Choosing how to intervene: Factors affecting the use of process and outcome control in third party dispute resolution

The purpose of this study was to examine the impact of three situational variables-time pressure to resolve the dispute, expectation of future relations between disputants and range of impact of the settlement on future conflicts—on a third party's style of managing a dispute. These variables were systematically manipulated in two different case scenarios and presented to respondents in questionnaire form. It was hypothesized that these variables would differentially affect the parties' willingness to exert control over the outcome of the conflict and the process by which the parties attempted to achieve resolution. The predisposition of the respondents to adopt one of four specific third party styles (adversarial intervention, inequisitorial intervention, mediation and providing impetus) was also measured, to determine both overall preference for each style and preference as a function of the independent variables. The results demonstrate that respondents were significantly more likely to employ outcome control strategies when they were under time pressure, when the disputants would not be likely to work together in the future, and when the settlement would have broad impact on the resolution of other disputes. Differences for the two case scenarios were also noted. The disposition to use process control was stronger when the third party did not expect the disputants to interact in the future; the results for time pressure were less clear. Finally, expressed preferences for particular third party styles were consistent with the main effects noted for outcome control, and ambiguous with regard to the effects for process control. Respondents said that they clearly preferred mediation as a third party style, but it is not clear that the parties truly understood mediation versus other forms of dispute management. Implications are drawn for further examination of those factors which predispose managers to use outcome or process control in dispute intervention.     

The effects of parental altruism on the governance of family‐managed firms

We draw on the economic, corporate governance, and family business literatures to explain why the effects of family on family firms makes this governance form theoretically distinct from those of public and private non‐family firms. Our thesis is that parental altruism, when combined with private ownership and owner‐management, influences the ability of the firm's owner‐manager to exercise self‐control, which, in turn, can expose some family firms to conflicts rooted in the agency threats of moral hazard, hold‐up, and adverse selection. We then discuss why some other family firms are able to minimize these dark side threats and thereby attain altruism's brighter side. Finally, we discuss how altruism's influence changes over time as ownership becomes dispersed among family members and across generations. Copyright © 2005 John Wiley & Sons, Ltd.     

Tracking managerial conflict adaptivity: Introducing a dynamic measure of adaptive conflict management in organizations

Since Darwin, adaptation to change has been associated with survival and fit. Yet, despite this, leaders and managers often get stuck in dominating approaches to conflict, and few scholars have examined the role of adaptation in managing conflicts effectively over time and across changing situations. The goal of this paper is threefold. First, we develop a new measure for assessing conflict adaptivity of managers [the Managerial Conflict Adaptivity Assessment (MCAA)], based on a situated model of conflict in social relations. We define conflict adaptivity as the capacity to respond to different conflict situations in accordance with the demands specified by the situation. The measure consists of 15 distinct work‐conflict scenarios and provides five behavioral response options, which represent five primary strategies employed in conflict. Individuals who tend to respond to the conflicts in a manner consistent with the situations provided are considered to be more adaptive. Second, we test and find that managerial conflict adaptivity is related to higher levels of satisfaction with conflict processes at work as well as higher levels of well‐being at work. Third, we test the MCAA's construct validity and provide evidence that the MCAA is positively related to behavioral flexibility and self‐efficacy. Copyright © 2014 John Wiley & Sons, Ltd.     

Work–family conflicts of women in the Air Force: their influence on mental health and functioning

This paper examined the effects of work and family stressors and conflicts on Air Force women's mental health and functioning. We analyzed data from a 1993 survey of representative stratified samples of 525 Air Force women from the active duty reserve and guard forces. The analyses of the data are guided by the comprehensive model of work–family conflict that has been tested by Frone, Russell, and Cooper (1992) using a large representative community sample. Structural equation modeling analyses provided support for the work–family conflict model. The analyses also provided support for an extension of the model, which included the separate effects of marital and parental roles on mental health. The extended model demonstrated that job and parental stresses had direct effects on work–family conflicts and that job and marital distress and family–work conflict had an independent adverse effect on mental health. Whereas job and parental involvement had a beneficial effect on distress, they had an adverse effect on work–family conflicts. Copyright © 1999 John Wiley & Sons, Ltd.     

