Michael W. Morris

Columbia University, New York City, New York, United States

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Publications (60)109.61 Total impact

  • Michael W Morris, Shu Zhang
    Proceedings of the National Academy of Sciences 11/2013; 110(47):E4404. · 9.74 Impact Factor
  • Shu Zhang, Michael W Morris, Chi-Ying Cheng, Andy J Yap
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    ABSTRACT: For bicultural individuals, visual cues of a setting's cultural expectations can activate associated representations, switching the frames that guide their judgments. Research suggests that cultural cues may affect judgments through automatic priming, but has yet to investigate consequences for linguistic performance. The present studies investigate the proposal that heritage-culture cues hinder immigrants' second-language processing by priming first-language structures. For Chinese immigrants in the United States, speaking to a Chinese (vs. Caucasian) face reduced their English fluency, but at the same time increased their social comfort, effects that did not occur for a comparison group of European Americans (study 1). Similarly, exposure to iconic symbols of Chinese (vs. American) culture hindered Chinese immigrants' English fluency, when speaking about both culture-laden and culture-neutral topics (study 2). Finally, in both recognition (study 3) and naming tasks (study 4), Chinese icon priming increased accessibility of anomalous literal translations, indicating the intrusion of Chinese lexical structures into English processing. We discuss conceptual implications for the automaticity and adaptiveness of cultural priming and practical implications for immigrant acculturation and second-language learning.
    Proceedings of the National Academy of Sciences 06/2013; · 9.74 Impact Factor
  • Aurelia Mok, Michael W. Morris
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    ABSTRACT: Studies of social judgment found that the way bicultural individuals respond to cultural cues depends on their cultural identity structure. Biculturals differ in the degree to which they represent their two cultural identities as integrated (vs. nonintegrated), which is assessed as high (vs. low) bicultural identity integration (BII), respectively. High BII individuals assimilate to cultural cues, yet low BII individuals contrast to these cues. The current studies reveal that this dynamic extends to consumer behavior and elucidate the underlying psychological mechanism. We found that high (low) BII individuals exhibit assimilation (contrast) responses to cultural cues in consumer information-seeking and choice. Furthermore, the pattern occurs with both subliminal (study 1) and supraliminal (study 2) cultural primes, and is mediated by the experience of identity exclusion threat (study 2). Results suggest that the interactive effect of BII and cultural cues arises from nonconscious defense against the exclusion of a cultural identity. Implications for self-protective processes, automatic behavior, and marketing are discussed.
    Journal of Consumer Psychology 04/2013; 23(2):175–188.
  • Aurelia Mok, Michael W. Morris
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    ABSTRACT: Do situational cues to individuals’ social identities shift the way they look at objects? Do such shifts hinge on the structure of individuals’ self-concept? We hypothesized individuals with integrated identities would exhibit attentional biases congruent with identity cues (assimilative response), whereas those with nonintegrated identities would exhibit attentional biases incongruent with identity cues (contrastive response). Dual identity participants (Asian Americans, Study 1; female lawyers, Study 2) were exposed to identity primes and then asked to focus on central, focal objects in a stimulus display. Among participants with high identity integration, American (Study 1) or lawyer priming (Study 2) shifted attention toward focal objects (assimilative response). Among participants with low identity integration, Asian (Study 1) or female priming (Study 2) shifted attention toward focal objects (contrastive response). Dual identity integration moderates responses to identity cues in attentional focus. Implications for identity structure, object perception, and task performance are discussed.
    Social Psychological and Personality Science. 09/2012; 3(5):597-604.
  • Aurelia Mok, Michael W Morris
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    ABSTRACT: Increasingly, individuals identify with two or more cultures. Prior research has found the degree to which individuals chronically integrate these identities (bicultural identity integration; BII) moderates responses to cultural cues: High BII individuals assimilate (adopting biases that are congruent with norms of the cued culture), whereas low BII individuals contrast (adopting biases that are incongruent with these norms). The authors propose BII can also be a psychological state and modulated by shifts in processing styles. In four experiments, the authors induced a global or local processing style using physical posture (Experiment 1) and cognitive manipulations (Experiments 2-4) and found that BII is enhanced in contexts facilitating a more global processing style (i.e., smiling, high-level construal, and similarity focus). The authors also found that contrastive responses to cultural cues are diminished when BII is situationally enhanced. Implications for research on processing style, identity integration, and performance in culture-based situations are discussed.
    Personality and Social Psychology Bulletin 02/2012; 38(2):233-46. · 2.22 Impact Factor
