Richard W. Brislin’s research while affiliated with University of Hawaiʻi at Mānoa and other places

What is this page?


This page lists works of an author who doesn't have a ResearchGate profile or hasn't added the works to their profile yet. It is automatically generated from public (personal) data to further our legitimate goal of comprehensive and accurate scientific recordkeeping. If you are this author and want this page removed, please let us know.

Publications (47)


Sojourners
  • Chapter

December 2015

·

12 Reads

·

1 Citation

Valerie Grissom

·

Richard W. Brislin

The term “sojourner” refers to an individual who travels to another culture for a specified period of time to achieve a particular goal. Sojourners do not intend to permanently settle in another culture and plan to return to their culture of origin after completing the goals of their journey. Much of the research on sojourners has focused on the topics of acculturation, adaptation, and adjustment. All three involve continuing processes that result in changes in the sojourners in response to contact with a different culture. A number of individual- and societal-level factors may influence these processes, resulting in the experience of greater positive outcomes or greater challenges. If sojourners embrace the challenges of intercultural experiences, acculturation, adaptation, and adjustment, there are benefits that may await them. To optimize sojourners' intercultural experiences, a variety of cross-cultural training and education programs have been designed and advocated, and these have been documented to produce positive outcomes.


Culture, Fellowship Opportunities, and Ethical Issues for Decision Makers

December 2014

·

5 Reads

In recent years, a growing number of scientific careers have been brought down by scientists' failure to satisfactorily confront ethical challenges. Scientists need to learn early on what constitutes acceptable ethical behavior in their professions. Ethical Challenges in the Behavioral and Brain Sciences encourages readers to engage in discussions of the diverse ethical dilemmas encountered by behavioral and brain scientists - allowing scientists to reflect on ethical issues before potentially confronting them. Each chapter is authored by a prominent scientist, who describes a dilemma, how it was resolved, and what the scientist would do differently if confronted with the situation again. Featuring commentary throughout and a culmination of opinions and experiences shared by leaders in the field, the goal of this book is not to provide 'correct' answers to real-world ethical dilemmas. Instead, authors pose the dilemmas, discuss their experiences and viewpoints on them, and speculate on alternative reactions to the issues.


Power and Power Inequality

October 2013

·

40 Reads

Although a variety of terms have been used to conceptualize and define power across various disciplines, the most traditional and prevailing conception views power in terms of a potential to influence others. In everyday language, power refers to getting one's own way, to having “clout.” Power permeates various aspects of human existence, such as family, friends, jobs, and community. Power differentiation appears to be a universal factor of social life driving the functioning of social institutions. The need for power is one of the basic motivators of individual behavior. In a seminal cross-cultural study involving 20 societies, identified power as one of 10 universal individual values or principles guiding individual selection and evaluation of behavior or events. Individuals who value power endorse social status and prestige, and power differentiation, as well as control and dominance over people. Research on power identified a variety of sources of power as well as a number of outcomes of power across individual and cultural levels of analysis, which we discuss below. Keywords: social influence; power-distance; cultural values



Development of the Cultural Intelligence Assessment
  • Chapter
  • Full-text available

April 2012

·

1,545 Reads

·

44 Citations

·

·

·

[...]

·

The construct of cultural intelligence has recently been introduced to the management literature as an individual difference that may predict effectiveness and a variety of interpersonal behavior in the global business environment. This construct has enormous potential in helping to explain effectiveness in cross-cultural interactions. However, progress has been limited by the adequacy of existing measures. In this chapter, we describe the development and preliminary validation of a web-based assessment of cultural intelligence based on our conceptualization of cultural intelligence. Full-text is available from: http://www.emeraldinsight.com/doi/abs/10.1108/S1535-1203(2012)0000007011

Download

Experiential cultural intelligence development: Context and individual attributes

April 2012

·

645 Reads

·

99 Citations

Cultural intelligence (CQ) represents advancement in the area of international human resources management and cross-cultural training. An experiential approach to CQ training is developed and analyzed. A diverse, multicultural group of over 370 participated. General self-efficacy and contextual aspects related to Contact Theory were found to be significant to training outcomes in CQ development. In crafting the most effective CQ training and education, organizations and international human resources staff can benefit from understanding individual and contextual influences. Our experiential approach to CQ education appears to hold promise and adds to the literature by producing a specific approach.