Working in small family businesses: empirical comparisons to non-family businesses

Members of the owning family of a small family firm are reputed to experience special problems, most notably specific types of conflicts and outcomes associated with them. This analysis uncovered more advantages than disadvantages, however, when family members were compared to non-family members of the same firms and to members of similar non-family-owned businesses. Previous literature had not used comparison groups and may have been based upon a subset of family businesses that differs systematically from family firms in general and from this study's sample specifically. © 1997 John Wiley & Sons, Ltd.     

The role and expectancy participation model: An empirical assessement and extension

Four hypotheses were investigated. The results substantially support and extend the usefulness of Schuler's role and expectancy participation model (1980). Schuler's model posits that participation intervenes to attenuate the relationships between job objectives and role conflicts and ambiguity. Also, participation, role conflict and role ambiguity are assumed to intervene to attenuate the relationships between job objectives and job satisfaction. The four hypotheses were tested using a sample of 187 retail store managers. Results revealed that job objectives were related to the role variables and satisfaction. Participation significantly attenuated the job objectives, role conflict and job satisfaction relationships. Implications for the use of the attributes of job objectives approach to integrate other objective setting paradigms are discussed.     

Some psychological consequences of striking: A six month,longitudinal study

The literature available on organizational psychology has largely neglected the issue of industrial conflict, and little is known about individual psychological effects of industrial conflict such as labour disputes and strikes. Psychological consequences of involvement in a strike were assessed in this research. Data were collected from 117 full-time, white collar union members immediately following a 22 day strike, and again two and six months later. Negatively perceived industrial relations events (e.g. 'strike or lockout', 'being involved in negotiations') were associated with marital adjustment, psychosomatic symptoms and a lack of psychological well-being on completion of the strike, and predicted unfavourable changes in psychological well-being over the next two and six months. A framework for understanding the negative effects of labour disputes and strikes is proposed, and the role of the organizational psychologist when such conflicts occur is considered.     

Are men better negotiators everywhere? A meta‐analysis of how gender differences in negotiation performance vary across cultures

Prior research has found that each culture and gender influences negotiation strategies and outcomes, but less is known about their interplay. We integrate these two research streams by providing a meta‐analytic review of the interactive impact of gender and culture on negotiation performance. We reviewed 185 studies that reported gender differences in intracultural negotiation performance across 30 societies that varied across seven cultural dimensions. Results showed that Hofstede's individualism–collectivism, GLOBE's in‐group collectivism and assertiveness practices, and Schwartz's harmony moderated the gender effect on negotiation performance. We found that in cultures lower in individualism, higher in in‐group collectivism practices, lower in assertiveness practices, and higher in harmony, women more likely outperformed men in negotiations. Implications for the role of gender and culture in negotiations and organizations more broadly are discussed.     

高速公路转换区严重冲突识别与分析

为深入探究高速公路改扩建转换区发生严重冲突的原因,使用高精度雷达采集单车实时状态数据,对单车区间初速度与加速度进行K-means聚类组合.基于聚类组合内的冲突率与路段事故率,采用Pearson系数法确定车辆的严重冲突阈值.融合转换区单车、交通流和道路因素建立二项Logistic模型,分析严重冲突因素的影响程度.结果表明...     

Firm reputation and applicant pool characteristics

Scholars have suggested that a firm's reputation can provide it with a competitive advantage by attracting more, and possibly higher‐caliber, applicants. No research has actually investigated this relationship, however, in large part because researchers have not assessed applicant pool characteristics but instead have measured applicants' intentions. Therefore, we conducted two studies to investigate whether organizational reputation influenced the number and the quality of applicants actually seeking positions with firms. Company reputation was operationalized using two different published reputation measures, and applicant quality data were obtained from career services offices at business schools at two universities. Results from both studies supported the previously untested belief that firms with better reputations attract more applicants. Furthermore, some evidence suggested that firms with better reputations could select higher‐quality applicants. Copyright © 2003 John Wiley & Sons, Ltd.     

