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Navigating inter-team competition: How information broker teams achieve team innovation. 驾驭团队间竞争:信息中介团队如何实现团队创新。
IF 9.4 1区 心理学 Q1 MANAGEMENT Pub Date : 2024-08-29 DOI: 10.1037/apl0001216
Thomas Taiyi Yan, Vijaya Venkataramani, Chaoying Tang, Giles Hirst

Organizations are increasingly using teams to stimulate innovation. Often, these teams share knowledge and information with each other to help achieve their goals, while also competing for resources and striving to outperform each other. Importantly, based on their industry, the nature of work, or prior history, some teams may face more competition from peer teams than others. Our research examines how teams' competitive relations with other teams in the organization operate in tandem with their collaborative inter-team information exchange relations in impacting their innovation. Using two studies-a field study of 73 knowledge-intensive teams in high-tech engineering firms and a team-based network experimental study of 162 teams-we find that a high degree of overall competition with many peer teams reduces a focal team's ability to acquire and utilize diverse knowledge from these teams (i.e., inter-team knowledge integration), thereby hindering team innovation. However, applying insights from network structural hole theory, we find that when a focal team occupies a brokerage position in the inter-team information exchange network, this can help buffer the effects of competition in getting access to knowledge resources from other teams, thus enabling their innovation. Additionally, we find that focal broker teams' dealmaking and network obstruction behaviors explain these effects. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

各组织越来越多地利用团队来激励创新。通常情况下,这些团队相互分享知识和信息,以帮助实现各自的目标,同时也相互竞争资源,力争超越对方。重要的是,基于其行业、工作性质或以往历史,一些团队可能比其他团队面临更多来自同行团队的竞争。我们的研究探讨了团队与组织中其他团队的竞争关系如何与团队间的协作信息交流关系共同影响团队的创新。通过两项研究--一项是对高科技工程公司中 73 个知识密集型团队的实地研究,另一项是对 162 个团队进行的基于团队网络的实验研究--我们发现,与许多同行团队的高度整体竞争会降低重点团队从这些团队中获取和利用多样化知识的能力(即团队间知识整合),从而阻碍团队创新。然而,运用网络结构洞理论的洞察力,我们发现,当焦点团队在团队间信息交流网络中占据中介地位时,这有助于缓冲从其他团队获取知识资源的竞争影响,从而促进团队创新。此外,我们还发现,焦点经纪人团队的交易行为和网络阻碍行为可以解释这些效应。(PsycInfo Database Record (c) 2024 APA, all rights reserved)。
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引用次数: 0
Euphemism as a powerful framing device that influences moral judgments and punitive responses after wrongdoing. 委婉语是一种强有力的构思手段,可影响道德判断和不法行为发生后的惩罚性反应。
IF 9.4 1区 心理学 Q1 MANAGEMENT Pub Date : 2024-08-29 DOI: 10.1037/apl0001233
Matthew L Stanley, Christopher P Neck

Euphemism-that is, softening words or phrases substituted for more direct language-has become pervasive in our everyday personal and professional lives. Leveraging theory and research on construal and framing effects, we conceptualize euphemism as a linguistic framing device that influences how observers construe situations and the people, groups, objects, and events within them. We then experimentally investigate the effects of euphemism as a linguistic framing device on third-party judgments about moral transgressions (i.e., bribery, fraud). Across studies (total N = 3,081) we find consistent evidence that employing euphemistic labels (relative to their noneuphemistic analogs) reduces the perceived severity of moral transgressions and, as a result, also reduces third-party motivations to punish transgressors. Overt experimental manipulations to reconstrue euphemistic labels into their noneuphemistic forms reduced, but did not entirely eliminate, the effects on moral severity and punishment judgments. Participants did not sufficiently adjust their judgments. These findings underscore the power of simple linguistic manipulations in influencing public opinion, and they have important implications for the possibility of creating a more just and fair society. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

