Dear colleagues, 


Please find below a call for papers for a special issue of Cross Cultural &
Strategic Management, edited by Leigh Anne Liu, Wendi Adair, and Dean


The deadline for submission has been extended to October 31, 2016.


Special Issue on Intercultural Conflict and Collaboration


Call for Papers from Cross Cultural & Strategic Management


Guest Editors: Leigh Anne Liu, Wendi Adair, Dean Tjosvold


Current cross-cultural management research has a decidedly comparative
flavor; we tend to compare management practices in one nation versus
another. The globalization of trade and an increasingly mobile international
workforce make intercultural interactions within and between organizations
commonplace. These intercultural interactions, whether face-to-face or
virtual, can take place within a given geographic location or across
countries.  However, we only have a limited understanding of how individuals
and organizations interact, communicate, negotiate, and manage conflict
across cultural boundaries. Previous research shows that when interacting
with counterparts from different cultures, we may experience variations in
negotiation strategies (Adair & Brett, 2005; Brett & Okumura, 1998; Brett,
2014), asymmetrical communication experiences (Liu, Chua, & Stahl, 2010),
different sensitivities to self-construal (Lee, 2005), or different
motivations for consensus (Liu et al., 2012). A recent review of literature
on conflict management (Tjosvold, Wong, & Chen, 2014) reveals that
open-minded discussions and mutually beneficial relationships are critical
to resolving conflicts. Combining these two lines of research, we ask how
the intercultural context challenges the development of mutually beneficial
relationships? Is cultural complexity a barrier for open communication?  Can
cultural diversity facilitate creative and constructive solutions to
intercultural conflict?  


The purpose of this special issue is to showcase research that sheds light
on the dynamics, antecedents, consequences, and contextual factors that
influence intercultural conflict and collaboration. We invite theoretical
and empirical papers using qualitative, quantitative, and mixed approaches
to explore intercultural interactions at the individual, team,
organizational, and multiple levels. We invite papers from management and
other disciplines to advance the understanding of intercultural conflict and
collaboration, including but not limited to the following issues:


*        What are the individual, cultural, societal, and institutional
causes of intercultural conflict? What might help diffuse the negative
impact of the causes and consequences of such intercultural conflict? What
would facilitate constructive management of intercultural conflict? What and
how could we harness the positive consequences associated with diverse
perspectives and approaches to yield more innovative solutions to
problems/issues that confront us as rapid changes and growing complexity
become the norm rather than the exception?


*        Why do we collaborate interculturally at the individual, team, and
firm levels? What constitute intrinsic and extrinsic motivations for
intercultural collaboration? What are the dynamics of such motivation that
influence the success and sustainability of intercultural collaboration? How
can we assess the benefits and costs of culturally diverse teams?


*        What individual characteristics might influence the ways
intercultural conflict and collaboration are managed? How are these
characteristics developed?  


*        What kinds of team composition and dynamics influence success and
failure in managing intercultural conflict and collaboration? 


*        How do organizations manage intercultural conflict and
collaboration with multiple stakeholders? Do they manage conflict with
clients, suppliers, and customers from different cultural backgrounds
similarly or differently?  What determines the similarity or differences in
their approaches? Do organizations collaborate with intercultural partners
differently?  What strengthens and weakens intercultural collaboration? 


The list of topics is suggestive, not comprehensive. We are open to multiple
perspectives on identifying new areas for enhancing the understanding of
intercultural conflict and collaboration at multiple levels of analysis. 




Adair, W.L., & Brett, J. M. 2005. The negotiation dance: Time, culture, and
behavioral sequences in negotiation. Organization Science, 16, 33-51.

Brett, J. 2014. Negotiating globally (3rd ed.). San Francisco: John Wiley &

Brett, J. M., & Okumura, T. (1998). Inter- and intracultural negotiation:
U.S. and Japanese negotiators. Academy of Management Journal, 41(5),

Lee, S. 2005. Judgment of ingroups and outgroups in intra- and intercultural
negotiation: The role of interdependent self-construal in judgment timing.
Group Decision and Negotiation, 14(1), 43-62.

