bluuebunny/crossref_metadata_2025 huggingface dataset:
TOWARD A BETTER UNDERSTANDING OF EGOCENTRIC FAIRNESS JUDGMENTS IN NEGOTIATION
Authors: Paese Paul W. , Yonker Robert D.
Published: February 2008

In previous experiments where negotiators' fairness judgments have been found to be egocentrically biased, it is possible that the observed bias was caused largely by selective encoding of the background information given to negotiators. The extent to which egocentric fairness judgments were caused by selective encoding, however, cannot be determined from those experiments. In the present study, we tested for the effects of selective encoding by varying the point in time that negotiators learned their role in a simulated wage dispute. Results indicated that, while judgments of a fair settlement point were the most egocentric under conditions that allowed for selective encoding, these conditions were not necessary for the bias to occur; there was a significant degree of egocentric bias even when there was no possibility of selective encoding. Implications of these results for both research and practice are discussed.
CONSTITUTIONAL REFORM IN NORTHERN IRELAND: IMPLICATIONS FOR COMMUNITY RELATIONS POLICY AND PRACTICE
Authors: Hughes Joanne
Published: February 2008

The role of macro‐level processes in determining the effectiveness or otherwise of micro‐level initiatives is a theme that is developed in this paper. Based on efforts to tackle division between Protestants and Catholics in Northern Ireland through cross‐community contact, the paper will argue that the structural context within which contact occurs has important implications for the extent to which achievements of particular encounters are extrapolated to the wider community.
A STRUCTURAL EQUATIONS MODEL OF LEADER POWER, SUBORDINATES' STYLES OF HANDLING CONFLICT, AND JOB PERFORMANCE
Authors: Afzalur Rahim M. , Antonioni David , Psenicka Clement
Published: February 2008

This study tested a structural equations model of the five French and Raven bases of supervisory power (coercive, reward, legitimate, expert, and referent), styles of handling conflict with supervisor (problem solving and bargaining), and job performance. Employees (N = 1,116) completed questionnaires on power and conflict styles, and their job performance was evaluated by their respective supervisors (N = 398). The data were aggregated for the subordinates associated with a given manager (N = 398) to make sure that independent observation assumption is not violated. The LISREL 8 analysis of data indicates that legitimate power influenced referent power positively and coercive power negatively, and reward and legitimate powers positively influenced expert power, which in turn, positively influenced referent power. Referent power, in turn, positively influenced problem solving (i.e., using more integrating and less avoiding styles) and negatively influenced bargaining (i.e., using more dominating and less obliging styles) conflict‐management styles, and finally, problem solving style, but not bargaining style, positively influenced job performance.
EFFECTS OF INFLUENCE TACTICS AND SOCIAL CONTEXTS IN CONFLICT: AN EXPERIMENT ON RELATIONSHIPS IN CHINA
Authors: Tjosvold Dean , Sun Haifa F.
Published: February 2008

Maintaining relationships may be difficult in conflict because strong influence attempts can communicate disrespect, especially among Chinese people. The theory of cooperation and competition was used to investigate the effects of persuasion and control influence attempts and social context in conflict. Results from an experimental study support the reasoning that persuasion communicates respect and develops a cooperative relationship. In contrast, coercion communicates disrespect, develops competitive relationships, and results in rejection of the opposing view and negotiator. Consistent with North American research, cooperative compared to competitive context was found to lead to more openness toward the opposing position and negotiator. These results were interpreted as suggesting that persuasion, communication of respect, and a cooperative context facilitate productive conflict management between Chinese people.
EMOTION IN CONFLICT FORMATION AND ITS TRANSFORMATION: APPLICATION TO ORGANIZATIONAL CONFLICT MANAGEMENT
Authors: Bodtker Andrea M. , Katz Jameson Jessica
Published: February 2008

A growing body of research suggests that conflict can be beneficial for groups and organizations (e.g., De Dren & Van De Vliert, 1997). This paper articulates the argument that to be in conflict is to be emotionally activated (Jones, 2000) and utilizes Galtung's (1996) triadic theory of conflict transformation to locate entry points for conflict generation. Application of these ideas is presented through exemplars that demonstrate the utility of addressing emotions directly in the management of organizational conflicts.
CROSS‐CULTURAL PERSPECTIVES OF ORGANIZATIONAL JUSTICE
Authors: Skarlicki Daniel P.
Published: February 2008

Perceptions of organizational fairness have been found to predict important organizational outcomes, including employee loyalty (Schaubroeck, May, & Brown, 1994), commitment (Folger & Konovsky, 1989), and extra role behavior (Moormam, 1991). Studies also show a significant relationship between injustice and negative organizational outcomes, such as retaliatory behaviors (Skarlicki & Folger, 1997), theft (Greenberg, 1990), and rule breaking (Tyler, 1990). Although research in organizational justice has made considerable advances in the past three decades, these studies have taken place predominately in North America. We know relatively less about how employees from other countries make fairness judgements and react to their perceptions. By assuming that our current understanding of work‐place fairness is universal, we overlook the deep cultural differences that can exist between people of different nations.
PROCEDURAL JUSTICE AND RETALIATION IN ORGANIZATIONS: COMPARING CROSS‐NATIONALLY THE IMPORTANCE OF FAIR GROUP PROCESSES
Authors: Bidder Steven L. , Chang Chia‐Chi , Tyler Tom R.
Published: February 2008

