Hannes M. Petrowsky , Lea Boecker , Yannik A. Escher , Marie-Lena Frech , Malte Friese , Adam D. Galinsky , Brian Gunia , Alice J. Lee , Michael Schaerer , Martin Schweinsberg , Meikel Soliman , Roderick Swaab , Eve S. Troll , Marcel Weber , David D. Loschelder
{"title":"The power and peril of first offers in negotiations: a conceptual, meta-analytic, and experimental synthesis","authors":"Hannes M. Petrowsky , Lea Boecker , Yannik A. Escher , Marie-Lena Frech , Malte Friese , Adam D. Galinsky , Brian Gunia , Alice J. Lee , Michael Schaerer , Martin Schweinsberg , Meikel Soliman , Roderick Swaab , Eve S. Troll , Marcel Weber , David D. Loschelder","doi":"10.1016/j.obhdp.2025.104448","DOIUrl":null,"url":null,"abstract":"<div><div>Is it advantageous to make the first offer and to do so ambitiously? Although initial studies suggested clear advantages across cultures and contexts, recent findings have challenged the robustness of this first-mover advantage. A preregistered meta-analysis of 374 effects from 90 studies (Study 1; <em>N</em> = 16,334) revealed three beneficial effects of making the first offer: (a) a general first-mover advantage (<em>g</em> = 0.42, <em>m</em> = 80), (b) a positive correlation between first-offer magnitude and agreement value (<em>r</em> = 0.62, <em>g</em> = 1.56, <em>m</em> = 53), and (c) an advantage of ambitious (vs. moderate) first offers on agreement value (<em>g</em> = 1.14, <em>m</em> = 187). The meta-analysis also identified two detrimental outcomes of ambitious first offers: (d) fewer deals (i.e., more impasses; <em>g</em> = −0.42, <em>m</em> = 13) and (e) worse subjective value experienced by recipients (<em>g</em> = −0.40, <em>m</em> = 41). Two preregistered experiments (Study 2a-2b; <em>N</em> = 2,121) replicated both the beneficial and detrimental meta-analytic effects and simultaneously tested multiple psychological mechanisms driving these effects. Across the experiments, selective accessibility drove the effect of first-offer magnitude on counteroffers, while anger drove the effects on impasses and subjective value. Across both the meta-analysis and the experiments, negotiation complexity moderated both the beneficial and detrimental effects of first offers; as the number and type of issues (i.e., complexity) increased, the effects of first offers became smaller, and the mechanisms changed. Overall, the current meta-analysis and experiments collectively illuminate the direction, size, psychological pathways, and boundaries of first-offer effects in negotiations.</div></div>","PeriodicalId":48442,"journal":{"name":"Organizational Behavior and Human Decision Processes","volume":"191 ","pages":"Article 104448"},"PeriodicalIF":3.8000,"publicationDate":"2025-09-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Organizational Behavior and Human Decision Processes","FirstCategoryId":"91","ListUrlMain":"https://www.sciencedirect.com/science/article/pii/S0749597825000603","RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"MANAGEMENT","Score":null,"Total":0}
引用次数: 0
Abstract
Is it advantageous to make the first offer and to do so ambitiously? Although initial studies suggested clear advantages across cultures and contexts, recent findings have challenged the robustness of this first-mover advantage. A preregistered meta-analysis of 374 effects from 90 studies (Study 1; N = 16,334) revealed three beneficial effects of making the first offer: (a) a general first-mover advantage (g = 0.42, m = 80), (b) a positive correlation between first-offer magnitude and agreement value (r = 0.62, g = 1.56, m = 53), and (c) an advantage of ambitious (vs. moderate) first offers on agreement value (g = 1.14, m = 187). The meta-analysis also identified two detrimental outcomes of ambitious first offers: (d) fewer deals (i.e., more impasses; g = −0.42, m = 13) and (e) worse subjective value experienced by recipients (g = −0.40, m = 41). Two preregistered experiments (Study 2a-2b; N = 2,121) replicated both the beneficial and detrimental meta-analytic effects and simultaneously tested multiple psychological mechanisms driving these effects. Across the experiments, selective accessibility drove the effect of first-offer magnitude on counteroffers, while anger drove the effects on impasses and subjective value. Across both the meta-analysis and the experiments, negotiation complexity moderated both the beneficial and detrimental effects of first offers; as the number and type of issues (i.e., complexity) increased, the effects of first offers became smaller, and the mechanisms changed. Overall, the current meta-analysis and experiments collectively illuminate the direction, size, psychological pathways, and boundaries of first-offer effects in negotiations.
期刊介绍:
Organizational Behavior and Human Decision Processes publishes fundamental research in organizational behavior, organizational psychology, and human cognition, judgment, and decision-making. The journal features articles that present original empirical research, theory development, meta-analysis, and methodological advancements relevant to the substantive domains served by the journal. Topics covered by the journal include perception, cognition, judgment, attitudes, emotion, well-being, motivation, choice, and performance. We are interested in articles that investigate these topics as they pertain to individuals, dyads, groups, and other social collectives. For each topic, we place a premium on articles that make fundamental and substantial contributions to understanding psychological processes relevant to human attitudes, cognitions, and behavior in organizations. In order to be considered for publication in OBHDP a manuscript has to include the following: 1.Demonstrate an interesting behavioral/psychological phenomenon 2.Make a significant theoretical and empirical contribution to the existing literature 3.Identify and test the underlying psychological mechanism for the newly discovered behavioral/psychological phenomenon 4.Have practical implications in organizational context