IACM 2008 Chicago Conference (Archive)最新文献

{"title":"Arousal, Interest and Auction Bidders","authors":"Gillian Ku, A. Galinsky, J. Murnighan","doi":"10.2139/ssrn.1298572","DOIUrl":"https://doi.org/10.2139/ssrn.1298572","url":null,"abstract":"Arousal is a diffuse emotional response that can have multiple effects. We present three studies that investigated arousal's effects on auctions, which are increasingly important engines of contemporary economies and represent social contexts particularly likely to generate and be influenced by arousal. We manipulated arousal in three ways: by changing two essential elements of auctions (stakes and time pressure); by asking participants to recall a competition in which they felt aroused or calm; and by creating cognitive dissonance. Across the studies, arousal consistently increased interest and bidding. The results support the competitive arousal model (Ku, Malhotra, & Murnighan, 2005) and provide a more complete picture of the effects of arousal, extending theoretical perspectives from romantic attraction, which suggest that arousal is a diffuse emotional state that can be misattributed as interest, to auctions. The discussion explores the broader implications of the role of arousal in decision making and markets.","PeriodicalId":244948,"journal":{"name":"IACM 2008 Chicago Conference (Archive)","volume":"40 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2008-11-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133934055","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}

{"title":"Trusting/Distrusting Auditors' Opinion","authors":"W. Rodgers, Andrés Guiral, J. A. Gonzalo-Angulo, L. Hedelin","doi":"10.2139/ssrn.1298487","DOIUrl":"https://doi.org/10.2139/ssrn.1298487","url":null,"abstract":"Trust relations are important for effective interchanges between auditors (trustees) and market participants (trustors) such as investors, creditors, customers, and other users of financial statement information. In particular, auditors' opinion regarding client's ability to continue in existence is essential to improving social capital in Society. Previous literature has shown that the issuance of a qualified audit report with doubts about the viability of a company may have imminent consequences for both auditors and financial statement users. We build on previous research by analyzing auditors' trustworthy behavior regarding this important opinion in a Throughput Model. A number of propositions are forwarded regarding how investors and other users may trust (distrust) auditors' opinions. In this regard, dominant determinants of six trust positions were used to explain the auditors', and in turn investors' and creditors' decision-making process.","PeriodicalId":244948,"journal":{"name":"IACM 2008 Chicago Conference (Archive)","volume":"23 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2008-11-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126104940","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}

{"title":"Conflict, Communication and Space for Change in Complex Problem Situations","authors":"N. Aarts, C. Leeuwis","doi":"10.2139/ssrn.1298538","DOIUrl":"https://doi.org/10.2139/ssrn.1298538","url":null,"abstract":"This conceptual paper suggests that 'space for change' is a valuable notion for both the analysis of complex problem situations, and practical efforts to manage conflicts that are inherent to such contexts. It first outlines the conceptual starting points of our perspective, which are rooted in studies about the role of communication in processes of societal change and innovation in the life science domain. It then proceeds to explore the notion of space for change. We distinguish various types of space, and argue that the understanding of space for manoeuvre is essentially negotiated in what we label 'discursive space'. We then turn to communicative leverages that may play a role in 'stretching' discursive space, and improving the quality of societal negotiation. We conclude with a discussion of the kinds of research themes that seem relevant when studying communication in conflict situations from a complexity perspective. At the IACM conference we will also present empirical findings in relation to one or two of the research themes mentioned.","PeriodicalId":244948,"journal":{"name":"IACM 2008 Chicago Conference (Archive)","volume":"30 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2008-11-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115612575","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}

{"title":"Culture, Cognition and Conflict: How Neuroscience Can Help to Explain Cultural Differences in Negotiation and Conflict Management","authors":"J. McCarthy, C. Scheraga, D. Gibson","doi":"10.2139/ssrn.1298588","DOIUrl":"https://doi.org/10.2139/ssrn.1298588","url":null,"abstract":"In negotiation and conflict management situations, understanding cultural patterns and tendencies is critical to whether a negotiation will accomplish the goals of the involved parties. While differences in cultural norms have been identified in the current literature, what is needed is a more fine-grained approach that examines differences below the level of behavioral norms. Drawing on recent social neuroscience approaches, we argue that differing negotiating styles may not only be related to differing cultural norms, but to differences in underlying language processing strategies in the brain, suggesting that cultural difference may influence neuropsychological processes. If this is the case, we expect that individuals from different cultures will exhibit different neuropsychological tendencies. Consistent with our hypothesis, using EEG measured responses, native German-speaking German participants took significantly more time to indicate when they understood a sentence than did native English-speaking American participants. This result is consistent with the theory that individuals from different cultures develop unique language processing strategies that affect behavior. A deliberative cognitive style used by Germans could account for this difference in comprehension reaction time. This study demonstrates that social neuroscience may provide a new way of understanding micro-processes in cross-cultural negotiations and conflict resolution.","PeriodicalId":244948,"journal":{"name":"IACM 2008 Chicago Conference (Archive)","volume":"4 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2008-11-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130251170","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}

