Negotiation and Conflict Management Research最新文献_第10页

Emotion and Deception, Jewish-Arab Community Peace Building, Restorative Justice and Communication, and Anger and Attribution: An Introduction to the Special Issue on Conceptual Reviews 情感与欺骗、犹太-阿拉伯社区和平建设、恢复性司法与沟通、愤怒与归因：概念评论特刊导论

IF 1.3 4区管理学

Negotiation and Conflict Management Research Pub Date : 2017-08-01 DOI: 10.1111/NCMR.12099

Michael A. Gross, Wendi L. Adair, Eric J. Neuman

引用次数: 1

When Is Anger Helpful or Hurtful? Status and Role Impact on Anger Expression and Outcomes 愤怒是有益的还是有害的？地位和角色对愤怒表达和结果的影响

IF 1.3 4区管理学

Negotiation and Conflict Management Research Pub Date : 2017-05-01 DOI: 10.1111/NCMR.12090

R. Callister, D. Geddes, Donald F. Gibson

引用次数: 18

Navigating Stigma and Group Conflict: Group Identification as a Cause and Consequence of Self‐Labeling 驾驭污名和群体冲突：群体认同是自我标签的原因和结果

IF 1.3 4区管理学

Negotiation and Conflict Management Research Pub Date : 2017-05-01 DOI: 10.1111/NCMR.12094

Jennifer Whitson, E. Anicich, Cynthia S. Wang, A. Galinsky

{"title":"Navigating Stigma and Group Conflict: Group Identification as a Cause and Consequence of Self‐Labeling","authors":"Jennifer Whitson, E. Anicich, Cynthia S. Wang, A. Galinsky","doi":"10.1111/NCMR.12094","DOIUrl":"https://doi.org/10.1111/NCMR.12094","url":null,"abstract":"A crucial element of navigating group conflict is how group members manage stigma imposed on them by other groups. Across three experiments, we propose that group identification is a cause and consequence of self-labeling with stigmatizing group labels, a practice known to reduce stigma. Experiment 1 found that group identification increased self-labeling with a stigmatizing group label. In Experiment 2, individuals who self-labeled with a stigmatizing group label felt more identified with their group, which reduced the label's perceived negativity; they also persisted longer on an in-group helping task, an effect that was partially mediated by group identification. In Experiment 3, observers perceived self-labelers as more identified with their group and as viewing the label less negatively; perceived group identification mediated the relationship. Group identification is a critical component in reappropriating stigmatizing labels and provides insight into how highly identified members can navigate group conflict by negotiating their group's identity.","PeriodicalId":45732,"journal":{"name":"Negotiation and Conflict Management Research","volume":null,"pages":null},"PeriodicalIF":1.3,"publicationDate":"2017-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1111/NCMR.12094","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49368756","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 8

Competent or Competitive? How Employee Representatives Gain Influence in Organizational Decision‐Making 有能力还是有竞争力?员工代表如何在组织决策中获得影响力

IF 1.3 4区管理学

Negotiation and Conflict Management Research Pub Date : 2017-05-01 DOI: 10.1111/NCMR.12093

Ana Belén García, Lourdes Munduate, Patricia Elgoibar, Hein Wendt, M. Euwema

{"title":"Competent or Competitive? How Employee Representatives Gain Influence in Organizational Decision‐Making","authors":"Ana Belén García, Lourdes Munduate, Patricia Elgoibar, Hein Wendt, M. Euwema","doi":"10.1111/NCMR.12093","DOIUrl":"https://doi.org/10.1111/NCMR.12093","url":null,"abstract":"Conflicts of interest between management and employees are part of organizational life. To manage these conflicts, employee representatives (ERs) often participate in organizational decision‐making. The objectives of this article were to investigate the relation between perceived competences of ERs and their influence on organizational decision‐making in different types of issues, and the mediating effect of ERs’ conflict behaviors on these relations. To test the hypotheses, which are based on theories of power and conglomerate conflict behavior, survey data from 614 human resources directors from 11 European countries were analyzed using structural equation modeling. Results show that perceived competences are positively related to the influence of ERs on decision‐making, both for traditional and for innovative issues. Perceived competence is positively related to cooperative and negatively related to competitive conflict behavior. Conglomerate conflict behavior partly mediates the relation between perceived competences and influence. Implications for representative influence are discussed.","PeriodicalId":45732,"journal":{"name":"Negotiation and Conflict Management Research","volume":null,"pages":null},"PeriodicalIF":1.3,"publicationDate":"2017-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1111/NCMR.12093","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45001565","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 7

Lessons Learned from Working with Roy J. Lewicki 与Roy J.Lewicki合作的经验教训

IF 1.3 4区管理学

Negotiation and Conflict Management Research Pub Date : 2017-05-01 DOI: 10.1111/NCMR.12091