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    ABSTRACT: This research investigates a new type of team that is becoming prevalent in global work settings, namely self-managing multicultural teams. We argue that challenges that arise from cultural diversity in teams are exacerbated when teams are leaderless, undermining performance. A longitudinal study of multicultural master of business administration study teams found that in the early stage of team formation, teams with a low average level of, but moderate degree of variance in, uncertainty avoidance performed best. Four months post formation, however, teams with a high average level of relationship orientation performed better than teams with a low average level of relationship orientation. Furthermore, a moderate degree of variance in relationship orientation among team members produced better team performance than a low or high degree of variance. These findings suggest that different cultural value orientations exert different patterns of effects on the performance of self-managing multicultural teams, depending on the stage of team formation. We discuss implications for the composition of self-managing multicultural teams and its influence on team processes and performance. Copyright © 2012 John Wiley & Sons, Ltd.
    Journal of Organizational Behavior 01/2012; 33(3):389 - 411. · 3.85 Impact Factor
  • Krishna Savani, Michael W Morris, N V R Naidu
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    ABSTRACT: We examine the claim that Indians are more likely than Americans to act deferentially in the presence of authority figures and explore 2 possible psychological mechanisms for this cultural difference: introjected goals and injunctive norms. Studies 1 and 2 showed that after reflecting upon an authority's expectations, Indians were more likely than Americans to make clothing and course choices consistent with the authority's expectations, but there was no such cultural difference for peers' expectations. Study 3 showed that merely activating the concept of authority figures, without highlighting specific expectations, was sufficient to influence Indians' choices but not their evaluations. Examining a more basic distinction underlying introjected goals versus injunctive norms, Study 4 showed that authority primes influenced Indians' sense of what they should do but not what they want to do. Study 5 showed that, inconsistent with the internalized goal mechanism, the effect of explicit authority primes did not increase after brief delays. However, Indian participants who were less likely to accommodate to the salient authority experienced more guilt across delay conditions, which supported the injunctive norms mechanism. The findings suggest that manipulating injunctive norms can be an effective means for inducing or eliminating deferential behaviors in Indian settings.
    Journal of Personality and Social Psychology 12/2011; 102(4):685-99. · 5.08 Impact Factor
  • Aurelia Mok, Michael W. Morris
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    ABSTRACT: Bicultural individuals vary in the degree to which their two cultural identities are integrated – Bicultural Identity Integration (BII). Among Asian-Americans, for example, some experience their Asian and American sides as integrated (high BII) whereas others experience the two as divided (low BII). Past research on social judgement found that individual differences in BII affect the way biculturals respond to cultural cues or norms in their situation. Asian-Americans with low BII tend to contrast to the cultural norm (e.g. they exhibit typically American judgements when in Asian cultural situations) rather than assimilate to them, a response observed more among high BII individuals (e.g., they exhibit typically Asian judgements when in Asian cultural situations). Research has interpreted the contrastive response as reflecting implicit identity motives, yet past studies used measures that make cultural differences salient. Conscious awareness of the experimental hypothesis could elicit contrastive responses. The present research assessed forecasts of others' behaviour in which cultural group differences are less obvious: Asians, compared to Westerners, forecast more positive behaviours from others. In three experiments with Asian-Americans, we found the contrastive response by low BII individuals persisted. They made more positive forecasts after exposure to American versus Asian cultural cues. This suggests that the moderating role of BII on responses to cultural cues is not a matter of demand characteristics or limited to stereotypical cultural differences. Implications for bicultural identity, implicit processes, and organizational behaviour are discussed.
    Asian Journal Of Social Psychology 11/2011; 14(4):294 - 301. · 0.83 Impact Factor
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    Aurelia Mok, Michael W. Morris
    Journal of Experimental Social Psychology. 03/2011; 47(2):520.
  • Michael W. Morris, Aurelia Mok
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    ABSTRACT: Cross-national research on social description documents that Westerners favor abstract linguistic categories (e.g. adjectives rather than verbs) more than East Asians. Whereas culture-related schemas are assumed to underlie these differences, no research has examined this directly. The present study used the cultural priming paradigm to distinguish the role of cultural schemas from alternative country-related explanations involving linguistic structures or educational experiences. It compared Asian-Americans' descriptions of others and memory for social information following American versus Asian priming. Asian priming fostered more concrete, contextualized verb-based descriptions and reduced memory errors associated with trait inference, compared to American priming (and to separate samples of non-primed Asian-Americans and Euro-Americans). This provides the first incisive evidence that cultural schemas influence the linguistic categories used to describe and remember social targets. Implications for research on biculturals, culture-related schemas, and linguistic practices are discussed.
    Journal of Experimental Social Psychology. 01/2011;
