| Autor: |
Lin Y; Graduate School of Business, Stanford University, Stanford, CA 94305., Caluori N; Department of Psychology, University of Virginia, Charlottesville, VA 22903., Öztürk EB; Faculty of Business, Dokuz Eylül Üniversitesi, İşletme Fakültesi Kaynaklar Yerleşkesi, Buca, 35390 İzmir, Turkey., Gelfand MJ; Graduate School of Business, Stanford University, Stanford, CA 94305. |
| Jazyk: |
angličtina |
| Zdroj: |
Proceedings of the National Academy of Sciences of the United States of America [Proc Natl Acad Sci U S A] 2022 Oct 11; Vol. 119 (41), pp. e2210324119. Date of Electronic Publication: 2022 Oct 03. |
| DOI: |
10.1073/pnas.2210324119 |
| Abstrakt: |
In honor cultures, relatively minor disputes can escalate, making numerous forms of aggression widespread. We find evidence that honor cultures' focus on virility impedes a key conflict de-escalation strategy-apology-that can be successfully promoted through a shift in mindset. Across five studies using mixed methods (text analysis of congressional speeches, a cross-cultural comparison, surveys, and experiments), people from honor societies (e.g., Turkey and US honor states), people who endorse honor values, and people who imagine living in a society with strong honor norms are less willing to apologize for their transgressions (studies 1-4). This apology reluctance is driven by concerns about reputation in honor cultures. Notably, honor is achieved not only by upholding strength and reputation (virility) but also through moral integrity (virtue). The dual focus of honor suggests a potential mechanism for promoting apologies: shifting the focus of honor from reputation to moral integrity. Indeed, we find that such a shift led people in honor cultures to perceive apologizing more positively and apologize more (study 5). By identifying a barrier to apologizing in honor cultures and illustrating ways to overcome it, our research provides insights for deploying culturally intelligent conflict-management strategies in such contexts. |
| Databáze: |
MEDLINE |
| Externí odkaz: |
|
