Determinants of Mediator Behavior: A Test of the Strategic Choice Model1

The present study simulated an organizational dispute to test 12 hypotheses about mediator behavior that were derived from the strategic choice model of mediation. This model is based on the assumption that mediators have four basic strategies to resolve disputes: (a) integrate, which involves a search for mutually acceptable outcomes; (b) press, which involves lowering one or both parties' aspirations; (c) compensate, which involves offering positive benefits in exchange for concessions; and (d) inaction, which involves letting the parties handle the dispute by themselves. The major proposition of the model is that two factors, the mediator's assessment of the likelihood of a mutually acceptable agreement and the mediator's concern for the parties' aspirations, interact to predict mediator behavior. Nine of the 12 hypotheses derived from the model were supported. Pressing by mediators occurred most when mediators had a low estimate of the likelihood of agreement in combination with a low concern for the parties' aspirations. Compensating occurred most when mediators had a low estimate of the likelihood of agreement in combination with a high concern for the parties' aspirations. Inaction occurred most when the mediators' estimate of the likelihood of agreement was high and their concern for the parties' aspirations was low. Integrating occurred most when the mediators had a high concern for the parties' aspirations.     

Emotional Intelligence and Dispute Mediation in Escalating and De‐Escalating Situations

A scenario‐based laboratory experiment investigated how emotional intelligence (EI) influences informal mediation. A 2 × 2 factorial design varied subjects' EI level (high vs. low) and whether disputant hostility was escalating or de‐escalating. Dependent variables included mediation goals and tactics. Results indicated that high EI mediators were more likely than low EI mediators to pursue the goal of achieving an overall mutually satisfactory agreement. High EI mediators were more likely than low EI mediators to report a willingness to use a larger number of mediation tactics to promote a compromise. By contrast, low EI mediators were more likely to endorse using pressing, compensating, and inaction techniques. Results suggest that individual differences in EI should be considered in future mediation research.     

Intravention: Third-Party Intervention with Clout

This study examined the dispute-resolution behavior of the "intravenor," a distinct third-party role in organizational dispute resolution. Unlike a mediator, whose involvement in the dispute is at the whim of the disputants, the intravenor can control the outcome of the dispute. Unlike an arbitrator, who is compelled to dictate the outcome of the dispute, the intravenor may or may not impose an outcome. The experiment reported here examined the impact of four variables on third party behavior: The third party′s role (intravenor versus mediator), the third party′s beliefs about the disputants reaching agreement (cooperative versus uncooperative disputants), the third party′s self-interest in the outcome, and the third party′s concern about the disputants′ outcome (interest in the disputant′s mutual welfare). The results suggest that intravention spawns a distinctive pattern of third-party behavior: Intravenors imposed outcomes in 66% of the cases, but more when they viewed the disputants as uncooperative than cooperative. Only 44% of the imposed outcomes reflected the disputants′ underlying interests, but this was greater when the intravenor had high compared to low concern for the disputants′ aspirations. Intravenors were more likely than mediators to use forceful, pressure tactics, and were more confident and saw themselves as more influential. Taken together, the results provide the basis for an integrated model of third-party intervention in organizational dispute resolution.     

Expatriate adjustment: The role of justice and conflict in intimate relationships

Framing expatriation as family relocation, this research examines the influence of perceived justice and conflict on the psychological adjustment of 103 expatriate couples. Based on the actor–partner interdependence model, the proposed model simultaneously addresses effects of justice and conflict on own and partner's outcomes. Supporting the current model, and based on the self‐interest model, distributive justice influenced work‐related task conflict among expatriates and household‐related task conflict among expatriate spouses. Among expatriate spouses, and in line with the group‐value model, fairness perceptions regarding interpersonal treatment influenced both parties' personal conflict. Unanticipated, both parties' distributive justice also influenced personal conflict. Personal conflict negatively affected both parties' psychological adjustment and acted as a mediator in the relationship between distributive justice and psychological adjustment.     

University Residence Hall Assistants as Mediators: An Investigation of the Effects of Disputant and Mediator Relationships on Intervention Preferences1

The present research investigated whether (a) preexisting affiliation (bias) between a mediator and 1 disputant and (b) interpersonal hostility between 2 disputants affected university Residence hall Assistants' (RAs') mediation strategies. Respondents (N = 45) read 1 of 4 versions of a dispute scenario; versions varied independent variables according to a 2 × 2 design (high vs. low mediator affiliation and high vs. low disputant hostility). Respondents indicated the probability of using 18 mediation techniques. Results suggested that both independent variables significantly affected strategy selection. When friends with the complainant, the RA was likely to first avoid mediating. Hostility between disputants was related to less problem solving. In all conditions. RAs mentioned techniques consistent with stage theories of mediation, moving from problem definition to problem solving to pressing the parties.     