  • Aurelia Mok, Michael W. Morris
    Journal of Experimental Social Psychology - J EXP SOC PSYCHOL. 01/2011; 47(2):520-520.
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    Michael W. Morris, Kwok Leung
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    ABSTRACT: abstractThis Editors' Forum –‘Creativity East and West’– presents five papers on the question of cultural differences in creativity from the perspective of different research literatures, followed by two integrative commentaries. The literatures represented include historiometric, laboratory, and organizational studies. Investigation of cultural influences through country comparisons and priming manipulations, focusing on how people perform creatively and how they assess creativity. This introduction notes parallels in the findings across these research perspectives, suggesting some cultural universals in creativity and some systematic differences. Many differences can be explained in terms of the model that creativity means a solution that is both novel/original and useful/appropriate, yet that Western social norms prioritize novelty whereas Eastern norms prioritize usefulness – an account which predicts cultural differences would arise in contexts that activate social norms. The commentaries elaborate this argument in terms of processes – at the micro cognitive level and at the macro societal level – through which creativity occurs.
    Management and Organization Review 10/2010; 6(3):313 - 327. · 2.44 Impact Factor
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    ABSTRACT: We argue that differences between the landscapes of influence situations in Indian and American societies induce Indians to accommodate to others more often than Americans. To investigate cultural differences in situation-scapes, we sampled interpersonal influence situations occurring in India and the United States from both the influencee's (Study 1) and the influencer's (Study 2) perspectives. We found that Indian influence situations were dramatically more likely than U.S. situations to feature other-serving motives and to result in positive consequences for the relationship. Yet Study 3 found that targets of influence felt no less free to decide whether to accommodate in India than the United States, but felt more concerned about the influencer. To investigate the effects of situation-scapes on people's expectations and decisions, we exposed Indian and American participants to descriptions of situations from both societies (with their origins obscured). Study 4 found that both groups of participants expected more positive consequences from accommodation in Indian situations than in American situations. Finally, Study 5 found that both groups decided to accommodate more often in Indian situations than in American situations. At the same time, Indian participants were more likely than Americans to accommodate across all situations, but both groups converged over 100 trials as they were exposed to more and more situations drawn from each other's cultures. We interpret these effects in terms of the default decisions or biases conditioned by people's recently encountered situations.
    Journal of Personality and Social Psychology 10/2010; 100(1):84-102. · 5.08 Impact Factor
  • ROY Y. J. CHUA, MICHAEL W. MORRIS, PAUL INGRAM
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    ABSTRACT: This article examines how managers' tendency to discuss new ideas with others in their professional networks depends on the density of shared ties surrounding a given relationship. Consistent with prior research which found that embeddedness enhances information flow, an egocentric network survey of mid-level executives shows that managers tend to discuss new ideas with those who are densely embedded in their professional networks. More specifically, embeddedness increases the likelihood to discuss new ideas by engendering affect-based trust, as opposed to cognition-based trust. Implications for network and creativity research are discussed.
    The Journal of Creative Behavior. 06/2010; 44(2).
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    Malia F Mason, Michael W Morris
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    ABSTRACT: A fundamental challenge facing social perceivers is identifying the cause underlying other people's behavior. Evidence indicates that East Asian perceivers are more likely than Western perceivers to reference the social context when attributing a cause to a target person's actions. One outstanding question is whether this reflects a culture's influence on automatic or on controlled components of causal attribution. After reviewing behavioral evidence that culture can shape automatic mental processes as well as controlled reasoning, we discuss the evidence in favor of cultural differences in automatic and controlled components of causal attribution more specifically. We contend that insights emerging from social cognitive neuroscience research can inform this debate. After introducing an attribution framework popular among social neuroscientists, we consider findings relevant to the automaticity of attribution, before speculating how one could use a social neuroscience approach to clarify whether culture affects automatic, controlled or both types of attribution processes.
    Social Cognitive and Affective Neuroscience 05/2010; 5(2-3):292-306. · 5.04 Impact Factor
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    Emily T Amanatullah, Michael W Morris