This study compares the role of procedural justice in motivating organizational retaliatory behaviors between two employee samples, one American and the other Taiwanese. The cross‐national generality of procedural justice effects on retaliation are examined with regard to three issues. First, this study considers the comparability of the link between procedural justice and retaliation between the two national samples. Second, it examines whether procedural justice effects on retaliation are mediated by organizational identity in both samples, as has been found in previous research based on U.S. employees (Tyler & Blader, 2000). Third, it investigates whether procedural justice is defined similarly in the two samples. Results indicate moderate cultural variation in the influence of procedural justice on retaliation and in the mediating role of organizational identity. Specifically, although procedural justice was slightly less predictive of retaliation among the Taiwanese sample, the association between justice and retaliation for these respondents was fully (as opposed to partially) mediated by organizational identity. Significant national differences also emerged in the meaning of procedural justice. Taiwanese employees demonstrated a balanced influence of relational and instrumental concerns when making overall procedural fairness perceptions, while U.S. employees defined procedural fairness primarily in terms of relational concerns.
DO JUSTICE RELATIONSHIPS WITH ORGANIZATION‐DIRECTED REACTIONS DIFFER ACROSS U.S. AND BANGLADESH EMPLOYEES?
Authors: Afzalur Rahim M. , Magner Nace R. , Antonioni David , Rahman Sahidur
Published: February 2008

We examined relationships between distributive, procedural, and interactional justice and two types of organization‐directed reactions—organizational commitment and turnover intention—across two employee samples each from the U.S. and Bangladesh. Regression analyses of questionnaire data indicated that the three forms of justice were related to the organization‐directed reactions of both the U.S. and Bangladesh employees. The specific nature of the justice relationships varied primarily when comparing employees across the four samples, rather than across the two countries.
WHO SHOULD BE RESPONSIBLE? EFFECTS OF VOICE AND COMPENSATION ON RESPONSIBILITY ATTRIBUTION, PERCEIVED JUSTICE, AND POST‐COMPLAINT BEHAVIORS ACROSS CULTURES
Authors: An Kevin , Hui Michael K. , Leung Kwok
Published: February 2008

Effects of voice, compensation, and responsibility attribution on justice perception and post‐complaint behavior in a consumer setting were studied in a cross‐cultural study. Hotel school students in China and Canada (N = 168) read and responded to a scenario which described how a service provider handled the complaint from a customer whose coat was stained with tea. The results showed that collectivists were more likely than individualists to blame the service provider. Also, voice offered by the service provider failed to reduce its blame, and compensation actually led to more blame attributed to the service provider. Responsibility attribution was found to be able to mediate the effect of culture on post complaint behavior. A culture by voice interaction indicated that when voice was offered by the service provider, Canadians were less likely to attribute the responsibility to themselves than were Chinese. The implications of these results on justice, culture, and responsibility attribution are discussed.
STUDYING ORGANIZATIONAL JUSTICE CROSS‐CULTURALLY: FUNDAMENTAL CHALLENGES
Authors: Greenberg Jerald
Published: February 2008

Because justice is inherently norm‐based, understanding people's perceptions of fairness in organizations requires considering the prevailing cultural standards in which those organizations operate. Social scien‐tists study cross‐cultural differences in justice primarily to comprehend the connection between culture and fairness, providing insight into the different meanings of justice around the world, and to assess the generalizability of culture‐bound organizational justice phenomena. The present studies focus on assessing generalizability, but fall short of doing so optimally because they suffer from several conceptual and methodo‐logical problems that are endemic in this literature. Cross‐cultural research suggests that although concerns about justice may be universal, operationalization of justice standards is highly particularistic. Finally, I address Gallon's Problem as it pertains to justice—that is, how observed connections between culture and justice perceptions may be inflated spuriously because of inevitable cultural diffusion. In closing, I note that the present research appears to be aimed more squarely at theory‐development rather than theory‐testing, which is appropriate, given the current state of the literature.
A PARTIAL ORDER SCALOGRAM ANALYSIS OF COMMUNICATION BEHAVIOR IN CRISIS NEGOTIATION WITH THE PREDICTION OF OUTCOME
Authors: Taylor Paul J.
Published: February 2008

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.
REFERENT ROLE AND STYLES OF HANDLING INTERPERSONAL CONFLICT: EVIDENCE FROM A NATIONAL SAMPLE OF KOREAN LOCAL GOVERNMENT EMPLOYEES
Authors: Lee Chang‐Won
Published: February 2008

