Abstract

The study presents a conceptual framework that links culture (that is, power distance, individualism, uncertainty avoidance, and masculinity), and conflict management styles (that is, problem-solving, compromising, forcing, and legalistic), to identify their impact upon satisfaction of expatriates and their job performance. The sample size comprised of 193 Japanese senior managers working in Taiwan. LISREL 8.52 was used to assess the relationships among these variables. The results demonstrated that: (1) higher individualism is related to compromising and legalistic styles; (2) uncertainty avoidance is negatively related to problem-solving and positively related to forcing styles; (3) masculinity is positively associated with problem-solving and negatively associated with forcing styles; (4) performance satisfaction is negatively related to problem-solving, legalistic, and masculinity but positively related to individualism.

Key words: Performance, culture, conflict management styles.