委婉语--即用软化的词语或短语代替更直接的语言--在我们日常的个人和职业生活中已变得无处不在。利用关于构思和框架效应的理论和研究,我们将委婉语概念化为一种语言框架工具,它影响观察者如何构思情境以及情境中的人、群体、物体和事件。然后,我们通过实验研究了委婉语作为一种语言框架工具对第三方对道德过失(即贿赂、欺诈)的判断所产生的影响。在所有的研究中(总人数 = 3,081 人),我们发现了一致的证据,即使用委婉语标签(相对于非委婉语标签)会降低人们对道德过失严重性的感知,因此也会降低第三方惩罚过失者的动机。通过公开的实验操作,将委婉的标签重构为非委婉的形式,减少了对道德严重性和惩罚判断的影响,但并没有完全消除这种影响。参与者没有充分调整他们的判断。这些发现强调了简单的语言操纵在影响公众舆论方面的力量,它们对创造一个更加公正和公平的社会的可能性具有重要意义。(PsycInfo Database Record (c) 2024 APA, 版权所有)。
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引用次数: 0
Beyond the prototype: Unpacking the intersectional identity and image work of female minority founders in a startup context. 超越原型:解读初创企业中少数族裔女性创始人的交叉身份和形象工作。
IF 9.4 1区 心理学 Q1 MANAGEMENT Pub Date : 2024-08-22 DOI: 10.1037/apl0001234
Pisitta Vongswasdi, Julia de Groote, Janine Heinrich, Jamie Ladge

It is well documented that female minority founders (FMFs) face disadvantages in starting and scaling their ventures. However, the causes of these disadvantages-as well as how FMFs navigate these challenges-are less understood. Our article adopts an intersectionality lens, which allows us to focus on and examine the multiple intersecting dimensions of FMFs (such as gender, ethnicity, migrant status, and social class) and how they influence their entrepreneurial experiences. Drawing upon an inductive study of FMFs operating in Berlin, we build a theory on intersectional identity and image work in startup contexts. We found key structural barriers that serve to sustain inequality and continue to favor more prototypical founders. However, we also identified sources of penalties and privileges that exacerbate (or mitigate) inequality and result in founder image discrepancy. Our analysis demonstrates how founder image discrepancy can prompt FMFs to engage in a progression of intersectional identity and image work that shapes their founder identity. These findings advance entrepreneurship and identity research by extending our understanding of how intersectional identity challenges and opportunities manifest and can be managed within startup contexts. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

有资料表明,女性少数群体创始人(FMFs)在创业和扩大企业规模时面临不利因素。然而,人们对这些不利因素的成因以及女性少数族裔创始人如何应对这些挑战却知之甚少。我们的文章采用了交叉性视角,使我们能够关注和研究 FMFs 的多个交叉维度(如性别、种族、移民身份和社会阶层),以及这些维度如何影响他们的创业经历。通过对在柏林运营的外籍家庭佣工的归纳研究,我们建立了一套关于创业背景下交叉身份和形象工作的理论。我们发现了一些关键的结构性障碍,这些障碍导致不平等现象持续存在,并继续有利于更典型的创始人。然而,我们也发现了加剧(或减轻)不平等并导致创始人形象差异的惩罚和特权来源。我们的分析表明了创始人形象差异如何促使 FMF 参与到塑造创始人身份的交叉身份和形象工作中。这些发现拓展了我们对交叉身份挑战和机遇如何在初创企业环境中体现和管理的理解,从而推动了创业和身份研究。(PsycInfo Database Record (c) 2024 APA, 版权所有)。
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引用次数: 0
Too much of a good thing? A multilevel examination of listening to music at work. 好东西太多?对工作时听音乐的多层次研究。
IF 9.4 1区 心理学 Q1 MANAGEMENT Pub Date : 2024-08-12 DOI: 10.1037/apl0001222
Brent A Scott, Nikhil Awasty, Shuqi Li, Donald E Conlon, Russell E Johnson, Clay M Voorhees, Liana G Passantino

