Determinants of Intercultural Conflicts Among Foreign Employees in Polish Organisations: Evidence from Ukrainian, Belarusian and Georgian Workers
Purpose: The aim of the article is to identify and analyse factors stimulating intercultural conflicts among foreign employees working in organisations operating in Poland, with particular emphasis on people from Ukraine, Belarus and Georgia. The study also aims to understand how representatives of different cultures interpret and respond to conflict situations and to develop recommendations to support the effective management of diverse work teams. Design/Methodology/Approach: A qualitative research method was used in the form of focus group interviews (FGI) with a group of foreign employees of Ukrainian, Belarusian and Georgian nationality. The sample was purposively selected and included people employed in various industries, including manufacturing, services and logistics. The analysis involved interpreting the participants' statements using a deductive approach. Findings: The results of the study indicate that intercultural conflicts in organisations employing workers of the nationalities studied are most often the result of cultural differences, including communication styles, the disproportionate and numerical dominance of Ukrainian workers, a lack of intercultural competence among workers and management, and a lack of appropriate cultural diversity management practices. In addition, it was revealed that these conflicts are often hidden and masked by apparent interpersonal harmony. Practical Implications: The recommendations can serve as inspiration for implementing diversity management strategies in organisations, improving intercultural communication processes, and designing training programmes in mediation and conflict resolution in multinational teams. Originality/Value: The study brings new cognitive value through an empirical analysis of intercultural conflicts from the perspective of foreign employees, which is an area that has been poorly recognised in Polish organisational realities to date. The results obtained may serve as a reference point for further comparative research in the Central and Eastern European region.