Putting the cart before the horse: the benefits of arbitrating before mediating

The authors examined the impact of 2 hybrid dispute resolution procedures (mediation-arbitration [med-arb] and arbitration-mediation [arb-med]) and 3 disputant dyadic structures (individual vs. individual, individual vs. team, and team vs. team) on various dispute outcomes. Consistent with W. H. Ross and D. E. Conlon (2000), the authors found that disputants in the arb-med procedure (a) settled in the mediation phase of their procedure more frequently and (b) achieved settlements of higher joint benefit than did disputants in the med-arb procedure. These results suggest that arb-med may be a dispute resolution procedure with broader applicability than originally imagined.     

Author Index 106, 2001

Authors Index

Author Index 106, 2001     

Women's characteristics and gender role attitudes: support for father involvement with children

Women's (N = 364) personal characteristics and gender role attitudes were examined in relation to their support for father involvement with children. The respondents completed measures of trust, attitudes toward women, hostility, self-esteem, and father involvement. Nontraditional gender role attitudes, positive ratings of their own interpersonal trust, and low hostility toward men were predictive of the respondents' support for father involvement. Participant demographics (including age, marital status, and number of children) were unrelated to their views of father involvement. Results indicate the importance of considering the characteristics and attitudes women bring to the co-parental relationship in the examination of factors influencing father involvement with children. Findings are discussed within the context of mothers' primary child-care and gatekeeping roles.     

Fear versus humor: the impact of sensation seeking on physiological, cognitive, and emotional responses to antialcohol abuse messages

This study investigates the differences in physiological, cognitive, and emotional responses to existing emotional antialcohol abuse advertisements (fear vs. humor appeal) between high and low sensation seekers. A 2 (Message Type) x 2 (Sensation-Seeking Tendency) x 4 (Message Repetition) mixed-model experiment with repeated measures was conducted with 71 college students. The results, based on self-reports, indicated that fear messages generated more interest and perceived danger of excessive drinking regardless of sensation-seeking tendency, whereas humorous messages were rated as more likeable than fear messages, and the difference was bigger among low sensation seekers than among high sensation seekers. One interesting finding was that for both fear and humor appeals, low sensation seekers showed greater emotional responses (greater corrugators activities and greater zygomatic activities) than high sensation seekers overall. The implications of the current study as well as suggestions for future study were discussed.     

A comparison of prompts and feedback for promoting handwashing in university restrooms

We compared the effects of prompts versus feedback on handwashing behavior across six restrooms at a large university. We evaluated the effects using two separate multiple baseline designs across three men's and three women's restrooms. Results indicate that feedback was more effective for increasing handwashing.     

The effects of cultural intelligence on performance in multicultural teams

This study investigates the relative performance changes of multicultural teams (MCTs) over time, as well as the relationship between cultural intelligence (CQ) and performance in MCTs. More specifically, we argue that MCTs' CQ alleviates the adverse effect of cultural diversity on team performance, thereby demonstrating the importance of CQ for multicultural teams. Using data from 73 project groups comprising 327 members, the results have demonstrated that the degree of cultural diversity on MCTs influences team performance over time, and that those teams with higher levels of CQ tend to gradually exhibit higher rates of performance improvement. In addition, the results indicate that CQ moderates the relationship between cultural diversity and team performance.     

Group decision process and incrementalism in organizational decision making

In two studies examining resource allocation, support is found for the notion that group decisions are affected in systematic ways depending on whether or not there was individual consideration of the problem before meeting as a group. Specifically, compared to no prior consideration groups, prior consideration groups (1) escalate their commitment more in progress (i.e., ongoing) decisions, and (2) are less willing to concentrate resources on a single project in adoption (i.e., resource utilization) decisions. The findings challenge the blanket assertion that promoting divergent views in a group decision context is always related to better decisions.