Edward C. Tomlinson, B. Polin, B. Gray, B. Barry

引用次数: 2

Conflict and culture across time and space : Work and legacy of Evert van de Vliert 跨越时空的冲突与文化：Evert van de Vliert的工作与遗产

IF 1.3 4区管理学

Negotiation and Conflict Management Research Pub Date : 2017-05-01 DOI: 10.1111/NCMR.12092

C. D. Dreu, E. Kluwer, M. Euwema, G. Vegt

引用次数: 5

Do I Trust You? Depends on What You Feel: Interpersonal Effects of Emotions on Initial Trust at Zero‐Acquaintance 我信任你吗？取决于你的感受：零相识时情绪对初始信任的人际影响

IF 1.3 4区管理学

Negotiation and Conflict Management Research Pub Date : 2017-02-01 DOI: 10.1111/NCMR.12088

Liuba Y. Belkin, Naomi B Rothman

{"title":"Do I Trust You? Depends on What You Feel: Interpersonal Effects of Emotions on Initial Trust at Zero‐Acquaintance","authors":"Liuba Y. Belkin, Naomi B Rothman","doi":"10.1111/NCMR.12088","DOIUrl":"https://doi.org/10.1111/NCMR.12088","url":null,"abstract":"This article explores the interpersonal effects of emotions on stereotype formation and initial trust in zero-acquaintance interactions. In three experiments, we demonstrate that perceptions of partner sociability, morality, and competence are significantly influenced by emotional expressions and are important predictors of trust. Specifically, we show that in zero-acquaintance interactions, displays of happiness increase, but displays of anger decrease stereotypes of sociability, morality, and competence. Happiness expressions are also conducive to trust, whereas expressions of anger are detrimental to trust. We further demonstrate that expressions of ambivalence do not affect perceptions of sociability, but decrease perceptions of morality and competence. Overall, expressions of ambivalence have a negative effect on partner trust. Perceptions of morality consistently explain the effect of expressed happiness, anger, and ambivalence on initial trust across the three experiments and different bargaining contexts. Implications for research on emotions and trust in negotiations are discussed.","PeriodicalId":45732,"journal":{"name":"Negotiation and Conflict Management Research","volume":null,"pages":null},"PeriodicalIF":1.3,"publicationDate":"2017-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1111/NCMR.12088","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41979766","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 39

Buffering Against the Detrimental Effects of Demographic Faultlines: The Curious Case of Intragroup Conflict in Small Work Groups 缓冲人口断层线的不利影响：小工作组内部冲突的奇怪案例

IF 1.3 4区管理学

Negotiation and Conflict Management Research Pub Date : 2017-02-01 DOI: 10.1111/NCMR.12087

Wendi L. Adair, L. Liang, Ivona Hideg

{"title":"Buffering Against the Detrimental Effects of Demographic Faultlines: The Curious Case of Intragroup Conflict in Small Work Groups","authors":"Wendi L. Adair, L. Liang, Ivona Hideg","doi":"10.1111/NCMR.12087","DOIUrl":"https://doi.org/10.1111/NCMR.12087","url":null,"abstract":"Group faultline literature suggests that subgroups impede group functioning. We propose that team conflict may buffer the detrimental effects of faultlines on group performance. We draw on social categorization and group process theories suggesting that the negative effects of fault-lines are due to increased competition and decreased communication across subgroups and can be diminished with cross-subgroup information exchange and elaboration. We propose that intragroup conflict in small groups will decrease negative effects of demographic faultlines because detecting conflict and engaging in conflict management require cross-subgroup communication and information elaboration. In Study 1, using student groups we found that relationship, task, and process conflict buffered the negative effect of demographic faultline strength on group performance. In Study 2, we manipulated conflict and group faultlines (ethnic faultlines vs. no faultlines) and found that group conflict buffered the negative effect of faultlines on group performance. Theoretical contributions and practical implications are discussed.","PeriodicalId":45732,"journal":{"name":"Negotiation and Conflict Management Research","volume":null,"pages":null},"PeriodicalIF":1.3,"publicationDate":"2017-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1111/NCMR.12087","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46420663","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 14

Celebrating the Work of Jeanne M. Brett: Building Bridges and Making Connections 庆祝珍妮M.布雷特的工作:建立桥梁和建立联系

IF 1.3 4区管理学

Negotiation and Conflict Management Research Pub Date : 2016-11-01 DOI: 10.1111/NCMR.12082

Wendi L. Adair, Kristin Behfar, Mara Olekalns, Debra L. Shapiro

引用次数: 3

Legacies of Scholars, Scholarship, and Praxis from the International Association for Conflict Management: Celebrating a Lifetime of Achievements 来自国际冲突管理协会的学者、奖学金和实践的遗产:庆祝一生的成就

IF 1.3 4区管理学

Negotiation and Conflict Management Research Pub Date : 2016-11-01 DOI: 10.1111/NCMR.12079

Michael A. Gross

引用次数: 6