Effects of Crystal and Bolles's Life/Work-Planning Process on Selected Factors Related to Vocational Choice

This study tested the relative effects of Crystal and Bolles's life/work-planning process on the following factors related to vocational choice: aspirations, expectations, resident skills, and preferences. The results indicated that the process is an effective strategy to use to facilitate agreement between factors.     

Motivated by guilt and low felt trust: The impact of negotiators' anger expressions on the implementation of negotiated agreements

Prior research has identified benefits from certain emotion tactics in negotiation, particularly expressing anger to achieve short‐term gains. We demonstrate that such tactics can be strategically problematic due to their impact on an actor's emotions and felt trust. Through five studies, we find that negotiators' use of anger tactics during a negotiation increased their feelings of guilt and reduced the extent to which they felt trusted by their counterpart following the negotiation. We found this guilt to be the result of their aggressive tone and how they treated their counterpart. The guilt and diminished felt trust in turn motivated negotiators to engage in greater cooperative behaviors during the deal implementation process that benefited their counterpart, even if doing so was costly to the negotiator. Our results demonstrate that negotiator guilt and felt trust resulting from anger tactics influence the dynamic relationship between negotiators and their counterparts. This in turn has strategic implications for negotiators, who attempt to mitigate these negative feelings during the crucial implementation phase of a negotiated agreement.     

Same‐gender supervisors protect women's leadership aspirations after negative performance feedback

Two studies examined how the gender of a workplace supervisor can affect a woman's response to performance evaluations and also her professional advancement aspirations. In Study 1, employed women reviewed a performance evaluation in which feedback was manipulated to reflect one of two stereotypes of women (high in warmth or low in competence). Findings showed that participants were more likely to attribute negative (i.e., low competence) feedback from men supervisors to gender biases than the same feedback from women supervisors. There was no effect of supervisor gender when the feedback was positive (i.e., high warmth) or neutral. In Study 2, negative feedback from men supervisors, regardless of evaluative dimension (competence or warmth) resulted in women reporting decreased professional aspirations. This relationship was mediated by women's attribution of supervisor feedback to gender biases. Together, these findings suggest that same‐gender supervisors can potentially buffer women's long term professional aspirations after a discouraging performance review.     

How Negotiator Self-Efficacy Drives Decisions to Pursue Mediation

We examined the role of self-efficacy in negotiators' choice of dispute-resolution procedures and responsiveness to third-party recommendations after an impasse. Results show that high self-efficacy negotiators were more likely to choose continued negotiation over mediation than were their low self-efficacy counterparts. In addition, we found that these negotiators were more likely to reject a mediator's recommendation for settlement, even when this recommendation was evenhanded and met their interests. As predicted, however, the influence of self-efficacy on the acceptance of recommendations was moderated by mediator credibility. When disputants perceived that the mediator had low credibility, the pattern of effects remained unchanged. However, when disputants viewed the mediator as being highly credible, self-efficacy had no influence on the acceptance/rejection of mediator recommendations.     

Preference for mixed versus constant delays of reinforcement: Effect of probability of the short, mixed delay

Preference for mixed versus constant delays of reinforcement was studied with a concurrent-chain procedure. Lever pressing by rats in concurrently available variable-interval 60-second initial links occasionally produced mutually exclusive terminal-link reinforcement delays. A constant delay of reinforcement (either 15 seconds or 30 seconds) composed one terminal link and mixed delays (.2 second and twice the value of the constant delay) were arranged in the other terminal link. The proportion of .2-second delays in the mixed-delay terminal link took on values of 0, .1, .25, .5, .75, .9, and 1.0 over experimental conditions. Based on relative rates of responding in the initial links, preference for the mixed delays was a negatively accelerated function of the proportion of short, mixed delays. Three of five rats preferred the mixed delays to the constant delays when the proportion of short, mixed delays was .1 or higher, and all five rats preferred the mixed delays when the proportion of short, mixed delays was .25 or higher. Neither Squires and Fantino's (1971) delay-reduction model of choice nor a model based on the harmonic mean reinforcement delay provided a close estimate of choice proportions over the range of short-delay proportions studied. The delay-reduction model underestimated choice for the mixed delays at low and intermediate proportions of short delays, and the harmonic-mean-delay model overestimated choice for the mixed delays at intermediate and high proportions of short delays.     