Music listening has proliferated in the workplace, yet its effects have been overlooked, and classic investigations offer conflicting results. To advance our understanding, we draw from self-regulation and resource allocation theories to suggest that listening to music has curvilinear effects on attentional focus and performance on work tasks and that willpower belief is a key boundary condition. We test these hypotheses across three studies: a pilot study of 108 employees from a software company who took part in a 2-week experience-sampling methodology study and self-rated their music listening and performance, a laboratory study (Study 1) of 252 undergraduate students in which task attentional focus and objective performance on proofreading tasks were captured across repeated trials while listening to music, and a 3-week experience-sampling methodology study (Study 2) of 247 employees that included a within-person manipulation of music listening (little to no music vs. 1 hr longer than usual vs. 3 hr longer than usual), daily self-ratings of task attentional focus and task performance, and weekly coworker ratings of task performance. We find mixed support for our hypotheses. Time spent listening to music exhibited an inverted, U-shaped relationship with self-rated (pilot study) and objective (Study 1) task performance. Individuals with higher willpower belief maintained higher levels of task attentional focus regardless of the amount of music they listened to (Studies 1 and 2), and the curvilinear relationship of reported music listening with self-rated task performance was more pronounced for individuals who believe that willpower is limited (pilot study and Study 2). (PsycInfo Database Record (c) 2024 APA, all rights reserved).

聆听音乐在工作场所中越来越普遍,但其影响却一直被忽视,经典的研究结果也相互矛盾。为了加深我们的理解,我们从自我调节和资源分配理论出发,认为听音乐会对工作任务中的注意力集中和工作表现产生曲线效应,而意志力信念是一个关键的边界条件。我们通过三项研究对这些假设进行了验证:一项是对一家软件公司的 108 名员工进行的试点研究,这些员工参加了为期两周的经验取样方法研究,并对他们的音乐聆听情况和表现进行了自我评价;一项是对 252 名本科生进行的实验室研究(研究 1),在这项研究中,我们通过重复试验捕捉了他们在聆听音乐时的任务注意力和校对任务的客观表现;一项是对 247 名员工进行的为期三周的经验取样方法研究(研究 2),其中包括对音乐聆听情况的人内操纵(几乎不听音乐 vs. 比平时多听 1 小时 vs. 比平时多听 3 小时)。比平时多听 1 小时音乐 vs 比平时多听 3 小时音乐)、每天对任务注意力和任务表现的自我评分以及每周同事对任务表现的评分。我们发现我们的假设得到了不同程度的支持。听音乐的时间与自我评价(试验研究)和客观评价(研究 1)的任务表现呈倒 U 型关系。意志力信念较高的人无论听多少音乐都能保持较高水平的任务注意力集中(研究 1 和 2),而认为意志力有限的人报告的听音乐时间与自我评价的任务绩效之间的曲线关系更为明显(试验研究和研究 2)。(PsycInfo Database Record (c) 2024 APA, 版权所有)。
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引用次数: 0
Comparing the efficacy of faking warning types in preemployment personality tests: A meta-analysis. 比较在就业前人格测试中伪造警告类型的效果:荟萃分析。
IF 9.4 1区 心理学 Q1 MANAGEMENT Pub Date : 2024-08-12 DOI: 10.1037/apl0001224
Benjamin Moon, Kabir N Daljeet, Thomas A O'Neill, Harley Harwood, Wahaj Awad, Leonid V Beletski

