Gabriela Gonçalves

Cultural intelligence and conflict management styles

Purpose Negotiating effectively in multicultural contexts or others is not only a very important skill for all organizational elements but also crucial to inter-organizational relations (Adler, 2008). If defined as a process that occurs when one party feels adversely affected by another (De Dreu, 1997). Conflict management styles can be analyzed as a function of personality variables. In this respect, cultural intelligence and self-monitoring appear to be relevant variables, as they are characterized by the demonstration of flexibility and interest in elements that are present in conflict management styles. This study aimed to evaluate the extent to which variables such as cultural intelligence and self-monitoring can positively influence the ability to solve interpersonal conflicts more effectively. Design/methodology/approach This study, with a sample of 399 individuals, aimed to test a model that explores how cultural intelligence and self-monitoring are related as predictor variables in the styles of conflict resolution. Findings It was observed that cultural intelligence presents itself as a reasonable predictor of conflict management styles, whereas self-monitoring appeared as a dispositional and controversial measure in relation to those styles. Self-monitoring exhibited itself as an important predictor of conflict management, but on the other hand, it had an influence on the choice of the dominating style in conflict situations. Practical implications Understanding the predictors of conflict management style and, in particular, realizing the extent to which cultural intelligence promotes a more effective conflict management style can help in the development of selection processes and skill training programs. The development of these multicultural skills will contribute to individual, social and organizational well-being. Originality/value This study contributes to the literature of individual differences and conflict management, demonstrating that some individual differences that predict the styles of conflict management can lead to a certain ambiguity in understanding the behaviour that an individual may adopt in situations of conflict.

Validity evidence of the Portuguese adaptation of the Ambivalent Sexism Inventory / Evidencias de validez de la adaptación portuguesa de la Escala de Sexismo Ambivalente

Abstract Modern forms of sexism have promoted the development of new scales and evaluation tools. The Ambivalent Sexism Inventory (ASI) (Glick & Fiske, 1996) aims to assess sexism along two dimensions: hostile sexism and benevolent sexism. The aim of this study is to present evidence of the validity of the factor structure of the Portuguese version of the ASI by analysing its structure and its relationships with neosexism and social dominance. The sample consisted of 446 Portuguese participants (68.6% female) between 17 and 77 years old. Results confirmed the two-factor structure; however, the best fit was registered with a four-factor structure: one hostile factor and three benevolent factors. Both hostile and benevolent sexism were correlated with neosexism and social dominance orientation. Future research should explore the dimensionality of the scale based on a four-dimension structure and its relationship to others sexism issues.

Evidências métricas da adaptação da escala de inteligência cultural numa amostra portuguesa

Este estudo teve como principal objetivo a validacao da Cultural Intelligence Scale (CQS) para a populacao portuguesa. A inteligencia cultural e uma competencia crucial na adaptacao a ambientes multiculturais. A escala multidimensional de inteligencia cultural e composta por 20 itens agrupados em quatro dimensoes e permite avaliar as caracteristicas individuais que predispoem um melhor desempenho em ambientes culturais nao familiares. Com uma amostra total de 275 participantes, com idades compreendidas entre os 18 e os 72 anos (M= 29,3; DP = 12,9), os resultados obtidos atraves da realizacao da analise de componentes principais replicaram os resultados originais, apresentando bons valores de validade e consistencia interna (alfa de Cronbach de 0,93), revelando a multidimensionalidade do construto avaliado. A analise exploratoria replicou o modelo testado pela analise confirmatoria. Assim, a aplicacao deste instrumento em contexto organizacional multicultural podera ser uma ferramenta fundamental para identificar competencias cruciais ao desempenho dos recursos humanos, equipas ou organizacoes, em ambientes caracterizados pela diversidade cultural, assim como, garantir o sucesso dos processos de integracao de expatriados e de imigrantes.

Quotient de Systématisation: une analyse factorielle exploratoire

The empathizing – systemizing theory, developed by Baron-Cohen (2002), assumes the existence of two main cognitive styles, one more characteristic of female gender (with greater capacity to empathize), and the other more characteristic of male gender (with greater capacity to systemize). To assess the systemizing concept, Baron-Cohen and his colleagues (2003) developed the Systemizing Quotient (SQ) scale. Thus, this study central aim was to validate the short version of the SQ scale (developed by Wakabayashi et al., 2006) for the Portuguese population, using a sample of 506 participants. It was carried out an exploratory factor analysis where were found two factors in the SQ scale, which were denominated by 1) Contents and 2) Processes. There was carried out a reliability and internal consistency analysis for the instrument, also proceeding to the comparison of the various groups in the sample, according to gender, education levels, and occupation types.

