Do Nonnative Speakers Experience Dissatisfactory Conflict Outcomes? The Mediating Roles of Stereotype Threat, Prevention-Focus, and Conflict Behaviors on Conflict Outcomes

With globalization, organizations are more likely to employ people whose native language is not English. Not surprisingly, nonnative accents have been identified as a source of tension and conflict in teams within organizations. In this article, I explore how nonnative accent affects nonnative speakers’ conflict behaviors and outcomes in organizations. In two studies (N=252), I investigate whether nonnative speakers experience dissatisfactory conflict outcomes when interacting with native speakers in conflict situations as a result of stereotype threat, and how this may influence their motivation (e.g. regulatory focus), conflict behaviors and outcomes. Findings suggest that nonnative speakers experience more dissatisfactory conflict outcomes when in conflict with native speakers via feeling heightened stereotype threat, adopting a prevention-focus, and utilizing passive conflict behaviors. Theoretical and practical implications as well as directions for future research are discussed.