Alternative Models of Price Behavior in Dyadic Negotiations: Market Prices, Reservation Prices, and Negotiator Aspirations

Three competing predictors of price are manipulated in a two-party distributive negotiation. These include prevailing market prices, negotiator reservation prices, and negotiator aspirations. We offer a cognitive interpretation of how each type of information is incorporated into the negotiator′s thought processes as an alternative cognitive reference point. In two studies varying the levels of these three factors, only reservation prices, not prevailing market prices or negotiator aspirations, account for significant variance in negotiated outcomes. Discussion is offered, suggesting that the negotiator as decision maker may experience a "dominant reference point" effect. When multiple pieces of relevant information are available, the negotiator may only be able to focus on one of them. Among the three predictors studied, the reservation price may be cognitively interpreted as the most absolute limit.     

Multiple-objective weighting factor auxiliary optimization problems

In this paper we consider the generation of efficient solutions using weighting factor, qth-power approaches for some non-convex auxiliary function optimization forms. Algorithms are given for finding e-optimal solutions for these optimization problems.     

A multiple-objective dispersion problem

In this paper we study a multiple-objective dispersion problem from an efficient solution and value function perspective. A general fundamental theorem on non-dominance is given and a polar co-ordinate elimination heuristic is given for the case of R². Some general results are given for the existence of a linearly weighted objective function whose maximal value will give a most preferred solution, for convex or concave value functions, and a heuristic is developed for the case where these conditions do not hold.     

Noncompetition Agreements and the Counseling Profession: An Unrecognized Reality for Private Practitioners

Restrictive covenants are proven means of limiting competition and need to be understood by counselors. The authors consider the American Counseling Association's (ACA) position on noncompetition agreements between employers and employees in light of case law from other service professions and conclude that ACA members are uninformed and available sources of information (i.e., ACA Code of Ethics and Standards of Practice, ACA, 1995) do not provide needed information. The absence of information about this important topic puts members at risk in an increasingly competitive private practice market. The authors propose guidelines for responding to this issue.     

Causal judgment from contingency information: Relation between subjective reports and individual tendencies in judgment

In two experiments, participants made causal judgments from contingency information for problems with different objective contingencies. After the judgment task, the participants reported how their judgments had changed following each type of contingency information. Some reported idiosyncratic tendencies--in other words, tendencies contrary to those expected under associative-learning and normative rule induction models of contingency judgment. These idiosyncratic reports tended to be better predictors of the judgments of those who made them than did the models. The results are consistent with the view that causal judgment from contingency information is made, at least in part, by deliberative use of acquired and sometimes idiosyncratic notions of evidential value, the outcomes of which tend, in aggregate, to be highly correlated with the outcomes of normative procedures.     

An investigation of age-related factors in the age-job-satisfaction relationship

Most researchers have found a positive linear relation between age and job satisfaction. We attempted to account for this relationship by measuring variables that had been proposed to be causal factors. Subjects were 496 city and county managers working in Florida. Potential explanatory variables were (a) job congruence (the difference between what managers prefer and what they perceive they have in a job), (b) internal-external locus of control, and (c) related demographics-age, salary, organizational tenure, position tenure, and organizational level. Multiple regression analyses found that job congruence and work locus of control accounted for almost all of the variance in the age-satisfaction relationship. This study supports the job change hypothesis, which proposes tha older workers get more of what they want out of work.     

Intimacy maturity and its correlates in young married couples

Intimate relationships, like the individuals who participate in them, are conceived of as following developmental processes. Five dimensions of intimacy--that is, relationship orientation, caring-concern, commitment, sexuality, and communication--are identified, and an approach to assessing relationship maturity on each of these dimensions is described. In a study of 31 young married couples, scores on each dimension of intimacy maturity were analyzed in relation to gender, gender role (as assessed through an adaptation of the Bem Sex Role Inventory; Bem, 1974), and marital adjustment. There were no significant differences between husbands and wives on any of the intimacy or marital adjustment scales and only a marginal difference on one gender role scale (agency). Patterns of correlations among intimacy, marital adjustment, and gender role scores varied by gender. Not only do there appear to be two marriages (his and hers) in every marriage, but the correlates of these marriages also vary.     

Gender differences in the perceptions of self's and others' use of power strategies

The utility of P. B. Johnson's [Women and Interpersonal Power, in D. N. Ruble & G. L. Zellman (Eds.), Women and Sex Roles, New York: W. W. Norton, 1978] framework for the sex typing of power strategies was examined. Female and male subjects rated the extent to which they used a number of power strategies in order to get their way with others. Subjects also rated their perceptions of the extent to which either men-in-general or women-in-general used the strategies. Partial support for Johnson's framework was found in that males reported greater use of masculine-typed strategies than did females, though they did not report using these strategies more than feminine-typed ones. Females did not report significantly greater use of feminine strategies than did males, though they reported using more feminine- than masculine-typed strategies. Data also indicated that both males and females held similar gender-consistent sex-stereotyped perceptions of the power strategies used by men-in-general and women-in-general. Comparison of self-report ratings with usage attributions for men-in-general and women-in-general revealed that both male and female subjects perceived themselves to use most of the strategies less often and to be more inclined to use socially desirable strategies involving reason and logic and compromise.An earlier version of this paper was presented at the 29th annual meeting of the Southeastern Psychological Association, March 1983.     

Gender differences in leisure-need activity patterns

A gender-by-leisure choice model predicting four different leisure-choice-by-need patterns, based on gender restricted or unrestricted choice by same or different needs, is described and tested. Assessment of leisure-choice-by-need patterns was made by determining the relevance of a set of 13 need attributes for 16 different leisure activities. Gender differences in need attributes for each activity were identified using stepwise discriminant analysis. Results revealed significant discriminations for 12 of the 16 activities. Analyses further indicated that somewhat different clusters of need attributes were associated with each activity. Results provided tentative support for the proposed model, suggesting that participation in some activities is related to the same needs for males and females, while participation in other activities is related to different needs.