Global virtual teams are becoming more common in today's multinational organizations. Feedback interactions within these teams can result in various misunderstandings. Cultural norms (tightness-looseness) influence how strongly individuals expect conformity and norm enforcement, while emotion regulation ability (ERA) alters how people respond to emotionally challenging feedback. These factors likely shape how team members engage in facework strategies, behaviors used to maintain dignity, respect, or relational harmony, during feedback that threatens face.
Purpose:
This study investigates how perceived cultural tightness-looseness and ERA interact to influence facework strategy choice under different levels of face-threat in feedback vignettes among professionals in global virtual teams. We also compare these effects across cultural groups: U.S.-based professionals, India-based professionals, and Indian-origin professionals working in the U.S.
Method:
We conduct a 2 × 3 vignette experiment: face-threat (high vs. low) × culture pool (U.S., India, Indian-origin in U.S.. Perceived tightness-looseness is measured using an adapted version of the Tightness-Looseness Scale. ERA is assessed via the Perth Emotion Regulation Competency Inventory. Facework strategies are measured through an adapted Conflict Face-Negotiation Style Scale. Participants are recruited via Prolific, all with global virtual team experience, managerial roles, and ages 25-55.
Results:
We anticipate: (1) High face-threat feedback will increase use of defensive or avoidance facework, especially among participants perceiving high tightness; (2) High ERA will buffer negative effects, enabling more constructive facework; (3) Cultural group differences in baseline tightness perceptions will moderate these interactions.
Conclusions:
Findings will advance understanding of how cultural and emotional competencies influence interpersonal communication in global virtual teams. Practically, results can inform training for feedback delivery in multinational settings, helping leaders tailor feedback strategies that respect cultural norms and emotional capacities.