The Moderating Effects of Cultural Identity on International Negotiation Outcomes: Extending the Milliken and Martins Framework

We extend a theoretical framework that proposes how observable and non-observable attributes of diversity affect outcomes for individuals, groups, and organizations, and the mediating processes (i.e., affective, cognitive, symbolic, and communications) through which diversity affects these outcomes. We consider this framework within the context of culture and international negotiation by applying it within this context, proposing that observable and non-observable attributes of ethnic culture activate these mediating processes. Furthermore, we argue that the extent to which negotiators identify with their respective ethnic culture moderates the effects of these mediating processes on the negotiators' ability to achieve a successful negotiation outcome.