Numerous faking warning types have been investigated as interventions that aim to minimize applicant faking in preemployment personality tests. However, studies vary in the types and effectiveness of faking warnings used, personality traits, as well as the use of different recruitment settings and participant samples. In the present study, we advance a theory that classifies faking warning types based on ability, opportunity, and motivation to fake (Tett & Simonet, 2011), which we validated using subject matter expert ratings. Using this framework as a guide, we conducted a random-effects pairwise meta-analysis (k = 34) and a network meta-analysis (k = 36). We used inverse-variance weighting to pool the effect sizes and relied on 80% prediction intervals to evaluate heterogeneity. Overall, faking warnings had a significant, moderate effect in reducing applicant faking (d = 0.31, 95% CI [0.23, 0.39]). Warning types that theoretically targeted ability, motivation, and opportunity to fake (d = 0.36, 95% CI [0.25, 0.47]) were the most effective. Additionally, warnings were least effective in studies using recruitment settings and nonuniversity student samples. However, all effect sizes contained substantial heterogeneity, and all warning types will be ineffective in some contexts. Organizations should be cognizant that warnings alone may not be sufficient to address applicant faking, and future research should explore how their effectiveness varies depending on other contextual factors and applicant characteristics. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

作为旨在最大限度地减少求职者在就业前性格测试中作假的干预措施,已经对许多作假警告类型进行了研究。然而,这些研究在所使用的造假警告类型和有效性、人格特质,以及所使用的不同招聘环境和参与者样本等方面存在差异。在本研究中,我们提出了一种理论,根据作假能力、机会和动机对作假警告类型进行分类(Tett 和 Simonet,2011 年),并使用主题专家评分对其进行了验证。以此框架为指导,我们进行了随机效应配对荟萃分析(k = 34)和网络荟萃分析(k = 36)。我们使用逆方差加权法来汇集效应大小,并依靠 80% 的预测区间来评估异质性。总体而言,造假警告在减少申请人造假方面具有显著、适度的效果(d = 0.31,95% CI [0.23,0.39])。理论上针对能力、动机和造假机会的警告类型(d = 0.36,95% CI [0.25,0.47])最为有效。此外,在使用招聘环境和非大学生样本的研究中,警告的效果最差。然而,所有的效果大小都存在很大的异质性,所有类型的警告在某些情况下都会无效。企业应该认识到,仅靠警告可能不足以解决求职者造假问题,未来的研究应该探索警告的有效性如何因其他环境因素和求职者特征而异。(PsycInfo Database Record (c) 2024 APA,保留所有权利)。
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引用次数: 0
Perceived organizational change strengthens organizational commitment and organizational citizenship behavior via increased organizational nostalgia. 感知到的组织变革会通过增加组织怀旧感来加强组织承诺和组织公民行为。
IF 9.4 1区 心理学 Q1 MANAGEMENT Pub Date : 2024-08-12 DOI: 10.1037/apl0001221
Marius van Dijke, Yiran Guo, Tim Wildschut, Constantine Sedikides

Organizational change has been thought to evoke negative employee responses, yet it is ubiquitous in modern market economies. It is thus surprising that the adverse effects of organizational change are not more visible or apparently disrupting. We hypothesized that, although perceived organizational change, by inducing change apprehension, stimulates negative employee responses (i.e., lower organizational commitment and organizational citizenship behavior [OCB]), it also elicits organizational nostalgia, which engenders positive employee responses (higher organizational commitment and OCB). We tested our hypotheses in nine studies. First, across four experiments (two preregistered), perceived societal or organizational change elicited organizational nostalgia and, via organizational nostalgia, increased employees' organizational commitment and OCB. Subsequently, in two preregistered experiments, induced organizational nostalgia (vs. control) strengthened employees' commitment to the changed organization and galvanized their defense of organizational change. Finally, in a preregistered follow-up experiment and two preregistered surveys, we tested and validated our full model regarding the opposing mediating roles of change apprehension and organizational nostalgia. The findings help to understand why effects of organizational change are less disruptive than might be expected and clarify the role of organizational nostalgia during organizational change. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

