Sanchez-Burks Jeffrey, Bartel Caroline A, Blount Sally
Stephen M. Ross School of Business, University of Michigan, USA.
J Appl Psychol. 2009 Jan;94(1):216-23. doi: 10.1037/a0012829.
This article examines how performance in intercultural workplace interactions can be compromised even in the absence of overt prejudice. The authors show that individuals respond differently to nonverbal behavioral mirroring cues exhibited in workplace interactions, depending on their cultural group membership. In a field study with experienced managers, U.S. Anglos and U.S. Latinos interacted with a confederate who, unbeknownst to the participant, engaged (or not) in behavioral mirroring. Results show that the level of the confederate's mirroring differentially affected Latinos' state anxiety, but not Anglos' state anxiety, as well as actual performance in the interaction. Two additional laboratory experiments provide further evidence of the interactive relationship of behavioral mirroring and cultural group membership on evaluations of workplace interactions. Implications for intercultural interactions and research are discussed. (PsycINFO Database Record (c) 2009 APA, all rights reserved).
本文探讨了即使在没有明显偏见的情况下，跨文化职场互动中的表现是如何受到损害的。作者表明，个体对职场互动中表现出的非言语行为模仿线索的反应各不相同，这取决于他们所属的文化群体。在一项针对经验丰富的经理人的实地研究中，美国盎格鲁人和美国拉丁裔与一名同伙进行互动，而参与者并不知道该同伙是否进行了行为模仿。结果表明，同伙的模仿程度对拉丁裔的状态焦虑有不同影响，但对盎格鲁人的状态焦虑没有影响，同时也影响了互动中的实际表现。另外两项实验室实验进一步证明了行为模仿与文化群体成员身份在对职场互动评价上的交互关系。文中还讨论了对跨文化互动和研究的启示。（PsycINFO数据库记录（c）2009美国心理学会，保留所有权利）