{"title":"A Study of the Joint Effects of Situational Cues and Interdependent Self-Construals on Feedback Receivers' Responses","authors":"S. Chi, Yen-Chun Chen","doi":"10.2139/ssrn.1298511","DOIUrl":"https://doi.org/10.2139/ssrn.1298511","url":null,"abstract":"Employees do not always respond to feedback as management would like. To explain different responses to feedback, we proposed that both situational cues (i.e., feedback signs and styles) and the self-construals of feedback receivers (i.e., level of interdependent self) jointly affect their sense of the value of feedback and their motivation to improve. We conducted a scenario experimental design with 119 participants. Our data partially supported our predictions, which are, the informational style and the interdependent self played a mitigating role on the relationships between feedback signs and feedback receivers' responses.","PeriodicalId":244948,"journal":{"name":"IACM 2008 Chicago Conference (Archive)","volume":"79 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2008-11-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128255512","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}

{"title":"Cross-Border Enterprises in Conflict Management: An Evaluation of Israel-Palestinian Cross-Border Interaction Opportunities of 1998-2000","authors":"Tamar Arieli","doi":"10.2139/ssrn.1298489","DOIUrl":"https://doi.org/10.2139/ssrn.1298489","url":null,"abstract":"Post-modern theory envisions the evolution of borders becoming bridges with the globalization of economic and cultural life increasing their permeability and thus devaluating their traditional function as barriers. Conflict zones are generally not included in this vision of transforming borders, remaining relatively impermeable to local cross-border interaction. Yet even in the shadow of ongoing conflict, positive cross-border contact experiences can change social perceptions and serve as rare and unique experiences of varying degrees of co-existence. This case study presents and critically evaluates various societal contexts of cross-border interaction between Israel and the Palestinian Authority during the years 1998-2000, overlapping part of the Oslo peace process.","PeriodicalId":244948,"journal":{"name":"IACM 2008 Chicago Conference (Archive)","volume":"28 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2008-11-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126098206","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}

{"title":"The Self-Reinforcing Nature of Social Hierarchy: Origins and Consequences of Power and Status","authors":"Joe C. Magee, A. Galinsky","doi":"10.2139/ssrn.1298493","DOIUrl":"https://doi.org/10.2139/ssrn.1298493","url":null,"abstract":"Hierarchy is such a defining feature of organizations that its forms and basic functions are often taken for granted in organizational research. In this chapter, we revisit some basic sociological and psychological elements of hierarchy to explain why hierarchy is so pervasive across groups and organizations. We argue that status and power are two distinct and important bases of hierarchical differentiation, and we integrate a number of different literatures to explain why status and power hierarchies tend to be self-reinforcing. Power, related to one's control over valued resources, transforms individuals psychologically such that they think and act in ways that lead to the acquisition and retention of power. Status, related to the respect one has in the eyes of others, generates expectations for behavior that favor those with a prior status advantage.","PeriodicalId":244948,"journal":{"name":"IACM 2008 Chicago Conference (Archive)","volume":"52 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2008-11-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125511549","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}

{"title":"Maximization of Absolute vs. Relative Gains in Intergroup Conflicts","authors":"N. Halevy, G. Bornstein, Lilach Sagiv","doi":"10.2139/ssrn.1298610","DOIUrl":"https://doi.org/10.2139/ssrn.1298610","url":null,"abstract":"What motivates individual self-sacrificial behavior in intergroup conflicts? Is it the altruistic desire to help the ingroup or the aggressive drive to hurt the outgroup? This paper introduces a new game paradigm, the Intergroup Prisoner's Dilemma - Maximizing Difference (IPD-MD) game, designed specifically to distinguish between these two motives. The game involves two groups. Each group member is given a monetary endowment and can decide how much of it to contribute. Contribution can be made to either of two pools, one which benefits the ingroup at a personal cost, and another which, in addition, harms the outgroup. An experiment demonstrated that contributions in the IPD-MD game are made almost exclusively to the cooperative within-group pool. Moreover, pre-play intragroup communication increases intragroup cooperation but not intergroup competition. These results are compared with those observed in the Intergroup Prisoner's Dilemma (IPD) game, where group members' contributions are restricted to the competitive between-group pool.","PeriodicalId":244948,"journal":{"name":"IACM 2008 Chicago Conference (Archive)","volume":"45 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2008-11-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131655645","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}

