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The purpose of this paper is to investigate the effects of negotiation process and outcome on an individual’s desire to negotiate again with the same counterpart.

Data were collected from 115 dyads representing two companies negotiating an eight-issue property leasing agreement via e-mail. Desire to negotiate again was regressed on demographic/personality, process, and outcome measures.

Reaching an agreement was found to be significantly related to desire to negotiate again, while the number of messages exchanged and the mean number of competitive tactics employed were positively and negatively associated with reaching an agreement, respectively. Further, perceived honesty of self and counterpart were also associated with an individual’s desire to negotiate again.

This study focuses on an aspect of real negotiations often overlooked by researchers – the likelihood of future encounters with the same party – and examines three categories of factors that could affect a party’s desire to negotiate with a counterpart again – demographic/personality, process, and outcome (actual and perceived).

Perceptions of the appropriateness and likelihood of use of seventeen negotiation tactics were compared for current and future business professionals from Mexico and the United States. The results suggest differences in perceived appropriateness as well as in the gap between perceived appropriateness and likely use, consistent with the cultures of these two countries. The implications of these findings for cross‐national negotiations and future research are discussed.

This paper aims to describe a study of the negotiation process, focusing on the use of seven competitive-unethical tactics in dyadic negotiations. The initial use of these tactics and their effects on process and outcomes are examined.

In total, 230 Brazilian professionals from a large financial institution participated in two-party, property-leasing negotiations involving eight issues with assigned point values. Negotiations were conducted online and, from the recorded transcripts, seven competitive-unethical tactics were tracked and analyzed with respect to the negotiation process and outcomes (individual and joint, perceived and actual).

The study found that most participants employed one or more tactics, the stage and incidents of initial use affected overall employment, and participants often reciprocated when tactics were employed. Reciprocation was best described by a logarithmic function, with a small number of tactics answered with as many or more tactics, but a large number of tactics producing a smaller response. Also, number of messages exchanged and number of tactics per message were related to likelihood of reaching an agreement and, to some extent, to individual outcomes (actual and perceived). Reaching an agreement and perceived individual outcome were associated with a participant's desire to negotiate with a counterpart in the future.

The vast majority of studies to date have employed questionnaires to measure ethical attitudes or intentions, or have limited their empirical studies to competitive tactics only. This study moves beyond these methodologies to examine the actual use of a range of competitive-unethical tactics, and their effects on process and outcomes.

This paper seeks to introduce a model of the initiation process in negotiations, and to describe a study of the effects of culture and personality on propensity to initiate and assertiveness in negotiations.

Using a survey research approach and hierarchical regression analyses, initiation propensity and assertiveness were regressed against two country cultures diverse with respect to perceived appropriateness of initiation (Brazil and the USA) and four measures of personality (self‐efficacy, locus of control, risk propensity, Machiavellianism).

Regression analyses found three personality factors (risk propensity, self‐efficacy, Machiavellianism) to be most significantly associated with initiation propensity/assertiveness, along with an interaction effect involving country culture and risk propensity.

Future studies might benefit from a broader, more diverse subject pool (beyond the two countries studied). This would allow for separate analyses of cultural dimensions, rather than treating culture as a composite measure. In addition, future research might include measures of actual initiation behavior.

Initiation is a manageable process. Self‐efficacy, for example, can be improved by observing others skilled in the initiation process, and through practicing initiation under more favorable conditions. Furthermore, an individual can follow a graduated approach to gain initiation confidence, beginning with simply engaging (without asking) and progressing to asking and optimizing.

This paper offers a model for understanding the dynamics of the initiation process in negotiations, which generally has been overlooked by negotiation researchers. The study examines two sets of factors that can influence initiation behavior that have not been investigated in total – culture and personality.

This article highlights the importance and complexity of creating cultural assets (e.g. corporate norms, shared perceptions) in a global economy. We examine the relationship of the business environment and the gender subcultures on social‐related information technology (IT) issues by comparing the attitudes towards information ethics among Kuwaiti business students and Kuwaiti business practitioners. We find that attitudes towards information ethics issues differ depending on type of respondent and gender. However, the effect of type of respondent depends on gender. Cultural idiosyncrasies of the Middle East are partly helpful in explaining our results. An implication of our results is that cultural assets such as corporate norms and shared perceptions are not easily shaped and require a sustained commitment and investment to overcome the competing influence of forces such as national culture and gender effects.

The purpose of this paper is to investigate the implicitly assumed universality of the best seller negotiation literature Getting to Yes by Roger Fisher and William Ury.

Existing cross-cultural negotiation literature was systematically searched for findings indicating either a higher or lower likelihood of successfully applying the authors’ advice in different cultural environments, as defined in the Hofstede framework or The Globe Study. The findings were aggregated, categorized into a matrix, synthesized and analyzed.

This paper finds that the assumed universality of the method of Getting to Yes and its single principles is not supported by research. Instead, a dichotomy of the four principles’ applicability along the Individuality dimension of Hofstede was found. Hence, the western orientation of Getting to Yes is reality, inhibiting its use in non-western cultures. However, in one principle – Invent options for mutual gain – the findings refute a successful application in western cultures. Additional findings and research gaps are presented.

Practitioners should apply Getting to Yes with caution, if at all, in a non-western environment. For the teaching of negotiations, alternative approaches for conducting negotiations in the non-western world are needed.

Although widely used in research, scholars only addressed sporadic comments concerning the limitations of Getting to Yes across cultures. Often the universality of Getting to Yes is either implicitly or explicitly assumed in research and practice. This paper approaches this topic systematically by providing evidence that Getting to Yes is not universal and conceptually sees negotiations through a western shaped perspective that provides considerable implications for research, practice and teaching.

The purpose of this paper is to examine gender and competitiveness in relation to the likelihood of using unethical negotiation strategies. Additionally, this study seeks to determine if gender serves as a predictor or moderator variable in this relationship.

Questionnaires were used to collect data from 169 working adults enrolled in evening business programs at both the undergraduate and graduate levels. The sample was split evenly between female (82) and male (81) respondents. Six respondents did not provide their gender classification. Stepwise hierarchical moderated regression analysis was used to test the effects of competitiveness and gender as predictor and moderator variables in relation to the ethicality of negotiation strategies.

The results show that while men are more generally competitive than women, both men and women who score highly on the hypercompetitive scale are more likely to embrace the use of unethical bargaining behavior. However, women with high scores on personal development competitiveness (PDC) are more likely to engage in accepted bargaining behavior than are men. It was also found that there is a positive relationship between PDC and the use of acceptable, normative bargaining behavior (NBB) for both women and men.

There is the question of generalizability since the subjects were virtually all between ages 24 and 34. In addition, they live in the same metropolitan area and attend the same southern US private university.

This study provides a clearer understanding of the differences between women and men competitively and as negotiators. It also provides prima facie evidence for the value of women as preferred organizational negotiators, since under certain conditions, they are more likely than men to use acceptable, NBB.