组织变革一直被认为会引起员工的消极反应,但在现代市场经济中,组织变革却无处不在。因此,令人惊讶的是,组织变革的负面影响并没有更加明显或明显具有破坏性。我们假设,虽然感知到的组织变革会引起变革忧虑,从而激发员工的消极反应(即较低的组织承诺和组织公民行为[OCB]),但它也会引起组织怀旧情绪,从而激发员工的积极反应(较高的组织承诺和组织公民行为)。我们在九项研究中检验了我们的假设。首先,在四项实验(其中两项是预先登记的)中,感知到的社会或组织变革会引发组织怀旧情绪,并通过组织怀旧情绪提高员工的组织承诺和组织合作行为。随后,在两个预先登记的实验中,诱导的组织怀旧(与对照组相比)加强了员工对变革组织的承诺,并激发了他们对组织变革的捍卫。最后,在一项预先登记的后续实验和两项预先登记的调查中,我们就变革忧虑和组织怀旧的对立中介作用测试并验证了我们的完整模型。研究结果有助于理解为什么组织变革的破坏性比预期的要小,并阐明了组织怀旧在组织变革中的作用。(PsycInfo Database Record (c) 2024 APA,保留所有权利)。
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引用次数: 0
Emergence in context: How team-client psychological contract fulfillment is associated with the emergence of team identification or team-member exchange. 在情境中出现:团队-客户心理契约的履行如何与团队认同或团队成员交流的出现相关联。
IF 9.4 1区 心理学 Q1 MANAGEMENT Pub Date : 2024-08-08 DOI: 10.1037/apl0001225
Lyonel Laulié, Maximiliano Escaffi-Schwarz

Psychological contracts have been theorized to occur at different levels of analysis and with different exchange parties. In this article, we develop the concept of team-client psychological contract fulfillment (team-client PCF) as a team-level social exchange indicator, reflecting the team members' perceptions of the degree of fulfillment of the commitments a client promised to a team. Using the multilevel group-process framework (Lang et al., 2019) and a sample of newly formed self-managed teams consisting of 838 observations, nested in 244 individuals, 56 teams, and in four waves of data, we tested the claim that team-client PCF may determine the type of collective states that emerge within the team. When team-client PCF is higher, it should create conditions for the emergence of team states related to team maintenance (i.e., team identification), whereas when team-client PCF is lower, it is more likely that teams develop states related to the regulation of team performance (i.e., team-member exchange [TMX]). Our results support our hypotheses. We discuss implications for both the psychological contract literature as well as the team dynamics literature (especially team dynamics of team identification and TMX). (PsycInfo Database Record (c) 2024 APA, all rights reserved).

心理契约被认为发生在不同的分析层面和不同的交换方。在本文中,我们提出了团队-客户心理契约履行(team-client PCF)的概念,作为团队层面的社会交换指标,反映团队成员对客户向团队承诺的履行程度的看法。利用多层次群体过程框架(Lang 等人,2019 年)和由 244 名个人、56 个团队和四波数据嵌套组成的 838 个观察结果组成的新组建自我管理团队样本,我们检验了团队-客户 PCF 可能决定团队内出现的集体状态类型的说法。当团队-客户 PCF 较高时,它应为出现与团队维护(即团队认同)相关的团队状态创造条件,而当团队-客户 PCF 较低时,团队更有可能发展出与团队绩效调节(即团队成员交流 [TMX])相关的状态。我们的结果支持我们的假设。我们讨论了对心理契约文献和团队动力学文献(尤其是团队认同和 TMX 的团队动力学)的影响。(PsycInfo Database Record (c) 2024 APA, all rights reserved)。
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引用次数: 0
The other side of the coin: An integrative review connecting pay and health. 硬币的另一面:将薪酬与健康联系起来的综合评估。
IF 9.4 1区 心理学 Q1 MANAGEMENT Pub Date : 2024-08-01 Epub Date: 2023-12-07 DOI: 10.1037/apl0001151
Gordon M Sayre, Samantha A Conroy

