The Effect Of Interdependent Self-construal: Moderating Managerial Effect Of Independent And Interdependent Self-construal Into Business Relationship

This study seeks the basic cultural differences among Western Americanindependent culture and Eastern Chinese and Korean interdependent cultures in terms ofself-construal, language, environmental perception and business behavior differences.While identifying general self-efficacy of each of the three cultures, the studyinvestigates international management for cross-cultural employees and appeals theimportance of cultural training program for expatriates.To understand each side’s endemic efficacy, the study seeks the adaptabilityamong independent and interdependent self-construals in terms of organizationalatmosphere and human relationships in the local organization; the study basically gothrough using cultural difference, self-efficacy, and adaptation issue possessed byAmerican, Korean, and Chinese people. While the study fundamentally discusses inbusiness and interpersonal relationship, it also analyzes the behavior of the host culturein managerial and external partnership perspective.The study tests the factors which directly affect mutual relationship betweensubordinate employees and their superiors in each of American, Chinese, and Koreanlocal organization through a methodology of quantitative survey. The survey targetincluded101Chinese,100Koreans, and101Americans who are above junior level ofcollege, master students or older than them but younger than30years old. The survey issectionalized into6different categories with45questions; the survey tests subordinateopinion acceptance level, subordinate appealing level, subordinate reliance level,employee loyalty level, cultural training cognition level, and independency level foreach of the three cultural people.Through analyzing data assorted by6categories, the study has found a numbersof significant results; the general opinion acceptance level of American subordinate ishigher than Chinese and Korean subordinates while Korean subordinates have theweakest opinion acceptance level from the superiors. Plus, the study has provedAmerican subordinates generally appeal about unfair treatment from their superiors at the highest level and they can also relatively easily refuse what the superior askedprivately. While Chinese subordinates have weaker tendency to refuse than theAmerican subordinates, it has been proved that Korean subordinates have the weakesttendency to refuse when they are asked among the three self-construals.In addition, it has been proved Korean subordinates has the strongest tendencyto be rely on their superiors while the Americans have the weakest tendency to rely ontheir supervisor during work. Along with the reliance level, it turns out that Americanemployees most frequently like to transfer from a company to another company withoutfeeling guilty to the current organization while Chinese employees showed weakertendency to transfer than Americans. Korean employees showed the weakest tendencyto leave the current organization among all three countries.After verifying the self-construal figures in terms of human relationship in thelocal organizations, the survey also identifies the difficulties in the early period ofadaptation to the local country. The result of the survey presents the necessity of thecultural training program before the expatriates go to the host country. Overall, thesurvey result verified the self-construal to figure out the suitable managementmethodology for expatriates in China. The study finally suggests a numbers ofguideline for American and Korean expatriates in local Chinese organizations andproposes the substantial assistance based on the obtained results from the analyzing data.