但如果我失去了报价怎么办?谈判者夸大了自己危及交易的可能性

IF 3.4 2区 管理学 Q2 MANAGEMENT Organizational Behavior and Human Decision Processes Pub Date : 2024-03-01 DOI:10.1016/j.obhdp.2024.104319
Einav Hart , Julia B. Bear , Zhiying (Bella) Ren
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引用次数: 0

摘要

在决定是否谈判时,个人通常会评估谈判的潜在成本。我们提出,个人担心的一个主要成本,尤其是在工作邀请的情况下,是从谈判桌上撤回邀请--完全失去交易。我们将这种迄今为止尚未被研究过的担忧称为 "通过谈判危及交易的感知可能性"。与招聘经理的报告相比,我们通过七项研究(总人数 = 3338 人)调查了求职者感知到的损害交易的可能性,包括对学术求职者和学术招聘委员会成员、经理和招聘专业人员的调查,以及通过当面和在线进行的互动式激励谈判的实验研究。我们不断发现,求职者对危及交易的可能性的认识被夸大了,即与招聘方的认识不一致。在某些情况下,这种看法与回避谈判有关。我们还从理论上证明了两种潜在的心理机制:零和认知和心理权力。我们进一步记录了降低候选人零和感知或增加其感知权力的环境因素,这些因素反过来又会缩小(但不会完全消除)候选人和经理人对危及交易可能性的感知差异。
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But what if I lose the offer? Negotiators’ inflated perception of their likelihood of jeopardizing a deal

When deciding whether to negotiate, individuals typically assess any potential costs of negotiation. We propose that one major cost that individuals are concerned about, particularly in the context of job offers, is an offer being withdrawn from the bargaining table—losing out on a deal entirely. We refer to this heretofore unexamined concern as the perceived likelihood of jeopardizing a deal by negotiating. We investigate job candidates’ perceived likelihood of jeopardizing a deal, as compared to hiring managers’ reports, across seven studies (total N = 3,338), including surveys of academic job candidates and members of academic hiring committees, managers and hiring professionals, and experimental studies with interactive, incentivized negotiations conducted both in person and online. We consistently document that job candidates’ perception of the likelihood of jeopardizing a deal is exaggerated, i.e., discrepant with that of the hiring side. In some cases, this perception is associated with negotiation avoidance. We also theorize and find support for two underlying psychological mechanisms: zero-sum perceptions and psychological power. We further document contextual factors that decrease candidates’ zero-sum perceptions or increase their perceived power, which, in turn, diminish (but do not fully eliminate) the discrepancy between candidates’ and managers’ perceptions of the likelihood of jeopardizing a deal.

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来源期刊
CiteScore
8.90
自引率
4.30%
发文量
68
期刊介绍: Organizational Behavior and Human Decision Processes publishes fundamental research in organizational behavior, organizational psychology, and human cognition, judgment, and decision-making. The journal features articles that present original empirical research, theory development, meta-analysis, and methodological advancements relevant to the substantive domains served by the journal. Topics covered by the journal include perception, cognition, judgment, attitudes, emotion, well-being, motivation, choice, and performance. We are interested in articles that investigate these topics as they pertain to individuals, dyads, groups, and other social collectives. For each topic, we place a premium on articles that make fundamental and substantial contributions to understanding psychological processes relevant to human attitudes, cognitions, and behavior in organizations. In order to be considered for publication in OBHDP a manuscript has to include the following: 1.Demonstrate an interesting behavioral/psychological phenomenon 2.Make a significant theoretical and empirical contribution to the existing literature 3.Identify and test the underlying psychological mechanism for the newly discovered behavioral/psychological phenomenon 4.Have practical implications in organizational context
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