The current study investigated the conflict management styles used by Korean local government employees with superiors, peers, and subordinates. A mail survey and personal interviews were used. Six hundred and seventy‐five usable responses were received. Personal interviews were conducted with 100 government employees. With written consents, all interviews were tape‐recorded and then quantified using content analysis. Overall, both mail surveys and personal interviews indicated conflict management styles varied according to the relative status of employees. Implications of the research findings for training and development of organizational members are provided, and areas for further research are suggested.
UNDERSTANDING CONFLICT AVOIDANCE: RELATIONSHIP, MOTIVATIONS, ACTIONS, AND CONSEQUENCES
Authors: Tjosvold Deon , Sun Haifa F.
Published: February 2008

Because of their relationship‐oriented values, avoiding conflict is thought to be particularly prevalent and appropriate in collectivist societies like China Although research in the West has assumed that avoiding conflict is one approach and a largely ineffective one, collectivists may use conflict avoidance in different ways, including protecting the other protagonist. Eighty‐five managers and employees in six State Owned Enterprises in South China described concrete incidents when they avoided conflict and responded to specific items to measure the prior relationship, motivation, strategies, and consequences. Results identify major motivations and strategies used in conflict avoidance. Findings indicate that Chinese managers and employees relied upon the other person, promoted task productivity, and strengthened the relationship when they had a prior strong relationship and cooperative goals. Cooperative goals and fear of revenge were both found to underlie outflanking (trying to work around the other). Results were interpreted as indicating that avoiding conflict can be useful and even reaffirm an already effective relationship, but like open conflict, it must be managed constructively.
THE INFLUENCE OF ACCOUNTS ON PERCEIVED SOCIAL LOAFING IN WORK TEAMS
Authors: Tata Jasmine
Published: February 2008

This study used a critical incidents methodology to examine the influence of accounts on perceived social loafing and evaluations of team member, and to investigate the face management and responsibility explanations of account‐giving. The results of this study suggest that communicative acts such as accounts may reduce perceived loafing. In addition, perceived loafing and evaluations of the team member were influenced by the type of account provided; concessions were more effective in decreasing perceptions of social loafing and increasing evaluations of the team member than excuses and justifications which, in turn, were more effective than refusals. These findings indicate tentative support for the face management explanation of account effectiveness.
NEW PERSPECTIVES ON TEACHING ABOUT CONFLICT: SIMULATIONS, CASES, AND EXERCISES
Authors: Friedman Raymond
Published: February 2008

This special issue of the International Journal of Conflict Management is devoted to teaching materials for classes on negotiation and dispute resolution. We decided to devote an issue to teaching materials for two reasons. On the supply side, there are very few outlets for good teaching materials. Except for those connected to major case publishing outlets such as the Program on Negotiation (PON) at Harvard or the Dispute Resolution Center (DRC) at Kellogg, most people who develop new cases and simulations have no way to let the wider scholarly community know about their materials. On the demand side, there is always a need for innovation and change in teaching. Indeed, it is probably safe to assume that people would not be developing new materials if they found exactly what they needed in established sources. While PON, the DRC, and the major books on negotiation (e.g., Lewicki, Saunders, Minton, & Barry, 2003; Thompson, 2000; Currall, Geddes, Schmidt, & Hockner, 1993; Murnighan, 1993) are all extremely good, these sources can not meet everyone's teaching needs. This special issue includes seven papers that offer new ideas for cases and exercises. We hope that these will enliven and enrich your classroom experiences.
IT'S BETTER WITH A BATNA: THE FLOURTOWN FARMS EXERCISE
Authors: Geddes Decanta
Published: February 2008

Flourtown Farms is a salary negotiation simulation developed to demonstrate the importance of obtaining a good ??TNA (Best Altentative to a Negotiated Agreement) prior to engaging in negotiation with one's counterpart. This exercise teaches quickly and effectively that well defined, reasonable, and in‐place BATNA s are both strategically and emotionally beneficial to the negotiator. Individuals attempting to negotiate without one will do so to their own disadvantage.
PUZZLES IN SEARCH OF RESEARCHERS: PROCESSES, IDENTITIES, AND SITUATIONS
Authors: Druckman Daniel
Published: February 2008

The theme of this keynote address is conceptual puzzles raised by empirical research on conflict management and resolution. Three types of puzzles are highlighted: those that deal with processes, identities, and situations. The process puzzles include some counter‐intuitive implications of negotiating strategies and interaction process dynamics. The identity puzzles include the ways in which identity is negotiated, perceptions of ingroups and outgroups, and the connection between loyalty to groups and collective action. The situation puzzles address attribution issues, the distinction between passive actors and active agents, and the role of history. An attempt is then made to juxtapose the puzzles toward a larger conception of a field that emphasizes change in the phenomena we analyze in research and shape through practice. A number of these ideas are found also in the research of previous IACM lifetime award recipients, with whom connections are made.
KNOWING ME, KNOWING YOU: OWN ORIENTATION AND INFORMATION ABOUT THE OPPONENT'S ORIENTATION IN NEGOTIATION
Authors: Schei Vidar , Rognes Jørn K.
Published: February 2008

