This study examined the influence of mediator insight on disputants' perceptions and behaviors in negotiation. Participants played the role of student employee representatives and…
Abstract
This study examined the influence of mediator insight on disputants' perceptions and behaviors in negotiation. Participants played the role of student employee representatives and bargained with student management representatives over a number of issues. During the course of the negotiation, a mediator made recommendations as to how the conflict should be resolved. The experiment varied (1) the amount of information disputants believed mediators possessed about their interests and needs and (2) mediator recommendations (e.g., integrative, compromise, non/ integrative). The results indicated that perceived insight (i.e., the level of information about the conflict) had strong effects on disputants' perceptions of mediator credibility. Perceptions of mediator credibility, in turn, were found to influence disputants' general perceptions of the mediator (e.g., acceptability, confidence, satisfaction) and perceptions of the mediator's recommendations.
Jonathan A. Rhoades and Josh A. Arnold
The purpose of the present studies was to derive an integrative taxonomy of responses to social conflict. In Study 1, we had college‐age participants sort 33 responses to…
Abstract
The purpose of the present studies was to derive an integrative taxonomy of responses to social conflict. In Study 1, we had college‐age participants sort 33 responses to conflict, taken from various research domains, according to their similarities. From this, we generated two different classification systems: a very simple low‐dimensional system, obtained through multi‐dimensional scaling; and a complex high‐dimensional system, obtained through cluster analysis. To aid in the interpretation of the structures, in Study 2 we collected a set of ratings on each of the conflict responses. The results from Study 2 indicated that many of the labels used to describe conflict responses in past research could be used to describe some aspects of these taxonomies. However, no dimension or set of dimensions was sufficient to describe all classes of conflict responses. The results are discussed in terms of their larger theoretical and practical implications.
Stephen J. Arnold and Monika Narang Luthra
Identifies the effects associated with the entry of a large format (“big box”) retailer into a new market, especially a smaller one. A large format retailer can be a discount…
Abstract
Identifies the effects associated with the entry of a large format (“big box”) retailer into a new market, especially a smaller one. A large format retailer can be a discount department store, category specialist, warehouse club, superstore, supercenter or hypermarket. In order to identify these effects, a review was made of published and unpublished studies. In addition, interviews were conducted among key informants including developers, urban planners and professionals, economic development officers, retail executives and store managers. The result of this research includes a documentation, analysis and discussion of numerous effects, including benefits to the consumer, differences in the demographics of large format store shoppers, rapid growth in the sales and market share of the new entrant, growth in the community economy, growth and decline in various commercial sectors, decline in the economy of nearby markets, creation and losses of jobs, and increases and decreases in market efficiency. Given these effects, suggests implications for each community stakeholder. Listed are a large number of questions for future research.
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Negotiation is a ubiquitous part of work-life. As such, negotiations do not occur in a vacuum, which means that we often find ourselves negotiating again and again, in a variety…
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Negotiation is a ubiquitous part of work-life. As such, negotiations do not occur in a vacuum, which means that we often find ourselves negotiating again and again, in a variety of situations, with varying degrees of success and failure. By taking every opportunity that presents itself, we can learn and develop our negotiation skills further as a result of our cumulative negotiation experiences – especially the more difficult ones. To date, the literature on negotiation and learning from failures has yet to be integrated. In pursuit of this goal, this chapter will firstly, identify the characteristics or specific aspects of a negotiation that could be a setback or failure, and secondly, integrate failures and setbacks into a systematic approach in which we can learn effectively from these setbacks, in which the author applies the literature on learning from failure to specific negotiation setbacks.
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Barrie O. Pettman and Richard Dobbins
This issue is a selected bibliography covering the subject of leadership.
Abstract
This issue is a selected bibliography covering the subject of leadership.
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Edwin Fourrier-Nicolaï and Michel Lubrano
The growth incidence curve of Ravallion and Chen (2003) is based on the quantile function. Its distribution-free estimator behaves erratically with usual sample sizes leading to…
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The growth incidence curve of Ravallion and Chen (2003) is based on the quantile function. Its distribution-free estimator behaves erratically with usual sample sizes leading to problems in the tails. The authors propose a series of parametric models in a Bayesian framework. A first solution consists in modeling the underlying income distribution using simple densities for which the quantile function has a closed analytical form. This solution is extended by considering a mixture model for the underlying income distribution. However, in this case, the quantile function is semi-explicit and has to be evaluated numerically. The last solution consists in adjusting directly a functional form for the Lorenz curve and deriving its first-order derivative to find the corresponding quantile function. The authors compare these models by Monte Carlo simulations and using UK data from the Family Expenditure Survey. The authors devote a particular attention to the analysis of subgroups.
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Helena Syna Desivilya and Dafna Eizen
The current study focused on intra‐group conflict by attempting to elucidate individual and situational factors underlying choices along two dimensions of conflict management…
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The current study focused on intra‐group conflict by attempting to elucidate individual and situational factors underlying choices along two dimensions of conflict management patterns: engagement versus avoidance and constructive versus destructive. In the study, the role of two types of self‐efficacy (global and social) among group members was investigated, as was the sense of group identification in team dispute resolution preferences modes. Sixty‐seven members of volunteer community service communes in the Israeli Scouting youth movement, 48 females and 19 males, representing 13 intact teams, participated in the study. Self‐report structured questionnaires (previously used and adapted for this study) served as research instruments. Both global self‐efficacy and group identification independently predicted the conflict engagement‐destructive pattern of domination. Social self‐efficacy served as the sole predictor of the preference to manage intra‐team conflict by means of integrating—the engagement‐constructive mode. In contrast, the choice of compromising was also fostered by the joint contribution of social self‐efficacy and group‐identification, beyond the direct effect of social self‐efficacy. The study corroborates the assumption that conflict management patterns within an intact team are related to dispositional variables on the individual level, i.e., global and social self‐efficacy, and to the team‐related variable of group identification.
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Francis J. Yammarino, Minyoung Cheong, Jayoung Kim and Chou-Yu Tsai
For many of the current leadership theories, models, and approaches, the answer to the question posed in the title, “Is leadership more than ‘I like my boss’?,” is “no,” as there…
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For many of the current leadership theories, models, and approaches, the answer to the question posed in the title, “Is leadership more than ‘I like my boss’?,” is “no,” as there appears to be a hierarchy of leadership concepts with Liking of the leader as the primary dimension or general factor foundation. There are then secondary dimensions or specific sub-factors of liking of Relationship Leadership and Task Leadership; and subsequently, tertiary dimensions or actual sub-sub-factors that comprise the numerous leadership views as well as their operationalizations (e.g., via surveys). There are, however, some leadership views that go beyond simply liking of the leader and liking of relationship leadership and task leadership. For these, which involve explicit levels of analysis formulations, often beyond the leader, or are multi-level in nature, the answer to the title question is “yes.” We clarify and discuss these various “no” and “yes” leadership views and implications of our work for future research and personnel and human resources management practice.