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This paper tests the fit of three models of integrative and distributive bargaining using eight hostage negotiation transcripts. Putnam (1990) argues that integrative and distributive bargaining processes are best understood through the interdependence model that emphasizes the dynamic nature in which bargainers make transitions between integrative and distributive positions. The separate and the stage models predict more stable patterns of distributive and integrative behavior. To determine the goodness of fit for these three models, this paper compares integrative and distributive strategy use among actual and simulated hostage negotiations. These hostage negotiations, obtained from the FBI and a Midwest state police organization, were transcribed and coded using a scheme designed to tap cooperative and competitive strategy use of both hostage takers and police negotiators. The data reveal that the interdependence model best fits the simulated cases. This fit is evidenced by the major shifts between integrative and distributive orientations displayed by hostage takers and police negotiators. The separate models and the stage appear to fit several features of the authentic hostage negotiation cases. The study concludes that the extent to which each model emerges depends largely on which contextual parameters dominate the interaction.

I recently agreed to participate in a study in which the researcher was interested in learning how academic scholars make the personal choice to pursue their specific field of inquiry. She wanted me to explain my personal fascination with conflict, and to begin by reflecting on my adolescence as a formative driver for my interests. I remarked that the significant developmental markers in my life centered on major conflict episodes that, in many ways, also have served to define a generation. My junior high school years were defined by the JFK assignation, while my high school years witnessed the MLK and RFK assignations and the attending civil unrest in Cleveland, Detroit, and Chicago. In college, I remember May 4, 1970 as if it were yesterday because I attended Bowling Green State University, a sister school of Kent State, and activists staged a very intense demonstration on campus just hours after the Kent State events. Finally, graduate school was marked by the Yom Kippur War and the fall of Saigon.

This paper develops an empirical means of tracking involvement in a relational double‐bind in hostage negotiations as a means of monitoring the extent to which the hostage takers developed more cooperative or competitive relational parameters with police negotiators. Verbal immediacy was used to track the hostage takers double bind problems across nine different hostage negotiations. The results indicated that the purpose for taking hostages greatly influenced the kinds of paradoxes displayed by the hostage takers. Mentally ill hostage takers became cooperative early in the negotiation, but then turned more competitive as the negotiation unfolded. Hostage takers caught in the act of committing a crime became competitive early and then became more cooperative as time elapsed The hostage takers involved in domestic violence remained competitive throughout the interaction.

The purpose of this study was to determine the relative impact of positive and negative face threats in conflict scenarios on the relational quality between disputants. This study also sought to determine whether the contextual variables of relational distance and power differential mediated this relationship as predicted by politeness theory.

To test the hypotheses, a 2 × 2 × 2 design was implemented manipulating the variables face (positive and negative), relational distance (business and personal) and power differential (high and low power differential). Participants read one of the eight scenarios, then responded to the dependent variables which focused on the impact of the face threats on relational quality between the participants. Subjects were recruited using the M-Turk, Amazon platform. Manipulation checks were carefully constructed to ensure subjects understood them.

The results of this study indicated that positive face threats have significantly more impact on relational quality between disputants than negative face threats. Moreover, context did not mediate these results. Neither relational distance nor power differential impacted the extent to which positive face threats compromised the relationship between the disputants.

This is the first study to explore the impact of face threats on relational outcomes in conflict. Prior studies focused only on the extent to which contextual variables would impact the choice of face threats that disputants might make in response to power and relational distance differences. This result suggests that face threats play a significant role in determining relational outcomes in conflict settings.

This study suggests that practitioners, such as mediators or group facilitators, should take steps to limit the kinds of positive face threats that disputants exchange during conflict. If positive face threats are allowed to escalate, then they can severely compromise the willingness of disputants to trust and continue to work toward an integrative solution.

Political divisions often appear to widen in the context of positive face threats as individuals seek to belittle the identities of their opponents. As these face threats escalate, they can result in polarizing language that disempowers these individuals from wanting to work together in a trusting relationship to accomplish important social goals.

This is the first study to explore the relative impact of positive and negative face threats on the relational quality of disputants in conflict. It is also the first to explore the extent to which context mediates the impact of face threats.

Given the growing relationship between Nigeria and the USA, the purpose of this study is to compare conflict communication of Nigerians and Americans.

A total of 186 Nigerians and 214 Americans completed an online survey of Hammer’s (2005) Intercultural Conflict Style Inventory as well as items about the effect of conflict on team collaboration.

Contrary to expectations, Nigerians reported using more direct, whereas Americans reported using more indirect, communication when confronting conflict despite the stereotype that Americans are typically direct or more likely to say what is on their minds. However, consistent with expectations, Nigerians reported exercising more emotional restraint, whereas Americans favored the use of emotional expressiveness in conflict.

Overall, Nigerians were more concerned than Americans about the negative effect of conflict on team collaboration in the workplace. This concern was associated with the use of directness, indirectness and emotional restraint. Further, an exploratory structural equation model showed that the use of emotional expression was affected, in different ways, by several aspects of work and communication. Implications of these results are discussed along with directions for future research.

