Personality and Integrative Negotiations: A HEXACO Investigation of Actor,Partner, and Actor–Partner Interaction Effects on Objective and Subjective Outcomes

The present study sought to expand the literature on the relations of major dimensions of personality with integrative negotiation outcomes by introducing the HEXACO model, investigating both effects of the negotiators' and their counterparts' personality traits on objective and subjective negotiation outcomes, and investigating two interactions between the negotiators' and counterparts' personalities. One hundred forty‐eight participants completed the HEXACO‐100 measure of personality. Participants then engaged in a dyadic negotiation task that contained a mix of distributive and integrative elements (74 dyads). Measures of subjective experience and objective economic value were obtained, and actor–partner interdependence models were estimated. Personality was generally a better predictor of subjective experience than objective economic value. In particular, partner honesty‐humility, extraversion, and openness predicted more positive negotiation experiences. An actor–partner interaction effect was found for actor‐agreeableness by partner‐honesty‐humility on economic outcomes; agreeable actors achieved worse (better) economic outcomes when negotiating with partners that were low (high) on honesty‐humility. © 2018 European Association of Personality Psychology     

Getting to Best: Efficiency versus Optimality in Negotiation

Negotiation between two individuals is a common task that typically involves two goals: maximize individual outcomes and obtain an agreement. However, research on the simplest negotiation tasks demonstrates that although naive subjects can be induced to improve their performance, they are often no more likely to achieve fully optimal solutions. The present study tested the prediction that a decrease in a particular type of argumentative behavior, substantiation, would result in an increase in optimal agreements. As substantiation behaviors depend primarily on supplied content of the negotiation task, it was also predicted that substantiation behavior would be reduced by curtailing the content. A 2 × 2 experimental design was employed, where both negotiation tactics (list of tactics present versus absent) and negotiation task content (high versus low) were varied to determine the processes leading beyond solution improvement to solution optimality. Sixty‐one dyads engaged in a two‐party, four‐issue negotiation task. All negotiations were videotaped and analyzed. Although the list of negotiation tactics resulted in improved performance, only the content manipulation resulted in a significant increase in dyads achieving optimal solutions. Analyses of the coded protocols indicated that the key difference in achieving optimality was a reduction in persistent substantiation‐related operators (substantiation, along with single‐issue preferences and procedures) and an increase in a complex macro‐operator, multi‐issue offers that reduced the problem space, facilitating the search for optimality.     

权力、社会动机和问责对谈判知觉、行为和结果的影响

采用工作面试的谈判任务,运用模拟实验方法,探讨了不同权力谈判者(人事经理与应聘者)的社会动机在不同问责条件下对谈判的影响。156名(78组)大学生按同性别陌生人进行一对一的模拟谈判。结果表明:(1)包含亲社会人事经理的谈判组整体的固定馅饼知觉偏差较小。(2)问责提高了相同社会动机谈判组的联合收益和问题解决行为,但减少了混合社会动机谈判组的联合收益和问题解决行为。     

谈判者第一次出价对谈判破裂的影响：角色的调节作用

谈判者在大多数情况下都希望能顺利达成协议,但很多时候多种因素使得谈判进入僵局或者破裂。本研究利用模拟谈判的手段,综合考察了第一次出价对谈判破裂的影响。很多谈判者出于害怕吃亏或者希望获得更多收益,向对手提出较高的第一次开价。研究一证明第一次出价越高,谈判越容易失败。有趣的是,第一次开价的高低与谈判破裂之间的关系会受到谈判角色的影响,谈判者的权力不同会使得他们的第一次开价具有不同的作用。研究二证实,当谈判双方权力不对等时,第一次出价对谈判破裂的负面作用受到了权力的影响。弱者的第一次出价越高,谈判越容易破裂。中介分析表明,当弱者出价较高时,容易让对方感到竞争性过强,因此不愿意达成协议。本研究不仅丰富了谈判破裂和第一次出价的理论研究,而且对于谈判者具有实践意义     