Workforce motivation in Japan: An examination of gender differences and management perceptions

July 2009

·

767 Reads

·

41 Citations

As Japan enters the new century, pending workforce shortages – a function of low birth rates and an aging population – increase the need to address gender issues in organizations. Throughout the past four decades, the number of female workers in Japan has been growing, although full-time female participation in the Japanese workforce remains below the levels of some other industrialized nations. Despite the growing importance that the Japanese female labor force is expected to play, relatively little is known about women's attitudes toward work motivation in Japan. Using a two-factor, Herzberg intrinsic/extrinsic approach to motivation, we examine the applicability of such a model in Japan, and compare the attitudes of female and male workers, as well as management and non-management. Our findings include: (1) support for the applicability of a Herzberg, two-factor model in Japan; (2) Japanese men in the workforce tending to value intrinsic motivators more than extrinsic factors; (3) female workers in Japan rating extrinsic factors higher than their male counterparts; and (4) managers' opinions of what motivates employees not constituting a refined match to those of female employees, especially with respect to extrinsic motivation. In multi-gender Japanese organizations, management will potentially benefit from a better understanding and functional integration of important gender nuances into their motivation strategies.


Table 1 Definitions and applications of cultural intelligence
Table 2 Cultural intelligence manifested in cultural knowledge, skills, and cultural metacognition
Cultural Intelligence: Domain and Assessment

August 2008

·

17,415 Reads

·

554 Citations

International Journal of Cross Cultural Management

The construct of cultural intelligence, recently introduced to the management literature, has enormous potential in helping to explain effectiveness in cross cultural interactions. However, at present, no generally accepted definition or operationalization of this nascent construct exists. In this article, we develop a conceptualization of cultural intelligence that addresses a number of important limitations of previous definitions. We present a concise definition of cultural intelligence as a system of interacting abilities, describe how these elements interact to produce culturally intelligent behavior, and then identify measurement implications. Full-text is available from: http://ccm.sagepub.com/content/8/2/123 or by contacting one of the authors


TABLE 1 . Summary of Models and Goodness-of Fit Tests for Testing Equal Structural Means (CO, PD,UA)
TABLE 3 . Summary Research Hypothesis and Results
Cultural Change and Marketing

June 2008

·

5,342 Reads

·

31 Citations

Journal of Global Marketing

The results of this study suggest that marketing strategies need to be adjusted to changing cultures. Culture affects marketing decisions regarding product, price, promotion and place (the 4 Ps). Many marketing studies have been reported based on Hofstede's seminal work on national culture (1980). Marketing managers need to be cautious about assuming the validity of the Anglo cluster equating the cultures of the United States (U.S.) and Canada. We should recognize that national cultures are changing in the U.S., Canada and Mexico, as well as most other countries in the world. Our findings for a very recent sample of people attending executive and MBA programs would seem to apply to the upwardly-mobile business class. Contrary to the ubiquitous Hofstede data found in textbooks, we found no significant differences in Power Distance between the U.S., Mexico and Canada. Our findings regarding differences in Uncertainty Avoidance show that Mexico did not have a significantly higher mean than the U.S., but that the U.S. had a higher mean than Canada. The U.S. and Canada did not differ significantly on Individualism/Collectivism. Our results suggest that caution should be taken in automatically assuming cultural parity between the U.S. and Canada and that established cultural positions between the North American Free Trade Agreement (NAFTA) member nations may be changing.


Intercultural Communication Training

June 2008

·

2 Reads

·

15 Citations

Major social changes of the twentieth century include international air travel, global business expansion, increased migration across national boundaries, and recognition of the civil rights of various minority groups. This means that individuals will frequently come into contact with people from other nations and from other cultural groups within a large and diverse nation such as the United States or Canada. When people consciously prepare for such contact, they may benefit from intercultural communication training programs.


Citations (38)


... En conclusion, l'objectif principal de la théorie est d'obtenir l'efficacité de la communication et cela nécessite un maintien de l'anxiété au niveau modéré selon l'auteur. Brislin (1989) soutient que le développement de la compétence interculturelle constitue un processus essentiel pour atteindre l'efficacité de la communication interculturelle. Certains aspects de cette communication et particulièrement le mindfulness 3 (Langer, 1989 ;Pusch, 2009 ;Ting-Toomey, 2009), facilitent la gestion de l'anxiété dans la communication interculturelle (Gudykunst, 1995). ...

