We complement the dominant rational model of negotiation found in the West with a new honor model of negotiation found in many Arabic-speaking populations and illustrate the linguistic processes that facilitate creativity in negotiation agreements in the United States and Egypt. Community samples (N = 136) were recruited in the United States and Egypt and negotiated an integrative bargaining task, Discount Marketplace. Analyses of categories of the Linguistic Inquiry and Word Count (LIWC) and our own newly developed honor dictionary illustrate that the same language that predicts integrative agreements in the United States, namely, that which is rational and logical (cognitive mechanisms, LIWC), actually backfires and hinders agreements in Egypt. Creativity in Egypt, by contrast, reflects an honor model of negotiating with language that promotes honor gain (i.e., moral integrity) and honor protection (i.e., image and strength). Theoretical and practical implications are discussed.

Anecdotal evidence abounds that conflicts between two individuals can spread across networks to involve a multitude of others. We advance a cultural transmission model of intergroup conflict where conflict contagion is seen as a consequence of universal human traits (ingroup preference, outgroup hostility; i.e. parochial altruism) which give their strongest expression in particular cultural contexts. Qualitative interviews conducted in the Middle East, USA and Canada suggest that parochial altruism processes vary across cultural groups and are most likely to occur in collectivistic cultural contexts that have high ingroup loyalty. Implications for future neuroscience and computational research needed to understand the emergence of intergroup conflict are discussed.

Individualism and collectivism (IC) are cultural constructs that illustrate the extent to which individuals are autonomous or embedded in their groups. These constructs have been used to explain a wide range of cultural differences observed in human psychology and behavior. A brief historical background and theoretical and empirical development of these constructs are discussed. The article also provides an overview of research on IC in organizations and management.

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