The organizational sciences have long been interested in the effects of various compensation strategies, and on enhancing employee health. Research examining the connection between pay and health, however, remains a relative rarity. The work that has been done is scattered across disparate disciplines and lacks a unified framework for systematically exploring the effects of pay on health. We argue that greater insecurity at work, as well as rising discontent over wages and work conditions, necessitates a richer understanding of the ways in which organizational pay affects employee psychological, physiological, and behavioral health. We first conduct a comprehensive review of existing research across a broad range of disciplines, taking note of the different ways that pay is conceptualized and the impact it has on employee health. We identify critical knowledge gaps in why and when pay is related to health, noting several disciplinary trends. Drawing on prominent theories of occupational health, we then build a theoretical framework that illustrates three mechanisms underlying the effect of pay on health. We further advance prior work by integrating allostatic load theory to explain how pay gets "under the skin" to affect health, while also identifying relevant moderators and boundary conditions. Taken together, our review integrates findings from a variety of disciplines and facilitates knowledge building across these fields to generate a more comprehensive understanding of the connection between pay and health. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

长期以来,组织科学一直对各种薪酬策略的影响以及对提高员工健康的影响感兴趣。然而,关于工资和健康之间关系的研究仍然相对稀少。已经完成的工作分散在不同的学科,缺乏一个统一的框架来系统地探索薪酬对健康的影响。我们认为,工作中更大的不安全感,以及对工资和工作条件日益增长的不满,需要对组织薪酬影响员工心理、生理和行为健康的方式有更深入的了解。我们首先对广泛学科的现有研究进行了全面审查,注意到薪酬概念化的不同方式及其对员工健康的影响。我们确定了薪酬为何以及何时与健康相关的关键知识差距,并注意到若干学科趋势。借鉴著名的职业健康理论,我们构建了一个理论框架,说明了薪酬对健康影响的三种机制。我们通过整合适应负荷理论进一步推进了先前的工作,以解释薪酬如何“在皮肤下”影响健康,同时也确定了相关的调节因子和边界条件。综上所述,我们的研究整合了来自不同学科的发现,促进了这些领域的知识建设,从而对薪酬与健康之间的关系有了更全面的了解。(PsycInfo数据库记录(c) 2023 APA,版权所有)。
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引用次数: 0
Leaders laughing in the line of fire: An emotional aperture perspective on leader laughter in response to critical questions. 领导者在火线上大笑:从情感孔径的角度看领导者在回答关键问题时的笑声。
IF 9.4 1区 心理学 Q1 MANAGEMENT Pub Date : 2024-08-01 Epub Date: 2024-01-25 DOI: 10.1037/apl0001178
David Cheng, Lu Wang, Rajiv K Amarnani, Xi Wen Chan

Leaders are frequently put in the difficult position of repudiating critical questions in front of their followers. To help manage this situation, leaders sometimes express laughter in the hopes that it will "lubricate" their interaction and reduce perceptions that they are aggressive or confrontational with the critical questioner. Ironically, leaders' laughter may backfire by diminishing their apparent friendliness and approachability in the eyes of the witnessing followers. In this article, we employ an emotional aperture perspective to examine two seemingly contradictory theoretical perspectives regarding the potential impact of laughter on the witnessing followers' perception of a leader's warmth and effectiveness. Findings from nine studies across 2,012 adults show that leader laughter-even expressed briefly-bolsters or damages leader effectiveness depending on one important contingency: whether the leader's laughter is shared by the questioner. Unshared laughter reduces leader effectiveness by undermining leaders' apparent warmth, while shared laughter increases leader effectiveness by enhancing leaders' apparent warmth. We discuss implications for the literature on emotion expression, leadership events, and leader perception and influence. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