The purpose of this study was to examine the effects of motivational orientations on negotiation outcomes in unstable negotiation contexts. Instability was created by pitting individualists against cooperators (mixed dyads), and by giving only one of the parties information about the other party's orientation. A total of 162 subjects participated in negotiation simulations, where orientation and information were manipulated through instructions from management. The cooperative dyads got better outcomes than did the individualistic dyads. The mixed dyads did as well as the cooperative dyads when the cooperators had information, but did as badly as the individualistic dyads when the individualists had information. The process analyses indicated that the dyads with high outcomes achieved their results because the integrative activities increased over time. In the mixed dyads with informed individualists, the individualists reached higher individual outcome than their cooperative (uninformed) opponents. Thus, naive cooperators can easily be exploited.
THREE DIMENSIONS OF CONFLICT ISSUES AND THEIR EFFECTS ON RESOLUTION STRATEGIES IN ORGANIZATIONAL SETTINGS
Authors: Ohbuchi Ken‐ichi , Suzuki Mariko
Published: February 2008

Based on our formulation of a three‐dimensional model of conflict issues (Gain/Loss, Right/Wrong, and Correct/Incorrect), we attempted to examine a structure of issues and their relationships with the conflict concerns and the use of resolution strategies. Having Japanese business employees rate their organizational conflicts, we verified the three‐dimensional structure of conflict issues. Further, the structural equation analysis revealed the Correct/Incorrect issues evoked the concern for group performance, which in turn encouraged collaborative strategies; Right/Wrong issues evoked the concern for group order, which instigated confrontational strategies; and Gain/Loss issues evoked the concern for personal interest, which prompted avoiding strategies. Thus different types of conflict issues evoked different response strategies. Our findings implied that the management of issues contributes to constructive settlement of organizational conflicts.
BOUND IN HONOR: HOW HONOR VALUES AND INSULTS AFFECT THE EXPERIENCE AND MANAGEMENT OF CONFLICTS
Authors: Beersma Bianca , Harinck Fieke , Gerts Maria J.J.
Published: February 2008

A quasi‐experiment tested the effects of honor values and the use of insults by the other party on perceived conflict, negative emotions, and intentions to behave distributively and integratively during a workplace conflict. After honor values were measured, participants read a scenario in which a conflict was described. In the scenarios, we manipulated whether the other party used an insult by describing the other party's statements such that either an insult was uttered or no insult was uttered. Consistent with our hypotheses, results showed that conflicts in which the other party used an insult lead to higher ratings of perceived conflict, more negative emotions, and stronger intentions to engage in distributive behavior than conflicts in which the other party did not use an insult in high‐honor‐value participants, but not in low‐honor‐value participants. Mediation analyses showed that the interactive effect of honor values and other party's insults on intentions to behave distributively could be explained by perceived conflict and negative emotions.
WHO OUGHT TO BE BLAMED? THE EFFECT OF ORGANIZATIONAL ROLES ON BLAME AND CREDIT ATTRIBUTIONS
Authors: Gibson Donald E. , Schroeder Scott J.
Published: February 2008

Attributing blame for performance failure and credit for success is ubiquitous in organizations. These responsibility attributions can play an important role in aligning individual and organizational performance expectations, but may also exacerbate conflict in groups and organizations. Theory suggests that an actor's organizational role will affect blame and credit attributions, yet empirical work on this prediction is lacking. This article tests an organizational role approach by assessing the effect of the responsible actor's hierarchical position and whether he or she acted as an individual or as part of a group on blame and credit attributions. The study finds that in response to organizational failures and successes leadership roles attract more blame than other positions, but in contrast to previous predictions, these roles do not attract more credit than lower level roles. In addition, upper level positions tend to be assigned greater blame than credit, while lower level positions show a reversed pattern: they attract more credit than blame. Groups are less likely to be assigned blame and more likely to be credited than are individuals, and occupants in flat organizational structures are assigned higher levels of blame and credit than are occupants in taller organizational structures.
LINKING MICRO AND MACRO‐LEVEL PROCESSES: INTERACTION ANALYSIS IN CONTEXT
Authors: Druckman Daniel
Published: February 2008

In this article, I address connections between processes at the micro (e.g., negotiation) and macro or contextual levels of analysis. The discussion situates process analysis in the broader settings in which the interactions take place. The first major section shows how various contextual factors may influence micro‐level processes. These factors include events, structures or institutions, and cultures. In the second major section, I consider the ways that small‐group processes may influence the macro‐level context. Societal (organizational, international) changes may result from such processes as those that occur in problem‐solving workshops, educational exchanges, and formal negotiations, including the objectives sought and strategies used, the tone and content of rhetoric displayed, and the formats and procedures devised. The article concludes with a way to conceptualize the linkages between processes and structures at the different levels.
PHASES, TRANSITIONS AND INTERRUPTIONS: MODELING PROCESSES IN MULTI‐PARTY NEGOTIATIONS
Authors: Olekalns Mara , Brett Jeanne M. , Weingart Laurie R.
Published: February 2008