Towards effective partnerships in a collaborative problem‐solving task

Background Collaborative learning is recognized as an effective learning tool in the classroom. In order to optimize the collaborative learning experience for children within a collaborative partnership, it is important to understand how to match the children by ability level, and whether assigning roles within these dyads is beneficial or not. Aims The current study investigated the effect of partnering children with different task‐specific abilities and assigning or not assigning helping roles within the dyads on the quality of talk used in a collaborative learning task. Sample The participants in this study comprised 54 year 6 pupils from a Western Sydney government primary school (boys=26, girls=28). The ages ranged from 10 years 10 months to 12 years 4 months with a mean age of 11 years 4 months. Method The children were formed into 27 single sex dyads of low–middle‐ and low–high‐ability partnerships. In half of each of these dyads the higher ability partner was asked to help the lower ability partner, which was compared with just asking partners to work together. The quality of talk used by the dyads while working collaboratively on the problem‐solving task was analysed using a language analysis framework developed by Mercer and colleagues (e.g. Littleton et al., 2005 ; Mercer, 1994, 1996 ). Results Results of this study found that children who worked collaboratively in the low–middle‐ability dyad condition demonstrated significantly more high‐quality exploratory talk than those in the low–high‐ability dyad condition. Although there was no significant difference between dyads who were assigned roles and those who were asked to work together, there was an interaction trend which suggests that low–high‐ability dyads, who were given the roles of helper and learner, showed more exploratory talk than dyads who were asked just to work together. Conclusion Mercer's re‐conceptualization of Vygotsky's Zone of Proximal Development (ZPD) in terms of the Intermental Development Zone (IDZ), which is reliant on constructive challenging discourse, can potentially provide a platform upon which all learners in the classroom can benefit from collaborative learning experiences.     

Creative People Create Values: Creativity and Positive Arousal in Negotiations

Most negotiations are ill-structured situations, and the ability to identify novel options is likely to be crucial for success. This study, therefore, examined how creativity impacts negotiation processes and outcomes, and how this effect is moderated by positive arousal. The negotiators’ creative personality and their state of positive arousal were measured before they participated in a simulated negotiation, with the results demonstrating that the level of creativity in negotiation dyads was positively related to the negotiators’ joint outcome. Negotiators in high creativity dyads searched for more information by asking questions about priorities and were less narrowly focused by providing fewer single-issue offers than negotiators in low creativity dyads. Positive arousal did not affect outcome directly, but moderated the effect of creativity on joint outcomes; the effect of creativity was strongest under high levels of positive arousal. The discussion section emphasizes that future research may find creativity to have even more of a positive effect when negotiations become more complex.     

Relational accommodation in negotiation: Effects of egalitarianism and gender on economic efficiency and relational capital

Highly relational contexts can have costs as well as benefits. Researchers theorize that negotiating dyads in which both parties hold highly relational goals or views of themselves are prone to relational accommodation, a dynamic resulting in inefficient economic outcomes yet high levels of relational capital. Previous research has provided only indirect empirical support for this theory. The present study fills this gap by demonstrating the divergent effects of egalitarianism on economic efficiency and relational capital in negotiation. Dyads engaged in a simulated employment negotiation among strangers within a company that was described as either egalitarian or hierarchical. As hypothesized, dyads assigned to the egalitarian condition reached less efficient economic outcomes yet had higher relational capital than dyads assigned to the hierarchical condition. Negotiations occurring between females resulted in lower joint economic outcomes than negotiations occurring between males. Results are consistent with the theory of relational self-construal in negotiation.     