Studying freeway merging conflicts using virtual reality technology

Introduction: This research aims to investigate the perceptions and reactions of drivers regarding freeway merging situation, utilizing a new approach with the basis of a multilevel simulation platform which incorporates virtual reality (VR) technology. Methods: A VR driving environment integrated with traffic micro-simulation was developed to evaluate driving behaviors and the impact of merging decisions in terms of traffic conflicts. The driving experiments were conducted under a variety of circumstances, including varying traffic flows and the presence of ramp metering. The Surrogate Safety Assessment Model (SSAM) was utilized to extract the number of conflicts from the micro-simulation results. Results: The final results indicated that the probability of conflict has a positive correlation with traffic flow, while conflict frequency at freeway merges is affected by the presence of ramp metering due to its potentiality to enhance driver decisions and reduce the drivers’ pressure when they make maneuvers. Practical Applications: The findings reveal that the proposed VR simulation platform is a useful tool to improve the safety of freeway merging. It has the potential to enhance driver skills and can also be used in the study of human–machine interaction.     

Strengthening the employment relationship: The effects of work‐hours fit on key employee attitudes

Today's hourly workers are facing revised work schedules and shifting hours, which may have critical implications for employment relationships. This study considers the impact of work‐hours fit on key attitudes of hourly employees—perceived organizational support, job stress, work–family conflict, intent to turnover, and life satisfaction. We define work‐hours fit as the difference between an employee's desired number of hours and the actual hours worked, and we examine both the congruence of work‐hours fit and the degree of misfit. We also examine the moderating impact of the type of misfit, defined as working too many versus too few hours. Results indicate that, in our sample, hourly employees are typically not working the hours they prefer. As predicted, work‐hours fit impacts the attitudes we examined, and, when considering the type of misfit, congruence matters more for life satisfaction and intent to turnover. Results also indicate working too few hours impacts job stress and life satisfaction, whereas working too many effects work–family conflict. This paper demonstrates the importance of preferences, as a reflection of time/money resource trade‐offs, and offers ways for employers to improve work–family facilitation and strengthen their employment relationships. Copyright © 2014 John Wiley & Sons, Ltd.     

The traffic conflict technique: A subjective vs. objective approach

Filmed traffic conflicts were evaluated in terms of their severity using an objective measure and two subjective measures obtained from two groups of subjects. Each observer rated the same conflicts three times. Correlations among the subjective measures and between the subjective measures and the objective measure were used to evaluate some aspects of the reliability and validity of the subjective traffic conflict technique. The results yielded high intrarater and interrater reliabilities (.82≤r≤.99) and moderate concurrent validity relative to the objective measures (.43≤r≤.66). Implications for future use of subjective measures of traffic conflicts are discussed.     

城市快速路出入口交通安全仿真评价研究

为评价城市快速路出入口在不同的渠化设计和设施设置条件下的交通安全水平,以交通冲突次数表征交通安全水平,确定实验因素,设计仿真实验方法,建立基于SSAM的仿真模型并标定参数,进行仿真实验以获取不同实验因素水平下交通冲突数据。结果表明:与入口相比,出口冲突次数更多;匝道坡度对冲突数有一定影响,但并不明显;车辆提前变道和提前减速对于提高交通安全水平极为重要,是降低交通冲突有效的方法。结论显示的趋势与以往事故数据和定性分析结论一致。最后基于实验结论提出快速路渠化设计和安全设施设置原则。     

Investigate moped-car conflicts in China using a naturalistic driving study approach

ProblemMopeds are a popular transportation mode in Europe and Asia. Moped-related traffic accidents account for a large proportion of crash fatalities. To develop moped-related crash countermeasures, it is important to understand the characteristics of moped-related conflicts.MethodNaturalistic driving study data were collected in Shanghai, China from 36 car drivers. The data included 2,878 h and 78,296 km driven from 13,149 trips. Moped-car conflicts were identified and examined from the passenger car driver's perspective using kinematic trigger algorithms and manual video reduction.ResultsA total of 119 moped-car conflicts were identified, including 74 high g-force conflicts and 45 low g-force events. These conflicts were classified into 22 on-road configurations where both similarities and differences were found as compared to Western Countries. The majority of the conflicts occurred on secondary main roads and branch roads. Hard braking was the primary response that the car drivers made to these conflicts rather than hard steering.DiscussionsThe identified on-road vehicle-moped conflict configurations in Shanghai, China may be attributed to the complicated traffic environment and risky behavior of moped riders. The lower prevalence of hard steering in Shanghai as compared to the United States may be due to the lower speeds at event onsets or less available steering space, e.g., less available shoulder area on Chinese urban roads.ConclusionsThe characteristics of moped-car conflicts may impact the design of active safety countermeasures on passenger cars. The pilot data from Shanghai urban areas suggest that countermeasures developed for China may require some modifications to those developed for the United States and European countries, although this recommendation may not be conclusive given the small sample size of the study. Future studies with large samples may help better understand the characteristics of moped-car conflicts.     