This research proposes and evaluates hypotheses about patterns of communication in a multi‐party, multi‐issue negotiation. Data were from 36 four‐person groups. We found that the majority of groups initiated negotiations with a distributive phase and ended with an integrative phase—strong support for Morley and Stephenson's (1979) rational model of negotiation. We identified transitions between both strategic orientations (integration, distribution) and strategic functions (action, information), but found that the first transition was more likely to result in a change of orientation than of function and that negotiators were more likely to change either orientation or function (single transition) than to change both aspects of the negotiation simultaneously (double transition). Finally, we determined that negotiators used process and closure strategies to interrupt distributive phases and redirect negotiations to an integrative phase.
SOCIAL MOTIVES IN NEGOTIATION: THE RELATIONSHIPS BETWEEN DYAD COMPOSITION, NEGOTIATION PROCESSES AND OUTCOMES
Authors: Olekalns Mara , Smith Philip L.
Published: February 2008

Using a simulated employment negotiation, this experiment examined the relationship between dyad composition, negotiation strategies and levels of joint gain. Three dyad types were created on the basis of social value orientation, proself, prosocial and mixed. A log linear analysis showed that dyads were differentiated on the basis of the strategies associated with high joint gain. We identified a generic path to high joint gain in which all dyads increased priority information and decreased contention. Overlaid on this path, we identified dyad‐specific strategies and strategy sequences associated with high joint gain. Cooperative reciprocity was critical to high joint gain only in prosocial dyads. When dyads contained at least one prosocial negotiator, process management played an important role in determining the level of joint gain. When dyads contained at least one proself negotiator, the sequences associated with high joint gain functioned to divide resources.
MANAGEMENT OF ISSUES AND RELATIONSHIPS DURING INTERNATIONAL CONFLICT MANAGEMENT: OR HOW (NOT?) TO END A WAR
Authors: Hoobler Gregory
Published: February 2008

The goal of this essay is to examine the conflict resolution activities during political diplomacy as a dynamic and interactive process. In an application of Relational Order Theory (Donohue, 1998), this essay employs a model highlighting the instrumental, relational, and identity‐based issues involved in conflict resolution. To illustrate the utility of this model of Relational Process Management, this essay examines the process of diplomacy leading to the Dayton Accords in the areas of the Former Yugoslavia. For years the international community's efforts at intervention in this conflict were quite meager, as ceasefires and peace plans were brokered and dissolved with some regularity. Ultimately, a final coordinated effort by multiple external parties finally brought the combatants to the table in Dayton, Ohio to negotiate a formal agreement. The complex process by which the parties came to the negotiating table provides a rich case study by which to explore the interactive processes of diplomacy. An examination of the events in this case through the lens of instrumental, relational, and identity‐bound issues culminates with lessons learned from this interactionally‐based analysis of international conflict.
BACKLASH TOWARD DIVERSITY INITIATIVES: EXAMINING THE IMPACT OF DIVERSITY PROGRAM JUSTIFICATION, PERSONAL AND GROUP OUTCOMES
Authors: Kidder Deborah L. , Lankau Melenie J. , Chrobot‐Mason Donna , Mollica Kelly A. , Friedman Raymond A.
Published: February 2008

This study used a scenario design to examine whether there are different reactions among whites based on how a diversity program is justified by an organization. A reactive justification (affirmative action) was proposed to result in greater backlash than a competitive advantage justification (diversity management). In addition, this study examined the effects of personal and group outcomes on backlash and explored two individual difference variables, gender and orientation toward other ethnic groups, as potential moderators of the proposed relationships. Backlash was operationalized in four ways: an affect‐based measure (negative emotions), two cognitive‐based measures (attitude toward the diversity program, perceptions of unfairness of promotion procedures), and a behavioral‐intentions‐based measure (organizational commitment). Results indicated that the diversity management justification was associated with more favorable support of the diversity initiative, and that unfavorable personal and group outcomes adversely affected backlash reactions. There was no empirical support for the influence of the moderator variables on the proposed relationships, however, a main effect for gender was found. Implications of the study's findings and future research directions are discussed.
FEDERALISM AND MULTICULTURALISM AS A VEHICLE FOR PERCEPTION CHANGE IN ISRAELI‐JEWISH SOCIETY
Authors: Ben Mollov M. , Zev Kalifon S. , Steinberg Gerald M.
Published: February 2008