A Dyadic Perspective on Speech Accommodation and Social Connection: Both Partners' Rejection Sensitivity Matters

Findings from confederate paradigms predict that mimicry is an adaptive route to social connection for rejection‐sensitive individuals (Lakin, Chartrand, & Arkin, 2008). However, dyadic perspectives predict that whether mimicry leads to perceived connection depends on the rejection sensitivity (RS) of both partners in an interaction. We investigated these predictions in 50 college women who completed a dyadic cooperative task in which members were matched or mismatched in being dispositionally high or low in RS. We used a psycholinguistics paradigm to assess, through independent listeners' judgments (N = 162), how much interacting individuals accommodate phonetic aspects of their speech toward each other. Results confirmed predictions from confederate paradigms in matched RS dyads. However, mismatched dyads showed an asymmetry in levels of accommodation and perceived connection: Those high in RS accommodated more than their low‐RS partner but emerged feeling less connected. Mediational analyses indicated that low‐RS individuals' nonaccommodation in mismatched dyads helped explain their high‐RS partners' relatively low perceived connection to them. Establishing whether mimicry is an adaptive route to social connection requires analyzing mimicry as a dyadic process influenced by the needs of each dyad member.     

Characterizing the Linguistic Chameleon: Personal and Social Correlates of Linguistic Style Accommodation

Linguistic style accommodation between conversationalists is associated with positive social outcomes. We examine social power and personality as factors driving the occurrence of linguistic style accommodation, and the social outcomes of accommodation. Social power was manipulated to create 144 face‐to‐face dyadic interactions between individuals of high versus low power and 64 neutral power interactions. Particular configurations of personality traits (high self‐monitoring, Machiavellianism and leadership, and low self‐consciousness, impression management and agreeableness), combined with a low‐power role, led to an increased likelihood of linguistic style accommodation. Further, greater accommodation by low‐power individuals positively influenced perceptions of subjective rapport and attractiveness. We propose individual differences interact with social context to influence the conditions under which nonconscious communication accommodation occurs.     

A comparison of dyadic interactions and coping with still‐face in healthy pre‐term and full‐term infants

Pre‐term birth has a significant impact on infants' social and emotional competence, however, little is known about regulatory processes in pre‐term mother‐infant dyads during normal or stressful interactions. The primary goals of this study were to investigate the differences in infant and caregiver interactive behaviour and dyadic coordination of clinically healthy pre‐term compared to full‐term infant‐mother dyads and to examine pre‐term infants' capacity for coping with stress using the face‐to‐face still‐face paradigm (FFSF). Fifty mother‐infant dyads, including 25 pre‐term infants and 25 full‐term infants were videotaped during the FFSF. All infants were 6–9 months of age (corrected for gestational age in the pre‐term group). Infant and maternal socio‐emotional expressivity and self‐regulatory behaviours were coded and measures of dyadic coordination (Matching, Reparation Rate, and Synchrony) were calculated. There were no significant differences in infant and caregiver socio‐emotional behaviours between the two groups and both groups demonstrated the still‐face (SF) effect and the reunion effect. There was a difference in self‐regulatory behaviour. Pre‐term infants were more likely than full‐term infants to use distancing (e.g., by turning away, twisting, or arching) from their mothers during the FFSF. Additionally, during the Reunion episode of the FFSF pre‐term infants showed more social monitoring compared to full‐term infants. Regardless of the birth status, the dyads showed less coordination and a slower rate of reparation during the Reunion episode than during the Play episode. The higher proportion of distancing in the pre‐term group and the increase in social monitoring suggest that even in normal interactions pre‐term infants may experience a higher level of stress and have less capacity for self‐regulation compared to the full‐terms and that pre‐term infants appear to use a compensatory strategy of increased social monitoring to cope with the stress of renegotiating the interaction during Reunion. The findings suggest that pre‐term infants have different regulatory and interactive capacities than full‐term infants.     

Interdependence in negotiation: effects of exit options and social motive on distributive and integrative negotiation

This study extends past research on the impact of alternatives in dyadic negotiation by (a) providing negotiators with the mere possibility to negotiate with an outside party and (b) examining the moderating role of the negotiators' social motive. Business students engaged in face‐to‐face negotiations, which were audio‐taped and transcribed. None, one, or both dyad members were provided with an exit option—the possibility to leave the current negotiation and start new negotiations with someone else. Dyads were also given instructions to maximize own outcomes (egoistic motive) or to consider both own and the other's outcomes (prosocial motive). Results showed that, as expected, dyads with a one‐sided exit option engaged in more distributive and less integrative behavior, and obtained lower joint outcomes than dyads having either two‐sided or no exit options. However, this effect occurred only under an egoistic rather than a prosocial motive. No differences were found for negotiations with two‐sided exit options compared to negotiations without exit options, suggesting one's own exit option is counterbalanced by the other's escape possibility. Our results indicate that negotiators who wish to maximize personal as well as joint outcomes should try to combine a power advantage in terms of exit options with a shared prosocial orientation. Copyright © 2000 John Wiley & Sons, Ltd.     

