Yegin, Afşar

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Profile URL
https://hdl.handle.net/20.500.12469/6069
Name Variants
AFŞAR YEGIN
Afşar YEGIN
YEGIN, Afşar
Afşar Yegin
Y., Afsar
Afsar, Yegin
Yegin, Afsar
Y., Afşar
Yegin,A.
Y.,Afsar
Yegin,Afsar
Yegin, Afşar
YEGIN, AFŞAR
Yegin, A.
Yegin, AFŞAR
A. Yegin
Job Title
Dr. Öğr. Üyesi
Email Address
[email protected]
Main Affiliation
Business Administration
Status
Current Staff
Website
ORCID ID
0000-0001-8932-5642
Scopus Author ID
57215781570
Turkish CoHE Profile ID
Google Scholar ID
WoS Researcher ID
EGJ-4768-2022

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    Article
    Citation - WoS: 1
    Citation - Scopus: 2
    Decoding cultural conflicts
    (Frontiers Media Sa, 2023) Kocak, Ozgecan; Puranam, Phanish; Yegin, Afsar
    As pioneers of the Carnegie Perspective recognized, conflicts in organizations can exist even when incentives of all parties are aligned. These can often be traced to differences in cognitions such as beliefs and values, which are foundational components of any given culture. This paper refines the operationalization of cultural clashes by identifying differences in beliefs about causality (which actions cause which outcomes) and morality (in the broad sense of what is evaluated as desirable) as two fundamental sources of conflict. In our first study, we demonstrate empirically that participants recognize and distinguish between these two sources of conflict. In our second study, we test the hypotheses that while misalignments in either causal or moral codes increase observers' perceptions of relationship conflict, negative affect, likelihood of avoidance, and lower perceived likelihood of conflict resolution, the effects are stronger for misalignments in moral codes than misalignments in causal codes and strongest when both causal and moral codes are misaligned. We test these arguments using vignette-based experimental studies. Our findings support our hypotheses. This research has significant implications for the understanding of conflict dynamics within and beyond organizational contexts. By recognizing the pivotal role of cultural differences in shaping conflicts, organizations and decision-makers can better anticipate, manage, and potentially preempt such conflicts.