This paper explores the possibilities of federalist and multicultural theory as a basis to generate perception change within Israeli‐Jewish society. In an innovative course, student subjects were exposed to the narratives of a variety of subgroups, participated in a workshop, and studied various examples of federalism and multiculturalism as an alternative to Israel's historic melting pot model. Their opinions on Israeli society and cultural outlook were analyzed based on qualitative methods and consensus theory (which is being introduced as a measurement of attitudinal change). The data indicates that the course was able to generate empathy for the “other,” encourage the students to identify commonalities between disparate subgroups and to consolidate the consensus and change some opinions toward a more federalist multicultural viewpoint. Based on this experiment, we suggest that there is a foundation to consider a federalist multicultural model as a vehicle to reduce social tensions in Israel and elsewhere.
THE SMART NEGOTIATOR: COGNITIVE ABILITY AND EMOTIONAL INTELLIGENCE IN NEGOTIATION
Authors: Smithey Fulmer Ingrid , Barry Bruce
Published: February 2008

What does it mean to be a “smart” negotiator? Few scholars have paid much attention to this question, a puzzling omission given copious research suggesting that cognitive ability (the type of intelligence commonly measured by psychometric tests) predicts individual performance in many related contexts. In addition to cognitive ability, other definitions of intelligence (e.g., emotional intelligence) have been proposed that theoretically could influence negotiation outcomes. Aiming to stimulate renewed attention to the role of intelligence in negotiation, we develop theoretical propositions linking multiple forms of intelligence to information acquisition, decision making, and tactical choices in bargaining contexts. We outline measurement issues relevant to empirical work on this topic, and discuss implications for negotiation teaching and practice.
OTHER‐REGARDING BEHAVIOR AND BEHAVIORAL FORECASTS: FEMALES VERSUS MALES AS INDIVIDUALS AND AS GROUP REPRESENTATIVES
Authors: Song Fei , Bram Cadsby C. , Morris Tristan
Published: February 2008

Using a dictator game, we examine the other‐regarding behavior of allocators, who are given the responsibility of unilaterally making an allocation decision without consultation on behalf of a two‐person group between their group and another group. We then contrast the behavior of the same individuals in an analogous interindividual situation. We also explore other‐regarding perceptions of passive recipients, who are asked to give behavioral forecasts of how they would behave if assigned the allocator role and how they think their allocators would behave. Gender differences are found in both behavior and perceptions. Males are significantly more self‐interested and less other‐regarding when they are responsible for a group, while females behave similarly under both conditions. Female recipients' forecasts of their own behavior are significantly higher than both their expectations of allocators and the actual female behavior observed in the experiment. Both male and female recipients underestimate the other‐regarding behavior of allocators.
THE IMPORTANCE OF ROLE AMBIGUITY AND TRUST IN CONFLICT PERCEPTION: UNPACKING THE TASK CONFLICT TO RELATIONSHIP CONFLICT LINKAGE
Authors: Tidd Simon T. , McIntyre Heather H. , Friedman Raymond A.
Published: February 2008

This article examines the impact of role ambiguity and trust on the transformation of task conflict into relationship conflict. Building on the work of Simons and Peterson (2000) we argue that the work environment—in the form of role ambiguity—provides information with which individuals assess the motivations underlying task conflict. We hypothesize that under high role ambiguity, individuals are less likely to attribute an ulterior motive to those engaging in task conflict because they see the conflict as stemming from the needs of the work itself. In a sample of 141 managerial, professional and administrative employees we find strong support for this hypothesis as well as the additional hypothesis that this effect is stronger under conditions of high trust.
EMOTIONAL INTELLIGENCE AND NEGOTIATION: THE TENSION BETWEEN CREATING AND CLAIMING VALUE
Authors: Der Foo Maw , Anger Elfenbein Hillary , Hoon Tan Hwee , Chuan Aik Voon
Published: February 2008

As a departure from past research on emotional intelligence (EI), which generally examines the influence of an individual's level of EI on that individual's consequences, we examined relationships between the emotional intelligence (EI) of both members of dyads involved in a negotiation in order to explain objective and subjective outcomes. As expected, individuals high in EI reported a more positive experience. However, surprisingly, such individuals also achieved significantly lower objective scores than their counterparts. By contrast, having a partner high in EI predicted greater objective gain, and a more positive negotiating experience. Thus, high EI individuals appeared to benefit in affective terms, but appeared to create objective value that they were less able to claim. We discuss the tension between creating and claiming value, and implications for emotion in organizations.
ORGANIZATIONAL JUSTICE: LOOKING BACK, LOOKING FORWARD
Authors: Nowakowski Jaclyn M. , Conlon Donald E.
Published: February 2008

We provide a brief review of how the concept of justice has evolved over time from a single construct (distributive justice) to one represented by four constructs (distributive, procedural, interpersonal, and informational justice). We then compare and contrast two recent meta‐analytic views of organizational justice, focusing on the relationships each documents between justice constructs and organizational outcomes. We conclude by arguing that the justice literature needs to focus on identifying moderators of the justice‐outcome relations noted in the meta‐analyses.
STICKS AND STONES MAY BREAK BONES AND WORDS CAN HURT ME: WORDS AND PHRASES THAT TRIGGER EMOTIONS IN NEGOTIATIONS AND THEIR EFFECTS
Authors: Schroth Holly A. , Bain‐Chekal Jon , Caldwell David F.
Published: February 2008