Difficult Differences: A Socio‐cultural Analysis of How Diversity Can Enable and Inhibit Creativity

The relationship between diversity and creativity can be seen as paradoxical. A diversity of perspectives should be advantageous for collaborative creativity, yet its benefits are often offset by adverse social processes. One suggestion for overcoming these negative effects is perspective taking. We compared four dyads with low scores on trait perspective taking with four dyads who were high on trait perspective taking on a brainstorming task followed by reconstructive interviews. Trait‐based perspective taking was strongly associated with greater creativity. However, contrary with expectation, interactional perspective taking behaviors (including questioning, signaling understanding, repairing) were associated with lesser creativity. The dyads that generated the fewest ideas were most likely to get stuck within ideational domains, struggling to understand one‐another, having to elaborate and justify their ideas more. In contrast, the dyads that generated many ideas were more likely to recognize each other's ideas as valuable without extensive justification or negotiation. We suggest that perspective taking is crucially important for mediating diversity in the generation of new ideas not only because it enables understanding the perspective of the other, but because it entails an atmosphere of tolerance, playfulness, and mutual recognition.     

Chameleons bake bigger pies and take bigger pieces: Strategic behavioral mimicry facilitates negotiation outcomes

Two experiments investigated the hypothesis that strategic behavioral mimicry can facilitate negotiation outcomes. Study 1 used an employment negotiation with multiple issues, and demonstrated that strategic behavioral mimicry facilitated outcomes at both the individual and dyadic levels: Negotiators who mimicked the mannerisms of their opponents both secured better individual outcomes, and their dyads as a whole also performed better when mimicking occurred compared to when it did not. Thus, mimickers created more value and then claimed most of that additional value for themselves, though not at the expense of their opponents. In Study 2, mimicry facilitated negotiators’ ability to uncover underlying compatible interests and increased the likelihood of obtaining a deal in a negotiation where a prima facie solution was not possible. Results from Study 2 also demonstrated that interpersonal trust mediated the relationship between mimicry and deal-making. Implications for our understanding of negotiation dynamics and interpersonal coordination are discussed.     

Asymmetric dominance and phantom decoy effects in games

In individual choices between alternatives x and y, the availability of a third alternative z, judged inferior to x but not to y, tends to increase preferences for x. Two experiments investigated corresponding strategic asymmetric dominance effects in games. In Experiment 1, 72 players chose strategies in six symmetric 3 × 3 games, each having one strategy dominating just one other, or in reduced 2 × 2 games constructed by deleting the dominated strategies. Asymmetrically dominated strategies, even when unavailable (phantom decoy), increased choices of the strategies that dominated them and bolstered decision confidence. In Experiment 2, 81 participants played 12 similar but asymmetric games with or without dominated strategies, and similar asymmetric dominance, phantom decoy, and confidence effects were found.     

How Do Coworkers “Make the Place”? Examining Coworker Conflict and the Value of Harmony in China and the United States

The goal of this study was to test cross‐cultural/cross‐national differences in the association between coworker interpersonal justice and coworker conflict and the implications of such differences for employee effectiveness. Harmony is a central value in China but is less important in the United States, and the individual value of harmony may influence Chinese and US employees differently in their response to low levels of coworker interpersonal justice. We collected data from employees and their coworkers in China (214 dyads) and the US (301 dyads). There were three major findings. First, coworker interpersonal justice was negatively related to coworker conflict. Second, coworker conflict significantly mediated coworker interpersonal justice in relation to the employee effectiveness variables of task performance, organisational citizenship behaviours, and counterproductive work behaviours. Finally, in the Chinese sample, harmony significantly buffered the indirect effect of coworker interpersonal justice on employee effectiveness via coworker conflict, whereas in the US sample, harmony significantly intensified the indirect effect of coworker interpersonal justice on employee effectiveness via coworker conflict.     

