of a specific conflict management style between the countries of Brazil and Portugal. Data collection was conducted through an online questionnaire, resulting in 239 responses. The Brazilian sample accounted for 56.9%, and the Portuguese sample constituted 41.1%. Among the key results, we note that there were no significant differences between Brazil and Portugal regarding cultural dimensions. We found a slightly higher average in the Portuguese population only in the Motivational dimension. The Motivational dimension of cultural intelligence, in general, significantly, and positively predicted the choice of the Collaboration/Integration conflict management style. This study significantly contributes to understanding intercultural relationships and the importance of considering not only cultural dimensions but also regional contexts.
Globalization has brought about many changes in all aspects of human life, including the organizational environment, which faces the challenge of operating in a culturally diverse setting (Desrayaud & Hurley, 2023). Cultural diversity has become a topic of great importance, both in the organizational and social contexts. Therefore, the research was based on Hofstede's (1984) theory of cultural dimensions, which views culture as a kind of 'mental programming' that individuals possess. Additionally, in relation to conflict management, we adopt the model proposed by Rahim (1979), in which the author suggests two basic dimensions/axes: concern for one's own interests and concern for the interests of others, and based on these axes, identifies conflict management styles. Lastly, we used the concept of cultural intelligence, which is understood as a set of competencies that assist individuals in adapting to diverse cultural situations (Van Dyne, Ang, & Livermore, 2010). The main objective of this investigation is to analyze the relationship between cultural dimensions, cultural intelligence, and the choice of a specific conflict management style between the countries of Brazil and Portugal. Data collection was conducted through an online questionnaire, resulting in 239 responses. The Brazilian sample accounted for 56.9%, and the Portuguese sample constituted 41.1%. Among the key results, we note that there were no significant differences between Brazil and Portugal regarding cultural dimensions. We found a slightly higher average in the Portuguese population only in the Motivational dimension. The Motivational dimension of cultural intelligence, in general, significantly, and positively predicted the choice of the Collaboration/Integration conflict management style. This study significantly contributes to understanding intercultural relationships and the importance of considering not only cultural dimensions but also regional contexts.
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Keywords
Inteligência cultural Orientação cultural Gestão de conflitos Multiculturalidade