ABSTRACT
With increasing globalization, growing diversity in workforce demography, and the popular use of team-based organizational structures (Ilgen & Pulakos, 1999), multicultural teams (MCTs) are a central feature in organizations today. As employees are increasingly required to work interdependently with team members that have different culturally significant affiliations (Cox, 1995), understanding the effective functioning of members in MCTs is a rising concern of organizations and their employees.