Wanting to Be Boss and Wanting to Be Subordinate: Effects on Performance Motivation

Does dyad members' motivation to take on a high or low power position influence the dyad's performance motivation when assigned to hierarchical roles? Participants in 69 dyads (33 all‐women, 36 all‐men) indicated whether they preferred the high‐power role (owner of an art gallery) or the low power role (assistant to the owner). Power roles were then randomly assigned. The dyad's interaction during task solving was videotaped. Uninvolved coders rated performance motivation as the degree of quality of the superior's and the subordinate's task contributions and effort put into the task. Performance motivation was better if the boss preferred the high power to the low power role, irrespective of the subordinate's role preference. Leadership effectiveness is thus affected by the superior's power motivation.     

Ethnic Differences in the Developmental Significance of Parentification

Using an ecological framework, this 2‐wave longitudinal study examined the effects of parentification on youth adjustment across the transition to adolescence in a high‐risk, low‐income sample of African American (58%) and European American (42%) mother–child dyads (T1 M_age = 10.17 years, T2 M_age = 14.89 years; 52.4% female). Children's provision of family caregiving was moderately stable from early to late adolescence. Emotional and instrumental parentification evidenced distinct long‐term effects on adolescents' psychopathology and the quality of the parent–child relationship. Ethnicity moderated these relations. Emotional and instrumental parentification behaviors were associated with predominantly negative outcomes among European American youth in the form of increased externalizing behavior problems and decreased parent–child relationship quality, whereas emotional parentification was associated with positive outcomes among African American youth in the form of increased parent–child relationship quality, and instrumental parentification was neutral. These findings support a multidimensional view of parentification as a set of culturally embedded phenomena whose effects can only be understood in consideration of the context in which they occur.     

Confidence in Dyadic Decision Making: The Role of Individual Differences

Groups typically express more confidence than individuals, yet how individual‐level confidence combines during collaborative decision tasks is not well understood. We prescreened 686 community members using a novel confidence measure (a true/false trivia test) intentionally designed to be difficult (accuracy rates were not significantly better than chance) and randomly assigned 72 individuals to collaborate on a matched version of the same test in dyads composed of two low‐confidence individuals, two high‐confidence individuals, or one of each (“mixed”). Consistent with past research, we found that the confidence expressed by dyads was higher than the confidence expressed by individuals; importantly, however, this pattern varied markedly by dyad type, with low‐confidence dyads showing the largest increase, mixed dyads showing a moderate increase, and high‐confidence dyads showing no increase—despite the fact that all dyads showed similarly low accuracy (about 55%). These results highlight the conditions under which groups express greater confidence than individuals and offer insights for the composition of collaborative decision‐making teams. Copyright © 2015 John Wiley & Sons, Ltd.     

I feel,therefore you act: Intrapersonal and interpersonal effects of emotion on negotiation as a function of social power

We examine how emotion (anger and happiness) affects value claiming and creation in a dyadic negotiation between parties with unequal power. Using a new statistical technique that analyzes individual data while controlling for dyad-level dependence, we demonstrate that anger is helpful for powerful negotiators. They feel more focused and assertive, and claim more value; the effects are intrapersonal, insofar as the powerful negotiator responds to his or her own emotional state and not to the emotional state of the counterpart. On the other hand, effects of emotion are generally not intrapersonal for low-power negotiators: these negotiators do not respond to their own emotions but can be affected by those of a powerful counterpart. They lose focus and yield value. Somewhat surprisingly, the presence of anger in the dyad appears to foster greater value creation, particularly when the powerful party is angry. Implications for the negotiation and power literatures are discussed.