This paper examines whether patterns in communication behavior over time can predict the outcome of crisis negotiations. A sample of 189 interaction episodes was transcribed from 9 resolved negotiations and coded according to differences in the degree and type of behavior. Partial order scalogram analysis (POSAC) was used to produce a graphical representation of the similarities and differences among episodes while simultaneously uncovering the role of each behavior in shaping the negotiation process. Results showed that episodes could be represented along a partially ordered scale of competitiveness, which was structured by the occurrence of two types of behavior: Distributive‐Expressive and Integrative‐Instrumental. The likelihood of negotiation success reduced with movement up the competitive scale, and negotiations involving episodes that passed a threshold of extreme competition on the scale inevitably ended unsuccessfully regardless of future developments. As negotiations developed over time, behavior alternated between periods of increasing cooperation and periods of increasing competition, with unsuccessful negotiations associated with a concluding trend of increasing competitive behavior.

This paper outlines 4 assumptions behind attempts to explain the sequential organization of communication behavior during conflict. These assumptions were supported by an analysis of behavioral sequences coded from 9 hostage negotiations and 20 divorce mediations. Analyses showed that negotiators use only a small proportion of available responses to other party's behavior, and that this proportion rapidly decreases as sequence length increases. Critical to this channeling in behavior was the triple‐interact (i.e., cue‐response‐cue‐response), which represents the maximum sequence length required to enable accurate prediction of negotiators' future behavior. More detailed analysis showed that the triple‐interact reduced uncertainty in behavior by over 70%, which compares to less than 1% from knowledge of negotiation context and approximately 10% from knowledge of individual differences.

Using Westover's job satisfaction model (based on Kalleberg's 1977 findings and Handel's 2005 study) the purpose of this paper is to re‐examine the job satisfaction‐gender paradox by analyzing cross‐national gender differences in job satisfaction, specifically as these changes relate to differences in the characteristics that men and women experience in the workplace.

This research uses non‐panel longitudinal data from the International Social Survey Program (work orientations I, II, and III: 1989, 1997, 2005 – survey questions on job characteristics and job quality) to examine cross‐national gender differences in job satisfaction and its determinants.

Descriptive statistics and regression analysis show that there is little consistent difference in mean job satisfaction and intrinsic job characteristics scores between men and women across the participating countries in the three ways of data.

The main limitations of this research include: that the key variables are subjective single item indicators; the non‐panel longitudinal nature of the data, meaning one cannot specifically test the direction of causality among the variables examined as easily as would be possible with panel longitudinal data; and some variables of interest and other important control variables could not be included in the analysis, as data were not available for all three waves of the survey.

Due to the fact the worker job satisfaction impacts individual well‐being and a variety of organizational performance outcomes, organizations need to recognize gender differences in employee workplace experiences and the determinants of job satisfaction, particularly from a cross‐national perspective.

As there is a variety of ethical considerations related to gender differences in the workplace, as well as the fact that job satisfaction impacts a variety of societal outcomes, organizations need to recognize gender differences in job satisfaction, and its determinants cross‐nationally.

The main contribution of this paper is the re‐examination of the job satisfaction‐gender paradox by analyzing cross‐national gender differences in job satisfaction from 1989 to 2005, specifically as these changes relate to differences in the characteristics that men and women experience in the workplace.

The present study attempted to replicate the findings of Kolb's research identifying two groups of mediators, which she labeled “Dealmakers” and “Orchestrators.” Seventy‐seven mediators were presented with a written dispute and asked to react the likelihood that they would use each of nine different mediation techniques. The techniques corresponded to Sheppard's taxonomy of Process Control, Content Control, and Motivational Control techniques. They also rated the perceived effectiveness of each of these three types of control with the dispute. Based upon their responses, the mediators were separated into groups using average‐link cluster analysis. The results suggested four clusters: Cluster 1 members corresponded to Kolb's “Dealmakers,” relying upon Process, Content, and Motivational Control techniques. Cluster 2 members did not correspond to either of Kolb's classifications, choosing to use Content and Motivational Control strategies. Cluster 3 members were similar to Kolb's “Orchestrators;” members of this cluster relied upon Process and Content Control techniques only. Cluster 4 members were reluctant to use any of the control strategies. These findings suggest a partial replication and extension of Kolb's initial work. Implications for future research are discussed.

Risk‐adjustment is designed to predict healthcare costs to align capitated payments with an individual's expected healthcare costs. This can have the consequence of reducing overpayments and incentives to under treat or reject high cost individuals. This paper seeks to review recent studies presenting risk‐adjustment models.

This paper presents a brief discussion of two commonly reported statistics used for evaluating the accuracy of risk adjustment models and concludes with recommendations for increasing the predictive accuracy and usefulness of risk‐adjustment models in the context of predicting future healthcare costs.

Over the last decade, many advances in risk‐adjustment methodology have been made. There has been a focus on the part of researchers to transition away from including only demographic data in their risk‐adjustment models to incorporating patient data that are more predictive of healthcare costs. This transition has resulted in more accurate risk‐adjustment models and models that can better identify high cost patients with chronic medical conditions.

The paper shows that the transition has resulted in more accurate risk‐adjustment models and models that can better identify high cost patients with chronic medical conditions.