Motivational underpinnings of social influence in work settings: Bases of social power and the need for cognitive closure

This research explored the notion that the use and efficacy of influence tactics launched from different social power bases depends on influence agents' and recipients' need for cognitive closure. In three separate studies conducted in diverse organizational contexts, it was found that, while overall participants exhibited a preference for soft over hard social influence tactics, this preference becomes less pronounced for supervisors high (versus low) on need for closure and becomes more pronounced for supervisors low on the need for closure. Overall, soft tactics were more beneficial for subordinates' performance than hard tactics; however, the benefits of soft tactics decreased as a function of subordinates' need for closure. Finally, organizational outcomes were improved when recipients who were high (versus low) on the need for closure were exposed to “hard” power tactics and those low (versus high) in the need for closure were exposed to “soft” tactics. Copyright © 2011 John Wiley & Sons, Ltd.     

An Evaluation of Two Mediation Techniques,Negotiator Power,and Culture in Negotiation1

This study examines the effects of 4 factors in a mediated transfer‐pricing negotiation: (a) the mediator's suggestion that negotiators have concern for the other (opposing) negotiator; (b) the mediator's proposal of moderate goals; (c) negotiator power; and (d) culture. In the simulated negotiations that were mediated by a corporate official, participants were 374 subjects from Hong Kong and the United States. Negotiators obtained lower joint outcomes when urged by the mediator to show concern for the other than when not given this admonition. When the mediator proposed moderate (vs. high) goals, the negotiators received lower joint outcomes but had a higher opinion of the mediator. While we expected negotiator power (equal vs. unequal) to interact with suggested concern for the other, it did so only for the negotiators' individual outcomes. Finally, culture produced a main effect: Hong Kong negotiators obtained higher joint outcomes than did their U. S. counterparts.     

Predicting Chinese human resource managers' strategic competence: Roles of identity,career variety,organizational support and career adaptability

Based on career construction theory, the predictors of human resource managers' strategic competence in the Chinese context were examined. Results from a survey administered to Chinese HR managers (N = 220) showed that professional identification, career variety and organizational support for strategic human resource management positively predicted Chinese human resource managers' strategic competence. In addition, career adaptability served as a significant mediator for the above relations. The results further showed that the effect of professional identification on career adaptability was stronger among employees who perceived a higher (vs. lower) level of organizational support for strategic human resource management. The corresponding moderated mediation model was also supported such that the indirect effect of professional identification on strategic competence was stronger among employees who perceived a higher (vs. lower) level of organizational support for strategic human resource management. These findings carry implications for career construction theory and human resource managers' career development in China.     

The influence of individual and family characteristics upon career aspirations of girls during childhood and adolescence

The term pioneer is used for girls aspiring to male-dominated careers. This longitudinal study assesses the career choices of 68 middle-class girls during childhood (8–13 years, Phase I) and again during adolescence (13–18 years, Phase II), and investigates the relation between pioneering career choice and personal and family characteristics. Subjects were originally selected for exposure vs nonexposure to exogenous hormones during pregnancy. In childhood, pioneers were somewhat older, were more often persistent tomboys, had higher IQs, and had parents with higher educational attainment. In adolescence, paternal education was the only variable that showed the same relation to career choice. Adolescent girls who had wanted to get married at the time of the childhood assessment were now less likely to choose pioneering careers. Adolescent pioneers also had higher educational aspirations than nonpioneers and less likely anticipated being married within ten years than nonpioneers. A number of statistically borderline relationships were also observed: pioneers had somewhat fewer older brothers than nonpioneers, less often came from homes in which traditional femininity was stressed, and more frequently had mothers who had worked outside the home throughout their daughters' school years than mothers of nonpioneers. Prenatal exposure to exogenous sex hormones was not related to career choice during either childhood or adolescence.     

Gain–loss-frame in outcome-interdependence: does it influence equality or equity considerations?