{"title":"Introducing Secure Narcissism as a Predictor of Conflict Resolution","authors":"Mark Bajramovic, Terri R Lituchy, Jin Nam Choi","doi":"10.2139/ssrn.1298527","DOIUrl":"https://doi.org/10.2139/ssrn.1298527","url":null,"abstract":"Researchers and practitioners have long regarded narcissism as a dysfunctional personality type that engages in self-defeating and competitive conflict behaviors. Boulding (1965) defined conflict as incompatible activities or perceptions occurring between individuals or groups such that ones behavior interferes, obstructs, or in other ways makes the behavior of others less effective (Deutsch, 1973). In the organizational context, the effects of narcissistic employees have been mixed (i.e. Hogan & Hogan, 2002). Most narcissistic employees have been found to be self-defeating. Recently, some have been found to possess outstanding job and organizational citizenship behavior competencies (MacCoby, 2001a). The theory of Secure Narcissism presented here proposes that not all narcissistic behaviors are self-defeating and competitive. Some narcissists, Secure Narcissists, engage in constructive conflict behaviors. Two forms of narcissism are differentiated: Type I Insecure Narcissism and Type II Secure Narcissism. Insecure narcissists are narcissist in the traditional sense. They are individuals who lack empathy for others, are self serving, and engage in competitive conflict with others. Competitive conflict is a form of conflict resolution in which individuals perceive other's progress as interfering with their own (Wong et al., 1999). For example, individuals who boast about their achievements, who do not listen to others, and who act with a sense of entitlement and are socially aggressive are insecure narcissists (American Psychiatric Association, 2000). In contrast, Secure Narcissists are a \"positive\" type of narcissist. Secure narcissists are individuals who are empathetic towards others and engage in constructive conflict behaviors. Constructive conflict is a form of conflict resolution that focuses on win-win strategies by emphasizing cooperative goals and viewing conflict as a mutual problem that requires common consideration and mutually beneficial resolution (Wong et al., 1999). In situations of conflict, secure narcissists use win-win constructive conflict strategies to align their private goals and the goals of others to attain both individual and other benefits. In situations of conflict, expansive narcissists are engage in constructive behaviors that ameliorate the self and others. The purpose of this paper is to differentiated secure narcissism, a new and previously undefined type of narcissism that engages in constructive conflict behaviors, from the traditional type of insecure narcissism that engages in competitive conflict behaviors. In the first section of this paper, narcissism is summarized. The negative consequences of narcissism in the organizational context are presented. Research proposing that narcissism can result in positive outcomes for leaders and organizations is discussed. In the fourth section, the theoretical etiology justifying two types of narcissism is introduced. The characteristics that differentiate the two types","PeriodicalId":244948,"journal":{"name":"IACM 2008 Chicago Conference (Archive)","volume":"148 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2008-11-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123406311","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}

{"title":"The Moderating Effects of Cultural Identity on International Negotiation Outcomes: Extending the Milliken and Martins Framework","authors":"Michael A. Gross, W. Hopkins, S. A. Hopkins","doi":"10.2139/ssrn.1298485","DOIUrl":"https://doi.org/10.2139/ssrn.1298485","url":null,"abstract":"We extend a theoretical framework that proposes how observable and non-observable attributes of diversity affect outcomes for individuals, groups, and organizations, and the mediating processes (i.e., affective, cognitive, symbolic, and communications) through which diversity affects these outcomes. We consider this framework within the context of culture and international negotiation by applying it within this context, proposing that observable and non-observable attributes of ethnic culture activate these mediating processes. Furthermore, we argue that the extent to which negotiators identify with their respective ethnic culture moderates the effects of these mediating processes on the negotiators' ability to achieve a successful negotiation outcome.","PeriodicalId":244948,"journal":{"name":"IACM 2008 Chicago Conference (Archive)","volume":"16 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2008-11-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121827367","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}