Working with “The Others”: Immigrant academics' acculturation strategies as determinants of perceptions of conflict at work

Although workplace diversity is routinely associated with the expansion of talent pools and maximization of organizational productivity, research suggests that heterogeneous workplaces may also be more prone to organizational conflict. Studies have examined a variety of identity-based interpersonal differences as sources of organizational conflict, including gender, racial, ethnic, age, seniority, or personality type differences. In the light of the increasing effects of globalization on academic organizational landscapes, there is a dearth of research on the link between academic immigration and perceptions of organizational conflict. Using a sample of foreign-born professors at institutions of higher education in the United States, the present study examines how different types of acculturation strategies affect immigrant academics' perceptions of conflict in the workplace.