Liu, L.A., Chua, C.H., & Stahl, G. 2010. Quality of communication
experience: Definition, measurement, and implications for intercultural
negotiations. Journal of Applied Psychology, 95(3), 469-487. 

Liu, L.A., Friedman, R.A., Barry, B., Gelfand, M.J., & Zhang, Z-X. 2012. The
dynamics of consensus building in intracultural and intercultural
negotiations. Administrative Science Quarterly, 57(2), 269-304. 

Tjosvold, D., Wong, A.S.H., & Chen, N.Y.F. 2014. Constructively managing
conflicts in organizations. Annual Review of Organizational Psychology and
Organizational Behavior, 1, 545-568. 


Submission Guidelines and Deadline:


To be considered for this special issue, manuscripts need to meet the
following guidelines: (1) be submitted through the ScholarOne website, (2) be between 7,000 and 12,000 words
in length including references and appendices, and (3) follow the manuscript
requirements outlined on the journal's website:


All submissions will undergo a double-blind review process. The submission
deadline is October 31, 2016.

Questions about the special issue can be directed to the guest editors:
Leigh Anne Liu ([log in to unmask] <mailto:[log in to unmask]> ), Wendi Adair
([log in to unmask] <mailto:[log in to unmask]> ), Dean Tjosvold
([log in to unmask] <mailto:[log in to unmask]> ), or the Editor-in-Chief
Rosalie Tung ([log in to unmask] <mailto:[log in to unmask]> ).


Guest Editors:


Leigh Anne Liu is an associate professor of international business at
Georgia State University.

Leigh Anne studies the roles of culture and cognition in negotiation,
conflict management, collaboration, teams, and relationships in
multicultural settings. Her research has appeared in Administrative Science
Quarterly, Journal of Applied Psychology, Journal of International Business
Studies, Journal of Cross-Cultural Psychology, and Management and
Organization Review, among other outlets. She has been a visiting professor
at Toulouse Business School in France, Peking University, and Nanjing
University in China. She has consulted for Fortune 500 companies and the
nonprofit sectors on conflict management and multicultural competence
programs. Leigh Anne has taught courses and workshops for undergraduate,
MBA, MIB, PhD, and executive students on topics of international
negotiation, multicultural competence, global management, and cross-cultural


Wendi Adair is Associate Professor in the Department of Psychology and
Director of the Culture at Work Lab at the University of Waterloo. Dr.
Adair's research focuses on negotiation and conflict management in the
global marketplace. Other areas of research include culture and creativity,
culture and communication context, and third culture building in
multicultural teams. Wendi is Associate Editor of Negotiation and Conflict
Management Research and past president of the International Association for
Conflict Management. Her research has appeared in outlets including Journal
of Applied Psychology, Journal of International Business Studies, Journal of
Cross-Cultural Psychology, and Organization Science, and she is co-editor of
the Handbook of Research on Negotiation (2013). She has taught negotiation
and conflict management, cross-cultural organizational behavior, leading and
managing multicultural teams, and inclusive communication for undergraduate,
MA, PhD, corporate, and nonprofit audiences. 


Dean Tjosvold is Henry Y. W. Fong Chair Professor of Management, Lingnan
University in Hong Kong. He has taught at the Pennsylvania State University
and Simon Fraser University in Vancouver. He is a past president of the
International Association for Conflict Management and was elected to the
Academy of Management Board of Governors in 2004. Dean has published over
200 articles, 20 books, 30 book chapters, and 100 conference papers on
managing conflict, cooperation and competition, decision-making, power, and
other management issues. He is a past Associate Editor, Journal of
Organizational Behavior; Ex-Officio Senior Editor, the Journal of World
Business; and past Associate Editor, Group Decision and Negotiation. His
books have been selected by Fortune and other Book Clubs and have been
translated into Chinese and Spanish. With colleagues, he has written books
on teamwork, leadership, and conflict management published in Mainland
China. He is a partner in his family's health care business based in
Minnesota, USA.



Richard Haans

Social Media Editor, CCSM | Tilburg University, the Netherlands

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