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    ABSTRACT: The authors propose that gender differences in negotiations reflect women's contextually contingent impression management strategies. They argue that the same behavior, bargaining assertively, is construed as congruent with female gender roles in some contexts yet incongruent in other contexts. Further, women take this contextual variation into account, adjusting their bargaining behavior to manage social impressions. A particularly important contextual variable is advocacy-whether bargaining on one's own behalf versus on another's behalf. In self-advocacy contexts, women anticipate that assertiveness will evoke incongruity evaluations, negative attributions, and subsequent "backlash"; hence, women hedge their assertiveness, using fewer competing tactics and obtaining lower outcomes. However, in other-advocacy contexts, women achieve better outcomes as they do not expect incongruity evaluations or engage in hedging. In a controlled laboratory experiment, the authors found that gender interacts with advocacy context in this way to determine negotiation style and outcomes. Additionally, process measures of anticipated attributions and backlash statistically mediated this interaction effect.
    Journal of Personality and Social Psychology 02/2010; 98(2):256-67. · 5.08 Impact Factor
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    Aurelia Mok, Chi-Ying Cheng, Michael W. Morris
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    ABSTRACT: 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.
    International Journal of Cross Cultural Management. 01/2010; 10(1):17-35.
  • Aurelia Mok, Michael W. Morris
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    ABSTRACT: Bicultural individuals differ in the degree to which their cultural identities are integrated versus conflicting—Bicultural Identity Integration (BII). Studies of judgment find that biculturals with less integrated identities (low BIIs) tend to defy salient cultural norms, whereas those with highly integrated identities (high BIIs) conform. This study examined biculturals' judgment in a group decision-making context, focusing on individuals' reactions to consensus in cultural ingroups. Results showed that low (vs. high) BIIs are more likely to resist the group consensus when it is incorrect, but not when it is correct. These findings suggest that contrarian impulses of low BIIs can be channeled towards facilitating constructive conflict—resisting groupthink that results from cultural homogeneity. Implications for bicultural identity, motives, and organizational behavior are discussed.
    Journal of Experimental Social Psychology - J EXP SOC PSYCHOL. 01/2010; 46(6):1114-1117.
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    ABSTRACT: The authors propose that culture affects people through their perceptions of what is consensually believed. Whereas past research has examined whether cultural differences in social judgment are mediated by differences in individuals' personal values and beliefs, this article investigates whether they are mediated by differences in individuals' perceptions of the views of people around them. The authors propose that individuals who perceive that traditional views are culturally consensual (e.g., Chinese participants who believe that most of their fellows hold collectivistic values) will themselves behave and think in culturally typical ways. Four studies of previously well-established cultural differences found that cultural differences were mediated by participants' perceived consensus as much as by participants' personal views. This held true for cultural differences in the bases of compliance (Study 1), attributional foci (Study 2), and counterfactual thinking styles (Study 3). To tease apart the effect of consensus perception from other possibly associated individual differences, in Study 4, the authors experimentally manipulated which of 2 cultures was salient to bicultural participants and found that judgments were guided by participants' perception of the consensual view of the salient culture.
    Journal of Personality and Social Psychology 10/2009; 97(4):579-97. · 5.08 Impact Factor
  • Aurelia Mok, Michael W. Morris
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    ABSTRACT: Bicultural individuals vary in the degree to which their two cultural identities are integrated versus conflicting—Bicultural Identity Integration (BII). Past research on attribution biases finds that BII influences the way that biculturals shift in response to cultural primes: integrated biculturals shift assimilatively, whereas conflicted biculturals shift contrastively. Proposing that this reflects assimilation versus reactance responses, we tested whether it extends to shifts in self-perceived personality. In two experiments with Asian–American participants, we found that BII influences the direction of cultural priming effects (assimilation versus contrast) on the personality dimensions of need for uniqueness (Experiment 1) and extraversion (Experiment 2). As hypothesized, high BIIs shifted in a culturally assimilative direction, perceiving the self as more uniqueness-seeking and extraverted following American versus Asian priming, whereas low BIIs shifted in the reverse direction. Implications for research on bicultural identity, priming, personality, organizational and consumer behavior are discussed.
    Journal of Experimental Social Psychology. 01/2009;

Publication Stats

1k Citations
109.61 Total Impact Points

Institutions

  • 2004–2013
    • Columbia University
      • • Division of Management
      • • Columbia Business School
      New York City, New York, United States
  • 2012
    • The University of Hong Kong
      Hong Kong, Hong Kong
  • 2011
    • New York University
      • Pain Management
      New York City, NY, United States
  • 2010
    • University of Texas at Austin
      • McCombs School of Business
      Austin, TX, United States
  • 2007
    • Cornell University
      Ithaca, New York, United States
    • Nanyang Technological University
      • Nanyang Business School (College of Business)
      Singapore, Singapore
  • 2000–2001
    • Stanford University
      Palo Alto, California, United States
  • 1998
    • City University of Hong Kong
      • Department of Management
      Chiu-lung, Kowloon City, Hong Kong