The present study examined how biculturals (Asian-Americans) adjust to differing cultural settings in performance appraisal. Biculturals vary in the degree to which their two cultural identities are compatible or oppositional — Bicultural Identity Integration (BII). The authors found that individual differences in BII interacted with the manipulation of the cultural setting (American or Asian) in determining whether employee outcomes were evaluated as matching or mismatching cultural norms. Results showed that Asian-Americans with high BII gave less weight to employees’ situational conditions in the American setting (matching American cultural norms) and more weight in the Asian setting (matching Asian cultural norms), whereas those with low BII showed the opposite pattern, giving more weight to employees’ situational conditions in the American setting (mismatching American cultural norms) and less weight in the Asian setting (mismatching Asian cultural norms). We discuss the implications of understanding bicultural identity dynamics in managerial judgment and behavior.
Assonance ou dissonance des normes culturelles lors de l’évaluation annuelle de performance : effets de l’environnement culturel et intégration de l’identité biculturelle (Aurelia Mok, Chi-Ying Cheng et Michael W. Morris)
Cette étude examine comment les personnes biculturelles (ici, les Asio-américains) s’ajustent aux différents environnements culturels lors d’évaluations annuelles de performance. Ces derniers varient selon le degré de compatibilité ou d’opposition de leurs identités culturelles — intégration de l’identité culturelle (IIB). Les auteurs concluent que les différences individuelles en matière d’IIB interagissent avec la manipulation de l’environnement culturel (américain ou asiatique) pour déterminer si les résultats des employés sont évalués selon des normes culturelles assonantes ou dissonantes. Les conclusions de l’étude montrent que les Asio-américains avec une IIB élevée donnent moins de poids aux conditions situationnelles des employés dans l’environnement américain (assonance des normes culturelles américaines) et plus de poids à l’environnement asiatique (assonance des normes culturelles asiatiques) ; en revanche ceux dotés d’une faible IIB sont à l’opposé de ce schéma, donnant plus de poids aux conditions situationnelles des employés dans l’environnement américain (dissonance des normes culturelles américaines) et moins de poids à l’environnement asiatique (dissonance des normes culturelles asiatiques). Nous étudions enfin les implications de la dynamique d’identité biculturelle dans le jugement et le comportement managérial.
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