领导者经常会陷入在追随者面前驳斥批评性问题的尴尬境地。为了帮助处理这种情况,领导者有时会发出笑声,希望以此来 "润滑 "他们之间的互动,减少人们对他们咄咄逼人或与批评者对抗的看法。具有讽刺意味的是,领导者的笑声可能会适得其反,在目睹的追随者眼中,领导者的友善和平易近人会大打折扣。在本文中,我们从情感孔径的角度出发,研究了两种看似矛盾的理论观点,即笑声对目睹者眼中领导者的热情和效率的潜在影响。对 2,012 名成年人进行的九项研究结果表明,领导者的笑声--即使是短暂的笑声--会提高还是降低领导者的有效性,这取决于一个重要的偶然因素:提问者是否分享了领导者的笑声。未分享的笑声会削弱领导者的表面热情,从而降低领导者的有效性;而分享的笑声则会增强领导者的表面热情,从而提高领导者的有效性。我们讨论了情绪表达、领导事件以及领导者感知和影响力等方面的文献意义。(PsycInfo Database Record (c) 2024 APA, 版权所有)。
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引用次数: 0
Expanding the pie or spoiling the cake? How the number of negotiation issues affects integrative bargaining. 扩大派还是破坏蛋糕?谈判问题的数量如何影响综合议价。
IF 9.4 1区 心理学 Q1 MANAGEMENT Pub Date : 2024-08-01 Epub Date: 2023-12-07 DOI: 10.1037/apl0001149
Marco Warsitzka, Hong Zhang, Bianca Beersma, Philipp Alexander Freund, Roman Trötschel

The present research investigates how the number of issues affects the quality of outcomes in terms of joint gains and impasse rates in integrative negotiations. In the literature, two opposing positions exist reflecting a complexity dilemma regarding the number of negotiation issues: One position suggests that complex negotiations involving higher numbers of issues offer more trade-off opportunities, thereby providing negotiators with greater structural flexibility in reaching mutually beneficial agreements, which improves outcome quality. The opposite position emphasizes that the greater information load inherent in negotiating more issues impedes outcome quality. We propose a third, intermediate position: Negotiating more issues may only improve outcome quality up to a threshold, above which adding further issues results in deteriorated outcomes. We tested these propositions using a quasi-meta-analytic technique by examining the associations between the number of issues, joint gains, and impasse rates across multiple empirical studies on integrative negotiations using various negotiation tasks with different numbers of issues (N = 38,063/21,271 negotiations for joint gains/impasse rates). Moreover, we investigated whether factors related to how negotiators subjectively deal with the increased complexity associated with higher numbers of issues moderate the number-of-issues effect on joint gains. Multilevel analyses revealed no significant number-of-issues effect on joint gains up to a threshold of 3 issues but a negative effect for negotiations involving more than 3 issues. By contrast, we did not find a number-of-issues effect on impasse rates. Moreover, we did not obtain evidence for moderation effects. Findings are discussed with respect to their theoretical and practical implications. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

本研究探讨了问题的数量如何影响综合谈判中共同收益和僵局率方面的结果质量。在文献中,存在两种相反的立场,反映了谈判问题数量的复杂性困境:一种立场认为,涉及更多问题的复杂谈判提供了更多的权衡机会,从而为谈判者提供了更大的结构性灵活性,以达成互利的协议,从而提高了结果质量。相反的立场强调,谈判更多问题所固有的更大的信息负荷会影响结果的质量。我们提出第三种中间立场:谈判更多的问题可能只会将结果质量提高到一个阈值,超过这个阈值,增加更多的问题会导致结果恶化。我们使用准元分析技术检验了问题数量、共同收益和僵局率之间的关系,通过多个综合谈判的实证研究,使用不同问题数量的各种谈判任务(N = 38,063/21,271次联合收益/僵局率谈判)来检验这些命题。此外,我们还调查了与谈判者如何主观处理与更多问题相关的复杂性相关的因素是否会调节问题数量对共同收益的影响。多层次分析显示,问题数量对共同收益的影响不超过3个问题的阈值,但对涉及3个以上问题的谈判有负面影响。相比之下,我们没有发现问题数量对僵局率的影响。此外,我们没有获得适度效应的证据。研究结果就其理论和实践意义进行了讨论。(PsycInfo数据库记录(c) 2023 APA,版权所有)。
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引用次数: 0
期刊
Journal of Applied Psychology
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