Effects of application blanks and employment equity on applicant reactions and job pursuit intentions

In the present study, 136 undergraduate commerce students participated in a simulation of the job application process by completing one of two application blanks (discriminatory versus non-discriminatory), that did or did not include a statement about the organization's commitment to employment equity. The results indicated that subjects who completed the application blank without the discriminatory questions had significantly more positive reactions of organization attractiveness, job application success, motivation to pursue employment with the organization, job acceptance intention, fairness of the organization's treatment of its employees, and likelihood of recommending the organization to friends in comparison to subjects who completed the application blank with discriminatory questions. In addition, subjects who believed the organization had an employment equity program were more positive about their motivation to pursue employment with the organization, job acceptance intention, the fairness of the organization's treatment of its employees, and the likelihood of recommending the organization to friends. The research and practical implications of these findings for recruitment and selection are discussed.     

高速铁路列车运行冲突管理总论

为提高铁路行车指挥水平、保障行车安全,研究了高速铁路列车运行冲突管理问题。以高速铁路运输系统特点分析为基础,在定义高速铁路列车运行冲突后,对列车运行冲突从4个不同角度进行分类。分析列车运行冲突的特点,阐述高速铁路列车运行冲突管理的内涵。列车运行冲突的形成机理研究、冲突分析、冲突消解和基于冲突管理的列车运行调整方法和运行图研究等问题构成中国高速铁路冲突管理的主要研究框架体系。高速铁路冲突管理理论体系的研究是高速铁路运输组织优化的关键问题之一,是高速铁路行车安全的重要保障。     

How to dissolve fixed‐pie bias in negotiation? Social antecedents and the mediating effect of mental‐model adjustment

Fixed‐pie bias, defined as the erroneous belief that the other negotiation party's interest is directly opposite to one's own, has been a consistent hurdle that negotiators must overcome in their efforts to achieve optimal negotiation outcomes. In this study, we explore the underlying cognitive mechanism and the social antecedents of fixed‐pie bias reduction in negotiation. Using data from a negotiation simulation with 256 participants, we found that mental‐model adjustments made by negotiators could effectively decrease fixed‐pie bias. More interestingly, we also found that negotiators were less likely to reduce fixed‐pie bias when negotiating with an in‐group member than with an out‐group member but only under a high accountability condition. Finally, we found that mental‐model adjustment mediated the effects of the aforementioned social antecedents (in‐groupness and accountability) on reduced fixed‐pie bias. We discuss the theoretical and practical implications of these findings. Copyright © 2015 John Wiley & Sons, Ltd.     

The influence of top management team attention patterns on global strategic posture of firms

Drawing upon the managerial cognition and the upper echelons perspectives, this study proposes that the cognitive capabilities of top executives significantly affect globalization efforts. Specifically, the study suggests that managerial attention patterns or the cognitive processes of [noticing and constructing meaning] about the environment influence strategic posture of firms. Based on a longitudinal sample of U.S. firms operating in technologically intensive industries, the results indicate that firms were more likely to develop an expansive global strategic posture when their top management paid attention to the external environment and considered a diverse set of elements in this environment. On the other hand, firms led by top management that paid more attention to the internal environment were less likely to be global. Copyright © 2005 John Wiley & Sons, Ltd.     

A within‐individual study of interpersonal conflict as a work stressor: Dispositional and situational moderators

Focusing on interpersonal conflict as a work stressor, the authors used a within‐subjects research design to examine the effect of conflict episodes on employees' negative affect on the job. The roles of agreeableness and social support in moderating the negative effects of conflict episodes were also examined. A two‐week experience‐sampling study revealed that interpersonal conflict influenced employees' intraindividual fluctuations in negative affect. As predicted, agreeableness and social support influenced individuals' patterns of affective responses to conflict, such that conflict was more strongly associated with negative affect for agreeable employees, and for those with lower levels of social support at work. Overall, the results suggest that both personality (agreeableness) and context (social support) significantly moderate the affective implications of interpersonal conflict at work. Copyright © 2010 John Wiley & Sons, Ltd.