Adaptation of the Domestic Violence Myth Acceptance Scale to Portuguese and Tests of Its Convergent, Divergent, and Predictive Validities:

The Domestic Violence Myth Acceptance Scale was adapted to Portuguese (PDVMAS). The PDVMAS displayed reasonable fit indices (Study 1); was positively correlated with right-wing authoritarianism, social dominance orientation, belief in a just world (Study 2), and ambivalent sexism (Study 3); and negatively correlated with empathetic tendencies (Study 4). PDVMAS significantly predicted victim blame and aggressor exoneration in scenarios of coercion (Study 5) and physical assault (Study 6). Victims and non-victims of domestic violence equally endorsed domestic violence myths. Globally, the PDVMAS is a reliable instrument, and domestic violence myths are pervasive and alter the perception of intimate partner violence.

Organizational practices for the expatriates’ adjustment: a systematic review

Purpose The globalization of work has contributed to a great increment in cross-cultural interactions, contributing to a new impetus in the expatriates’ topic. The costs associated with the failed international missions are high, and the identification of effective adjustment strategies is of extreme importance, both for organizations and for individuals. The purpose of this paper is to identify the kind of practices that are developed by organizations and their impact on the adjustment of expatriates. Design/methodology/approach To achieve the proposed objective, a systematic review of literature (from the late 1980s to the present day) will be carried out. Findings Based on five articles on the topic, the results show that there are few studies that assess the impact of the types of adjustment to organizational practices, with the cross-cultural training and language training being the most common. These practices have shown a positive effect on performance and adjustment of expatriates. Originality/value The authors feel the lack of studies that have adequate indicators to measure the integration and effectiveness of the adjustment of expatriates.

Adaptación al español del cuestionario de Condiciones de Efectividad en el Trabajo (CWEQ-II)

[CWEQII]) desarrollado por Laschinger, Finegan, Shamian y Wilk (2001). Se llevo a cabo un proceso de traduccion y retrotraduccion de los items que lo componen y se exploraron sus propiedades psicometricas, en una muestra de 346 empleados de una universidad publica espanola. Se investigo la fiabilidad de la escala y su estructura factorial (analisis fac -torial confirmatorio) y las relaciones entre el empowerment estructural, el empowerment general y el empowerment psicologico en el trabajo. Los resultados revelaron una estructura multidimensional de cuatro factores (acceso a las oportunidades, a la informacion, al apoyo y a los recursos) conforme a la escala original, y relaciones positivas entre el empowerment estructural, general y psicologico en el trabajo. Se incluyen interpretaciones y sugerencias para futuros estudios.

Cultura pop japonesa e identidade social: os cosplayers de Vitória (ES)

This study focus on the social identity construed from a group of cosplayers from Espirito Santo. The cosplayers are people who dress with clothes of characters of mangas (comics from Japan), animes (cartoons with Nipponese origin) and several games. This practice is supported by the Japanese popular culture inserted in the Capixaba social environment. The sample comprised 12 respondent, with average age of 18, 66 years old (DP =1, 44). The main results from the Nipponese media over another are basically that the psychological attributes of the characters chosen apparently maintain some advantage over other aspects when people decide upon a certain characterization. Finally, these people feel themselves as creators of a social group that is based on two structural interactive categories: performance and fun, which can be considered as typical of the entertainment mass culture society.

Translate into Spanish of the Conditions for Work Effectiveness Questionnaire (CWEQ II)

[CWEQII]) desarrollado por Laschinger, Finegan, Shamian y Wilk (2001). Se llevo a cabo un proceso de traduccion y retrotraduccion de los items que lo componen y se exploraron sus propiedades psicometricas, en una muestra de 346 empleados de una universidad publica espanola. Se investigo la fiabilidad de la escala y su estructura factorial (analisis fac -torial confirmatorio) y las relaciones entre el empowerment estructural, el empowerment general y el empowerment psicologico en el trabajo. Los resultados revelaron una estructura multidimensional de cuatro factores (acceso a las oportunidades, a la informacion, al apoyo y a los recursos) conforme a la escala original, y relaciones positivas entre el empowerment estructural, general y psicologico en el trabajo. Se incluyen interpretaciones y sugerencias para futuros estudios.

Adaptación al español de la escala de Condiciones de Efectividad en el Trabajo (CWEQ-II)

[CWEQII]) desarrollado por Laschinger, Finegan, Shamian y Wilk (2001). Se llevo a cabo un proceso de traduccion y retrotraduccion de los items que lo componen y se exploraron sus propiedades psicometricas, en una muestra de 346 empleados de una universidad publica espanola. Se investigo la fiabilidad de la escala y su estructura factorial (analisis fac -torial confirmatorio) y las relaciones entre el empowerment estructural, el empowerment general y el empowerment psicologico en el trabajo. Los resultados revelaron una estructura multidimensional de cuatro factores (acceso a las oportunidades, a la informacion, al apoyo y a los recursos) conforme a la escala original, y relaciones positivas entre el empowerment estructural, general y psicologico en el trabajo. Se incluyen interpretaciones y sugerencias para futuros estudios.