Date of Submission
Fall 12-8-2017
Degree Type
Dissertation
Degree Name
Doctor of Philosophy in International Conflict Management (Ph.D. INCM)
Department
Conflict Management
Committee Chair/First Advisor
Darina Lepadatu
Co-chair
Linda Treiber
Committee Member
Michael Long
Committee Member
Tavishi Bhasin
Committee Member
May Gao
Abstract
Although immigrant professionals contribute significantly to the American economy, their processes of adaptation to the host country and integration into work departments has not been sufficiently examined. Based on a survey of 241 immigrant professors in the United States, the current study sought to reveal how immigration-related identity markers, that is acculturation strategy adopted and migrant personality, impact the levels of private life satisfaction, work satisfaction, and perceptions of conflict at work. Results of Ordinary Least Squares regression analyses revealed that maintaining a balance between original cultural values and local ones, as well as scoring towards the lower-end of the migrant personality continuum are associated with increased levels of well-being and decreased perceptions of conflict at work. Contrary, maintaining original cultural values without integrating the local ones, as well as scoring high on the migrant personality continuum are associated with low levels of well-being and heightened perceptions of conflict at work. These findings may inform policy makers and scholars of conflict about the issues inherent in the acculturation process of foreign employees, and may help craft interventions that minimize the negative effects of cultural identity-based conflicts.
Included in
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