Organization and Management Theory OMT

*Apologies for cross postings*

Negotiation and Conflict Management Research
 © The International Association for Conflict Management (IACM) and Wiley Periodicals, Inc.

Michael A. Gross, Editor-in-Chief

Colorado State University

NCMR Volume 9, Issue 1
February 2016
Now Online

Articles:

Building Strength or Lending an Ear in Legal Conflicts:  Dependence and Conflict Asymmetry as Distinct Predictors of Needs for Support

Marian A. J. van Dijk, Ellen Giebels, and Sven Zebel

Department of Psychology of Conflict, Risk and Safety, University of Twente, Enschede, The Netherlands
http://dx.doi.org/10.1111/ncmr.12066

Abstract

Being aware of psychological aspects of legal conflicts can benefit the efficiency of legal aid. We propose that needs for support may be particularly dependent upon the experience of asymmetry between conflict parties. We distinguish between two types of asymmetry and examine how they relate to different needs for support. We hypothesized that dependence asymmetry (being more dependent on the other party than vice versa) would predict a need for problem-focused help. Conflict asymmetry (experiencing more conflict than the other side) was expected to increase the need for emotion-focused help, particularly when people have a weak social network. We tested these hypotheses with a survey among 700 legal aid clients. Results showed that dependence asymmetry was indeed a strong and positive predictor of problem-focused empowerment needs, whereas conflict asymmetry positively and significantly predicted the need for emotion-focused help, particularly in the absence of wider social support.

What's a Masculine Negotiator? What's a Feminine Negotiator? It Depends on the Cultural and Situational Contexts

Wen Shan, ¹ Joshua Keller, ¹ and Lynn Imai ²

1 Nanyang Business School, Nanyang Technological University, Singapore

2 Ivey Business School, Western University, London, ON, Canada  http://dx.doi.org/10.1111/ncmr.12065

Abstract

Gender-related categorization is a key feature of the literature on gender in negotiation. While previous literature focused on context-free traits such as warmth and competence, we examine how people categorize specific negotiation goals and behaviors as masculine and feminine across the United States and China in different negotiation contexts, illustrating the role of cultural and situational contexts in gender-related categorization. Two studies found that while American participants categorized competitive goals and behaviors as masculine and cooperative ones as feminine across business-to-consumer (B2C) and business-to-business (B2B) negotiation contexts, Chinese participants' patterns depended on the negotiation context. In B2C contexts, Chinese participants categorized competitive goals and behaviors as feminine and cooperative ones as masculine; in B2B contexts, they made further distinctions, categorizing competitive goals and behaviors that are socially inappropriate as feminine, but competitive ones that are socially appropriate, and cooperative goals and behaviors, as masculine. Theoretical and practical implications are discussed.

Bullying of the Manager and Employees' Prosocial or Antisocial Behaviors: Impacts on Equity, Responsibility Judgments, and Witnesses' Help-Giving

Pascale Desrumaux, ¹ Tony Machado, ² Gerard Vallery, ² and Lucie Michel ¹

1 Department of Psychology, Laboratory EA 4072 PSITEC, University Lille 3, Villeneuve d'Ascq Cedex, France

2 Department of Psychology, Laboratory EA 7273 CRP-CPO, University of Picardie, Amiens Cedex 1, France
http://dx.doi.org/10.1111/ncmr.12064

Abstract

This article aims at studying how bullying acts, revictimization, and behaviors' targets influence responsibility judgments of witnesses bullying and determine help decision. According to the literature, help-giving has various determinants such as gravity of the bullying acts and behaviors of the perpetrators and responsibility attributed to the perpetrators and to the victims often depend on behaviors. With vignettes, we examined the influence of bullying acts, victim's prosocial or antisocial behavior at work, and revictimization on equity judgments, perceived responsibility of perpetrators and victims, and help-giving. Eight vignettes of bullying at work were submitted to 205 participants. The results showed that the situation was judged less equitable, the victim less responsible, the perpetrator more responsible, and the intention of help increased (a) when the perpetrator's acts were serious and (b) when the bullied had emitted a prosocial behavior versus an antisocial one.

Environmental Conflict and Media Coverage of an Oil Spill in Trinidad

Godfrey A. Steele

Department of Literary, Cultural and Communication Studies, The University of the West Indies St. Augustine, St. Augustine,

Trinidad and Tobago
http://dx.doi.org/10.1111/ncmr.12068

Abstract

In December 2013, local media reported an oil spill off the southwestern coast of Trinidad. Subsequent media reports generated local and international interest, statements, and commentary from company and government interests and members of the La Brea community (fisherfolk and residents directly affected by the oil spill), the national community, trade unionists, politicians, oil spill experts, and environmentalists. As the news coverage developed, various narrative themes emerged. Within these themes, various conflict issues, mainly pertaining to the nature and focus of communication, and differences over the prevention, mitigation and management of environmental disasters were manifested in the media coverage and corporate communications management of crisis and reputation. Using crisis communication theory, and content analysis of media and company texts, this study examined the extent of media coverage and organizational and corporate communications framing of the creation, escalation, and management of a significant environmental conflict situation.

Working with Kwok Leung: Reflections from Four Grateful Collaborators

Michael H. Bond, ¹ Fons J. R. van de Vijver, ² Michael W. Morris, ³ and Michele J. Gelfand ⁴

1 Department of Management and Marketing, Faculty of Business, Hong Kong Polytechnic University, Hong Kong, China

2 Department of Psychology, Tilburg University, Tilburg, The Netherlands

3 Department of Management, Columbia Business School, Columbia University, New York, NY, U.S.A.

4 Department of Psychology, University of Maryland, College Park, MD, U.S.A.
http://dx.doi.org/10.1111/ncmr.12067

Abstract

This article is a set of tributes about Kwok Leung, a colleague of the four colleagues who collaborated with Kwok over more than three decades and provide their reflections on working professionally with him. The four content areas of their academic contributions were justice, social axioms, and methodology in cross-cultural research and creativity. The focus of each tribute is upon Kwok Leung's collaborative style and particular genius.

For more see: http://www.iacm-conflict.org/Publications/NCMR/

Michael A. Gross, Ph.D.

2016 Past Division Chair, Conflict Management, Academy of Management

Editor-in-Chief, Negotiation and Conflict Management Research| E-mail: cob_ncmr@Mail.Colostate.edu 

Associate Professor of Management
College of Business | Rockwell Hall #219 | Colorado State University | Fort Collins, CO 80523-1275
Office: (970) 491-6368 | FAX:  (970) 491-3522 | E-mail:  Michael.Gross@colostate.edu