IACM 2003 Melbourne Meetings (Archive)最新文献

Power and the Inattention to Obstacles and Social Constraint: Implications for Disobedience, Conformity, and Dissonance 权力与对障碍和社会约束的忽视:对不服从、顺从和不和谐的启示

IACM 2003 Melbourne Meetings (Archive) Pub Date : 2003-06-07 DOI: 10.2139/ssrn.400420

A. Galinsky, Joe C. Magee, Deborah H. Gruenfeld, Jennifer Whitson, Katie A. Liljenquist

引用次数: 3

Organizational Anger Contexts and Their Relationship to Outcomes of Anger Expressions in the Workplace 组织愤怒情境及其与工作场所愤怒表达结果的关系

IACM 2003 Melbourne Meetings (Archive) Pub Date : 2003-06-07 DOI: 10.2139/ssrn.399780

Ronda Roberts Callister, B. Gray, M. Schweitzer, D. Gibson, Joo-Seng Tan

引用次数: 9

How Subordinates of Emotionally Intelligent Managers Handle Conflict in Different Countries 高情商管理者的下属在不同国家如何处理冲突

IACM 2003 Melbourne Meetings (Archive) Pub Date : 2003-06-06 DOI: 10.2139/ssrn.399703

M. A. Rahim

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引用次数: 2

Toward an Integrated Practice of Behavioral Conflict Management 行为冲突管理的综合实践

IACM 2003 Melbourne Meetings (Archive) Pub Date : 2003-05-21 DOI: 10.2139/ssrn.399622

G. Jones

{"title":"Toward an Integrated Practice of Behavioral Conflict Management","authors":"G. Jones","doi":"10.2139/ssrn.399622","DOIUrl":"https://doi.org/10.2139/ssrn.399622","url":null,"abstract":"Conflict resolution is about decision making. Because decision outcomes for conflicting parties depend, at least to some extent, on the decisions of other parties to the conflict, as well as a multitude of external circumstances and third party decision making, these decisions are always made under conditions of uncertainty or risk. Conflict management is about guiding this decision making in such a manner as to mitigate this risk to the greatest extent possible. Expected utility and subjective expected utility have contributed to the development of a normative theory of decision making under uncertainty that is economically maximizing, with possible allowances for differently shaped utility curves. On the other hand, substantial empirical efforts have contributed descriptive theories of decision making under uncertainty that attempt to address departures from the purely rational model - departures that importantly often prove to be quite robust and predictable across a wide range of decision making contexts. This Essay proposes an agenda for conflict management research that seeks to leverage both the rational expectation models and the behavioral theories describing predictable deviations from these models to arrive at prescriptions for conflict management practice that can build a bridge between theory and practice, offering practical techniques and concrete guidelines for improvement. Specific ways that these insights can contribute to the development of conflict management practice are considered.","PeriodicalId":190355,"journal":{"name":"IACM 2003 Melbourne Meetings (Archive)","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2003-05-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134525258","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

The Unhiring Dilemma: Effects of Job Delays, Job Rescissions, and Compensation on Organizational Attractiveness and Justice Judgments 失业困境:工作延迟、工作解除和薪酬对组织吸引力和公正判断的影响

IACM 2003 Melbourne Meetings (Archive) Pub Date : 2003-05-21 DOI: 10.2139/SSRN.399660

C. J. Meyer, Donald E. Conlon

{"title":"The Unhiring Dilemma: Effects of Job Delays, Job Rescissions, and Compensation on Organizational Attractiveness and Justice Judgments","authors":"C. J. Meyer, Donald E. Conlon","doi":"10.2139/SSRN.399660","DOIUrl":"https://doi.org/10.2139/SSRN.399660","url":null,"abstract":"A relatively new phenomenon in recruitment and selection is the unhiring dilemma: New hires who were promised employment after graduation but now find their job offers rescinded or delayed. In study 1, we use a scenario context to examine how job rescissions and delays, along with four different compensation alternatives, influence new hire judgments of organizational attractiveness and organizational justice. We find that for those whose jobs were delayed, compensation structures that provide increasingly favorable outcomes are viewed more positively, but for those whose jobs were rescinded, the most favorable evaluations occurred upon receipt of lump sum compensation - in other words, the compensation outcome that also immediately severs the relationship between the rebuffed new hire and the company. In Study 2, we interviewed a small sample of MBA graduates who had job offers rescinded or delayed. Here, we find additional evidence or linear effects in that more positive unhiring outcomes (e.g., job delays or rescissions with compensation) lead to enhanced organizational attractiveness and procedural justice judgments.","PeriodicalId":190355,"journal":{"name":"IACM 2003 Melbourne Meetings (Archive)","volume":"60 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2003-05-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134359249","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0