The International Journal of Conflict Management 2005, Vol. 16, No. 2, pp. 102–127
FRAMING NEGOTIATIONS IN AFFECTIVE TERMS: METHODOLOGICAL AND PRELIMINARY THEORETICAL FINDINGS
Authors: Shelton Hunt Courtney , Kernan Mary C.
Published: February 2008

This paper reports the results of two studies that examined the impact of framing negotiations in affective terms. Pursuant to the recommendations made by Clyman and Tripp (2000) for reducing risks associated with discrepant values, the objective of the first study was to determine the optimal way of representing potential outcomes in affective terms in a negotiation payoff table. Results demonstrated the superiority of happy and unhappy face icons over other representations; it also revealed a slight advantage to varying the quantity of icons, rather than size, to reflect differences in the relative values of these outcomes. In the second study, the focus was on determining to what extent, if any, framing negotiations in affective terms would differentially affect negotiators' thoughts and feelings prior to engaging in a two‐party negotiation. Results indicated that when negotiations are affectively framed, negotiators report higher levels of negotiation involvement and positive emotion and lower levels of trust, as well as a decreased likelihood of employing cooperative negotiation tactics. The implications of the findings for future research are discussed.
THE NEED FOR MORE INFLUENTIAL INTERNATIONAL CONFLICT MANAGEMENT RESEARCH
Authors: Posthuma Richard A.
Published: February 2008

Is there a need for more influential international conflict management research? This question takes on two dimensions. The first is whether there is a need for more influential conflict management research. The second is whether there is a need for more international conflict management research. Both questions can be answered in the affirmative. Research should be influential so that it will help to guide and shape future research efforts. If it is not influential, it is an unfortunate waste of intellectual and other resources. Research should also be more international because business is becoming more international and there are an increasing number of international influences in many areas of everyday life. Thus, it is important for journals to encourage the publication of influential international conflict management research. The extent to which this journal has disseminated influential international conflict management research is addressed in this note.
DISPUTANT PERCEPTIONS OF AND SATISFACTION WITH A COMMUNITY MEDIATION PROGRAM
Authors: Alberts Jess K. , Heisterkamp Brian L. , McPhee Robert M.
Published: February 2008

This study examines the impact of mediator style, mediation outcome, and mediator background variables on community mediation participant satisfaction and fairness perceptions along several dimensions. Our data were collected from a community mediation program located in a justice court in the Southwestern United States. During a twelve‐month period, 40 mediation sessions, each involving a single mediator, were videotaped. The 108 mediation participants completed surveys assessing their perceptions of and satisfaction with their specific mediation experiences. The findings indicate important impacts of mediator facilitativeness on all perceptions and of conflict resolution success on satisfaction. Mediator experience impacted perceptions of the mediator; mediator gender and law background had no impacts.
WORKING WITH FOREIGN MANAGERS: CONFLICT MANAGEMENT FOR EFFECTIVE LEADER RELATIONSHIPS IN CHINA
Authors: Chen Yifeng , Tjosvold Dean , Su Fang Sofia
Published: February 2008

Given the susceptibility of cross‐cultural interaction to misunderstandings and disagreements, conflict management may be especially useful for helping employees develop quality leader relationships with their foreign managers. One hundred and eleven Chinese employees from various industries in Shanghai were interviewed on specific incidents where they had a conflict, defined as incompatible actions, with their Japanese manager or American manager. A qualitative analysis of the incidents and statistical tests of the data supported the hypotheses that a cooperative approach to conflict, rather than competitive or avoidance approaches, help Chinese employees and their foreign managers strengthen their relationship and improve their productivity. Cooperative conflict management may be an important way to overcome obstacles and develop an effective leader relationship across cultural boundaries.
Risk Cubes or Price Risk and Ratings (Part II)
Authors: LANE MORTON N. , MOVCHAN OLEG Y.
Published: February 2008

Risk is difficult to measure — so difficult that no single measure seems robust enough for all circumstances. This is especially true of measuring the risk contained in insurance‐linked securities. Insurance risk is usually asymmetrically skewed. As a conse‐quence, traditional capital market risk measures — expected loss, probability of default, and the standard deviation of return out‐comes — are less than perfect to the insurance task. Without a good risk measure, it is impossible to compare the risk‐adjusted pricing of insurance‐linked notes on a consistent basis. It is impossible to tell which securities are cheap and which are expensive. It is impossible to decide on their value relative to more traditional investments.
Investing in Skews
Authors: MADAN DILIP B. , MCPHAIL GAVIN S.
Published: February 2008

