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Publications
Publications (34)
This chapter focuses on the manager’s role as conflict resolver and is based on the Meta principle that negotiation and mediation processes, when deployed appropriately, enhance manager effectiveness in resolving many of the conflicts that arise at work. With that in mind, we present empirically-derived negotiation and mediation strategies that man...
This study investigates how political skill relates to member effectiveness, processes, and outcomes in negotiation teams. 263 MBA students were members of 84 teams negotiating a complex union-management simulation. At the individual level, counterparts rated each of their opponents on cooperative and competitive behaviors and results show that pol...
Purpose
The purpose of this study is to predict cooperation in negotiation through the lens of individual differences. Specifically, this paper examines how a social competence variable called “political skill” relates to cooperation and subsequent effects on negotiation process, outcomes and negotiator reputation. The authors demonstrate how polit...
This research presents a unique perspective on the role of individual differences in negotiation. We explore whether a social competence measure known as political skill is related to negotiator behaviors, reputation, and outcomes. We posit that political skill will emerge as an influential predictor of these outcomes over time, because the relatio...
Trust serves as the foundation for social harmony and prosperity, but it is not always easy to build. When people see other groups as different, e.g., members of a different race or ethnicity, the perceived boundary often obstructs people from extending trust. This may result in interracial conflicts. The current research argues that individual dif...
Purpose
The purpose of this paper is to investigate the experiences of nonnative speakers in conflictual situations with native speakers in the workplace. In three studies, the authors examine whether nonnative speakers experience stereotype threat in workplace conflict situations with native speakers, whether stereotype threat is associated with c...
en Using an associative judgment framework, the authors examine the implications that negative feedback about counterfeit performance can have on subsequent evaluations for both the imitated genuine brand and competing genuine brands. Findings from two studies suggest that poor–quality counterfeits can carry over to produce negative evaluations for...
[NOTE: Sorry, full-text of this book is not available on ResearchGate.] Canadian Organizational Behaviour 11th Edition reflects the dynamic and highly relevant world of organizational behaviour. This market leading OB book has developed a reputation for relying on a solid research foundation, and for providing engaging, contemporary examples of org...
A social function approach to emotions suggests that emotional expressions make negotiations easier to manage by providing information about intentions, priorities, limits, and likely future behaviours. We introduce the concept of the “positivity ratio” to the negotiation context, a positive to negative measure of collective emotional expressions....
Our study investigates whether political skill relates to team member effectiveness and emergent team processes. In a sample of consulting teams, we found that political skill is associated with several dimensions of team member effectiveness and that the impact of political skill on team performance was indirect through teamwork behavior.
This study investigates whether a social competency measure called political skill relates to member effectiveness and team outcomes in negotiation teams. 263 MBA students were members of 84 teams negotiating a complex union-management simulation. Counterparts rated their opponents on several behaviors and results show that political skill predicte...
Trust serves as the foundation for social harmony and prosperity, but it is not always easy to build. When people see other groups as different, e.g., members of a different race or ethnicity, the perceived boundary often obstructs people from extending trust. This may result in interracial conflicts. The current research argues that individual dif...
Trust serves as the foundation for social harmony and prosperity, but it is not always easy to build. When people see other groups as different, e.g., members of a different race or ethnicity, the perceived boundary often obstructs people from extending trust. This may result in interracial conflicts. The current research argues that individual dif...
In three studies, we examined the relationship between implicit negotiation beliefs, moral disengagement, and a negotiator’s ethical attitudes and behavior. Study 1 found correlations between an entity theory that negotiation skills are fixed rather than malleable, moral disengagement, and appropriateness of marginally ethical negotiation tactics....
Essentials of Negotiation provides a short and concise yet comprehensive overview of the field of negotiation. It succinctly provides instructors and students with the core concepts of negotiation. The third Canadian Edition is ideal for a one semester course or for an executive program or as an accompaniment to other resource materials for courses...
Research has shown that collective efficacy, defined as a group’s shared perception of its ability to successfully perform a task, positively influences team outcomes. And yet, we know relatively little about the factors and conditions that shape this important emergent state. Our goal was to build a comprehensive model of the factors that influenc...
In two studies, we investigated whether learning goals, which focus attention on task strategies rather than outcomes, affect negotiator behavior and results differently than performance goals. In Study 1, negotiators with learning goals had lower rates of impasse and were judged to be most cooperative. Study 2 replicated these results using a diff...
Negotiation is a ubiquitous social activity that for years has been recognized as an important skill in a wide range of organizational domains (e.g., Lax & Sebenius, 1986). Negotiation is ubiquitous, because it is used to accomplish many important tasks includ-ing making deals, resolving disputes, allocating resources, making decisions, and solving...
This study examines how group decision processes are affected by the perceived emergent expertise of a group member in situations where a correct solution is not readily verifiable. Using a moderately judgmental task, as opposed to an intellective task, the results of our experiment suggest that when group members are aware of performance feedback:...
This research examines whether the relationship between an individual's personality and their behavior within a team is contingent on the team's overall perception of its capability. Individuals were peer-rated on the extent to which they displayed interpersonal and performance management teamwork behaviors over the course of an 8 week business sim...
In a study of 60 self-managing teams, collectivistic group norms were positively associated with collective efficacy and team performance. Collective efficacy fully mediated the association between collectivistic group norms and team performance. Collectivistic group norm sharedness moderated associations between collectivistic group norms, collect...
This study explored the interacting effects of group-level trust and individual-level dependence on information sharing in a group decision-making context. Contrary to the dominant characterization of trust as a uniformly positive moderator of group performance, information sharing was lowest in groups characterized by high trust and low subordinat...
The authors developed and tested a longitudinal multilevel model of collective efficacy formation. In 50 self-managing student teams, they investigated the effects of individual-level and team-level factors on observed behaviors and the subsequent development of collective efficacy for mastering a complex team task. Self-efficacy for teamwork, task...
This research explores the relationship between collective efficacy and aspects of analytic or vigilant problem solving (Janis, 1989) in the context of group decision making. We hypothesized that vigilant problem solving would be most evident under conditions of relatively moderate collective efficacy, as opposed to either very high or very low col...
Uniting separate research streams on situational and dispositional goals, we investigated goal setting and goal orientation together in a complex business simulation. A specific learning goal led to higher performance than did either a specific performance goal or a vague goal. Goal orientation predicted performance when the goal was vague. The per...
Many organizations struggle with effective training interventions—in particular, the transfer of skills learned in the classroom to the workplace. The present experiential exercise allows students, who are asked to play the role of consultants, to assess training effectiveness from pretraining to posttraining. Student feedback demonstrates that thi...
Researchers have been challenged to specify the processes that quality improvement (QI) practices could be expected to generate and to explain how they might contribute to organizational effectiveness. This research article meets that challenge through a study of 97 teams in the health care field. The authors developed a ‘Quality Improvement Practi...
Dissemination of new information to caregivers in ways that enhance the care they deliver is central to quality improvement in health care. This article describes several strategies that have been employed in one long-term care setting and discusses evidence of their success.
This article describes the results of a study designed to understand h how health care organizations use patient feedback. The article examines the organizational factors and the barriers that influence patient feedback use and concludes with propositions that can serve to guide future action and research in this area.
We developed and tested a longitudinal multilevel model in which individual-level and team-level factors predicted individual teamwork behaviors. Four individual level predictors: conscientiousness, extraversion, core self-evaluation, and task-relevant knowledge, were associated with peer-rated teamwork behaviors. Furthermore, two team- level varia...