Reference:

Les apports de la psychologie interculturelle et de l'interculturation positive face au racisme intergroupal : analyse des aspects cognitivo-affectifs
Intercultural Communication Training
  • Citing Chapter
  • June 2008

... The training of R. Brislin and his colleagues is associated with the essence of the processes of socialization ("entry" of a person into society) and enculturation ("entry" of a person into one's own culture) . According to researchers, intensive socialization occurs in the training, and in intercultural training, inculturation is presented in an intensive form [6]. ...

Cross-Cultural Training: Research and Innovations
  • Citing Chapter
  • January 1999

... The capacity to adapt to any culture provides a more flexible approach to traditional cross-cultural training given that "in the current global environment it is often difficult to identify the target culture group as there are sometimes many represented" (MacNab et al., , p. 1320. Furthermore, culture can be quite dynamic (Jenner, MacNab, Brislin, & Worthley, 2006;Kelley, MacNab, & Worthley, 2006;MacNab et al., 2012;Matsumoto, Kudoh & Takeuchi, 1996;Ralston, Holt, Terpstra & Kai-Cheng, 1997), and even within a single nation, multiple cultures can be represented (McSweeney, 2002). ...

Cultural Change in the United States, Canada and Mexico
  • Citing Article
  • December 2006

... Because of the multi-linguistic characteristic of our sample regions, the finalized instrument underwent a careful process of back-translation as recommended by Brislin, MacNab, and Bechtold (2004). The process included an initial translation of the English instrument into both French (some Canadian participants) and Spanish (Mexican participants) by translation collaborators specifically expert of those regions. ...

Translation
  • Citing Article
  • January 2004

... Given the cross-language nature of our data collection, we adopted back-translation, following the recommendation of Brislin (1978) as described in previous research Chidlow et al., 2014). Throughout this process, various versions of the questionnaire were compared, and any issue concerning data equivalence was promptly addressed (see Fig. 2). ...

Contributions of Cross-Cultural Orientation Programs and Power Analysis to Translation/Interpretation
  • Citing Chapter
  • January 1978

... Thus, the abilityt om akei ncreased external and culturally sensitive attributions is potentially an important positive outcome of intergroup contact, especiallyw hen it involves contactb etween memberso fd ifferent cultures.H owever,a lthough attributions have been recognized as important fori ntergroup contact (see Hewstone &Brown, 1986), theyhave not been studiede xplicitly as an outcome. An exception is acorrelationalstudy by Brislin (1983), which providessome initial empirical evidence. In this study,h ef ound that participants who reported intergroup friendships or relationships also used significantly more situational than personal attributions in comparison to those who did not report having experienced close intercultural contact. ...

The Benefits of Close Intercultural Relationships
  • Citing Chapter
  • January 1983

... Precedent studies suggest that national and ethnic values play a significant role in shaping human behavior and these values cannot be universally applied in every culture (Pizam, 1998). Triandis (1979) and Brislin et al. (1983) have emphasized the importance of understanding how cultural differences impact interactions. In addition, they argue that individuals who communicate with people from different cultures must adapt effectively to the cultural settings, and comprehend the socio-cultural environment they live in (including language and symbols used, perception-interpretation, behavioral patterns, value judgments, beliefs, etc.). ...

Conceptualizations of Intercultural Behavior and Training
  • Citing Chapter
  • December 1983

... Nous n'avons pas ré ussi à né gocier avec les organismes de formation ou les associations la mise en place d'un tel plan d'é tude, certes, plus robuste sur le plan scientifique, mais plus contraignant pour les organismes participants. Une autre limite concerne le type de mesures dé ployé es, toutes, elles sont de nature auto-rapporté e. En effet, ce type de mesures peut dé former l'é valuation par les personnes de leur propre efficacité en termes d'acquisition de l'expé rience qui les amè ne à accroître l'intelligence culturelle (Thomas et al., 2012). Le biais de la mesure auto-rapporté e pourrait être ré duit grâce à un plan d'é tude multi-mesure en temps ré el, par exemple, en amont et à l'issue des ateliers de communication interculturelle. ...

Development of the Cultural Intelligence Assessment

... A hallmark that the field had come of age was the seminal publication of the threevolume Handbook of Intercultural Training (Landis & Brislin, 1983). The specific volumes focused on "Issues in theory and design" (Vol. ...

Handbook of Intercultural Training, Vols I, II, and III.
  • Citing Article
  • November 1984

Contemporary Sociology A Journal of Reviews