Research suggests that framing outcomes as gains produces stronger concern for distributive justice than framing outcomes as losses. Unfortunately, however, this prior research manipulated own and other's outcomes only (and not own and other's input). Hence, it remained unclear whether framing affects concern with equality—everyone gets an equal share regardless whether one ‘deserves’ it or not—and/or equity—the share one gets is a function of the proportionality of one's own, and the other parties' inputs. The current experiment addressed this problem. Subjects (N = 94) read a scenario manipulating own and some co-workers' inputs, and subsequently rated satisfaction with pairs of outcomes providing themselves with more, equal or less outcomes than their co-worker. Outcomes to oneself exceeded expectation (gain-frame) or remained below it (loss-frame). Corroborating and expanding prior research, results showed that people are more concerned with both equality and equity when they have a gain- rather than loss-frame. In addition, results revealed evidence for a self-serving bias, in that people prefer equity or equality, depending on what serves best their own interests. It is concluded that frame affects the degree to which people are concerned about distributive justice.     

Vocational role choice in second- and sixth-grade children

In a replication of two investigations reported by Looft (1971a, 1971b), 40 second- and sixth-grade male and female students were interviewed concerning their desired and expected vocational aspirations. In contrast to Looft's findings, no significant sex differences were found for either grade level in (a) the number of different (nonoverlapping) vocations nominated or (b) the number of subjects changing initial vocational role choices. When the issue of traditionality of vocational choice (i.e., vocations socially identified with the sex of the subject) was examined, it was found that half of the sixth-grade females interviewed nominated nontraditional vocations (e.g., basketball player, police officer). It was observed further that males in both the second- and sixth-grade samples overwhelmingly nominated traditional vocations. Contrary to Looft's interpretation, the findings suggest that although goals associated with the women's liberation movement (e.g., changes in sex-role expectations) are not demonstrated clearly in the vocational aspirations or expectations of young children, they may be reflected in the aspirations of adolescent females.     

Disentangling the Effects of Applicant Defensive Impression Management Tactics in Job Interviews

This study explores (1) the effects that three kinds of applicant defensive impression management (IM) tactics (apologies, justifications, and excuses) have on interviewer evaluation and (2) the moderating effects that two types of interviewer negative concerns (competence‐related and integrity‐related concerns) have on the aforementioned relationship. Two hundred and one managers from Taiwan participated in this study by watching a simulated interview. Compared with the control group, applicants using defensive IM tactics received higher interviewer ratings when negative concerns surfaced. Moreover, the type of interviewer negative concern moderated the effects of defensive IM tactics. All three tactics had similar effects on interviewer evaluation when the concern was competence related. Apology was, however, the most effective tactic when the concern was integrity related.     

Listening for the Cry: Certeau Beyond Strategies and Tactics

This essay argues that an accent on resistance pervasive in current literature on consumer culture and religion drives a narrow application of Michel de Certeau's distinction between strategies and tactics. This paradigmatic appropriation of Certeau's work uses his notion of tactics to describe a mode of Christian resistance that can persist even without overthrowing the strategic grid of consumer culture. Situating quotidian tactics within the wider body of his work, I argue that they are not, for Certeau, primarily signs of resistance, but signs of absence: living realities that pulse within and against systems of strategies that can never quite contain them. I propose reading tactics through a hermeneutic of absence to open a space for a theological account of consumer culture that takes seriously the irreducibility of our experiences, even those in and through the distortions of the contemporary market.     

Preference for less frequent shock under fixed-interval schedules of electric-shock presentation.

Lever pressing by 2 squirrel monkeys was maintained under fixed-interval 6-min and fixed-interval 2-min schedules of electric-shock presentation. Preference for these schedules was assessed during three experimental phases. In all phases, responses on one lever produced shock according to one or the other fixed-interval schedule, and responses on a second, changeover, lever switched between schedules. The opportunity to change over was presented during separate choice periods (during which the fixed-interval schedules did not operate) that followed the first through fourth shocks in each schedule. If no changeover occurred during those choice periods, a changeover automatically occurred following the fifth shock. In Phase I, durations of the choice periods were fixed. In Phase II, the choice periods equaled a proportion of their respective fixed interval. During Phase III (completed with 1 monkey) a response on the changeover lever during a given choice period reinstated the most recent fixed interval, and a failure to respond resulted in a changeover. During each of these phases, distinct preferences developed for the 6-min schedule. These results suggest that the maintenance of lever pressing by fixed-interval presentation of electric shock may not be an example of positive reinforcement, and that the response-maintaining characteristics of shock presentation may derive from other properties of the schedule.