Asset allocation has primarily focused its attention on attaining mean variance efficiency by employing diversification strategies following the portfolio selection methodologies of Markowitz[1952]. These are important principles that have given rise to a large variety of diversified investment choices in mutual funds that now outnumber the available choices for investment in stocks. Paralleling this development has been a growing interest in the second odd moment describing returns, the level of skewness. The empirical stability of return skewness has been noted in Beedles and Simkowitz[1980]. Earlier, the importance of skewness for portfolio selection was studied by Arditi and Levy[1975] and Kraus and Litzenberger[1976]. More recently, motivated by the persistence skews observed in option markets (Bates[1991]), Bakshi Kapadia, and Madan [2000] take up the issue of studying the links between the statistical and risk neutral skews, while Harvey and Siddique[1999] address the asset pricing implications of investor preferences for skewness. Evidence is also presented by Carr, Geman, Madan, and Yor [2000] that the primary model for diversified returns is that of a pure jump return process reflecting both, excess kurtosis and skewness.
Model‐Independent Measures of Volatility Exposure
Authors: KURUC ALVIN
Published: February 2008

The development of standardized measures of institution‐wide volatility exposures has so far lagged that for measures of asset price and interest‐rate exposure—largely because it is difficult to reconcile the various mathematical models used to value options. Recent mathematical results, however, can be used to construct standardized measures of volatility exposure. We consider here techniques for reconciling “vegas” for financial options valued using stochastic models that may be mathematically inconsistent with each other.
Sending the Herd Off the Cliff Edge: The Disturbing Interaction Between Herding and Market‐Sensitive Risk Management Practices
Authors: PERSAUD AVINASH
Published: February 2008

In the international financial arena, G7 policymakers chant three things: more market‐sensitive risk management, stronger prudential standards, and improved transparency. The message is that we do not need a new world order, but we can improve the workings of the existing one. While many believe this is an inadequate response to the financial crises of the last two decades, few argue against risk management, prudence, and transparency. Perhaps we should, especially with regards to market‐sensitive risk management and transparency. The underlying idea behind this holy trinity is that it better equips markets to reward good behavior and penalize the bad, across governments and market players. However, while the market is discerning in the long run, there is now compelling evidence that in the short run, market participants find it hard to distinguish between the good and the unsustainable; they herd; and contagion is common.
Quantitative Terrorism Risk Assessment
Authors: WOO GORDON
Published: February 2008

Traditionally, terrorism risk has been priced based exclusively on the relationship between supply and demand in the insurance market, with no basis in actuarial principles. This article discusses how the tragic events of September 11, 2001, have irrevocably changed the market for terrorism insurance, since terrorism has become a U.S. catastrophe risk. The author states that since insurers seek to quantify risk distributed over several months (versus a period of only a few days), quantitative assessment of terrorism risk may be achievable. The article proceeds to address the challenge of quantifying terrorism risk, and ultimately suggests that developing quantitative terrorism risk models may provide a foundation for securitizing and trading terrorism risk. The author introduces three examples of potential alternative risk transfer instruments for terrorism risk: 1) a catastrophe bond triggered by workers' compensation claims from extreme terrorism‐related events; 2) a catastrophe bond to cover life insurers from losses related to an attack employing a weapon of mass destruction; and 3) a contingent financing instrument triggered by a terrorism event whose natural buyers are financial short‐sellers.
Long‐Term Economic and Market Trends and Their Implications for Asset/Liability Management of Insurance Companies
Authors: GILLES CHRISTIAN , RUBIN LARRY , RYDING JOHN , TILMAN LEO M. , RAJADHYAKSHA AJAY
Published: February 2008

Assumptions regarding long‐term expected returns have significant implications for asset/liability management of financial institutions. This article questions the validity of common assumptions regarding long‐term expected returns that are employed by financial institutions, in particular insurance companies. Although this article directly addresses this issue in the context of the insurance industry, the discussion is relevant for all institutional investors in fixed income markets.
Exploring the Limitations of Value at Risk: How Good Is It in Practice?
Authors: KRAUSE ANDREAS
Published: February 2008

The benefits of value at risk (VaR) are its simplicity and broad applicability. However, the limitations of VaR are only just being openly discussed by researchers and practitioners. This article provides a brief review of problems faced when applying VaR as a risk management tool. The author shows that VaR is not always a good risk measure and is often prone to substantial measurement error. The author concludes that VaR remains a useful risk management tool when appropriately applied with an understanding of its limitations.
The Effect of Asymmetries on Stock Index Return Value‐at‐Risk Estimates
Authors: BROOKS CHRIS , PERSAND GITA
Published: February 2008

It is widely accepted that equity return volatility increases more following negative shocks rather than positive shocks. However, much of value‐at‐risk (VaR) analysis relies on the assumption that returns are normally distributed (a symmetric distribution). This article considers the effect of asymmetries on the evaluation and accuracy of VaR by comparing estimates based on various models.
The Effect of Model Risk on the Valuation of Barrier Options
Authors: HIRSA ALI , COURTADON GEORGES , MADAN DILIP B.
Published: February 2008

The payoffs of exotic options (e.g., up‐and‐out call options) are dependent on the time‐path of asset prices rather than the price of the asset at a fixed point in time. The authors of this article compare various models for calibrating volatility surfaces in order to price up‐and‐out call options.