Article to Audio

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Article to Audio

M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai

14 episodes

4 months ago

“Article to Audio” features interviews with scholars about their research on negotiation and conflict management from our field's top academic journals. We have specifically designed the format and content of the episodes to be rooted in research findings but avoiding complicated jargon so that the series can be useful for a variety of audiences, including upper-year undergraduates, graduate students, and the general public.

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All content for Article to Audio is the property of M.-H. Tsai, L. Rees, J. Parlamis, M. A. Gross, D. A. Cai and is served directly from their servers with no modification, redirects, or rehosting. The podcast is not affiliated with or endorsed by Podjoint in any way.

Management

Business

Episodes (14/14)

Article to Audio

A Buddhist Approach to Paradox, with Dr. Hee-Chan Song

Dr. Hee-Chan Song, a faculty member at Sasin Graduate School of Management at Chulalongkorn University in Thailand, shares his groundbreaking research on understanding conflicts and tensions through the lens of Buddhist philosophy. In this episode, he delves into how language shapes our perceptions, creates divisions, and contributes to conflicts, while offering powerful insights on how silence and mindful reflection can help us rethink and resolve these challenges.

The article referenced in the episode:

Song, H., (2021) How Do Buddhist Monks Frame Conflicts? A Buddhist Approach to Paradox. Negotiation and Conflict Management Research 15(2), 148-165. https://doi.org/10.34891/wy45-9f66

10 months ago

16 minutes

Article to Audio

Can Confidence Influence Persuasiveness in Disagreements by Conveying Competence versus Dominance? The Moderating Role of Competitiveness

Rees, L. & Tsai, M. & Kopelman, S. & Hu, H., (2024) “Can Confidence Influence Persuasiveness in Disagreements by Conveying Competence versus Dominance? The Moderating Role of Competitiveness”, Negotiation and Conflict Management Research 17(2), 153-181.

Research has demonstrated that confident individuals gain social influence because their confidence signals competence rather than dominance in settings in which they do not experience a disagreement with others. We extend this research by exploring felt competitiveness, as reflected by perceptions of goal opposition between perceivers and others. In settings where people experience a disagreement, we explore the impact of felt competitiveness on the association between expressed confidence and social perceptions of the expresser’s competence and dominance, and how these shape persuasiveness. We conducted a field study examining dyadic interactions between coworkers (Study 1) and two experiments manipulating competitiveness and confidence (Studies 2-3).Results showed that high competitiveness neutralizes the positive association between expressed confidence and perceived competence, thus eliminating the positive indirect effect of expressed confidence on persuasiveness. Results also demonstrated a stronger positive association between expressed confidence and perceived dominance when competitiveness is higher. However, perceived dominance did not consistently predict persuasiveness, suggesting that the dominance results should be interpreted with caution. Overall, our findings offer novel implications regarding how the social influence processes of confidence expressions are shaped by felt competitiveness.

Laura Rees (laura.rees@oregonstate.edu) is an Associate Professor of Organizational Behavior at the College of Business, Oregon State University. Her research focuses on the complexity, nuance, and often counterintuitive nature of emotions and related cognitive and interpersonal experiences and their consequences for decision-making, judgment, perception, persuasion and negotiation, performance, and well-being at work.

Dr. Ming-Hong Tsai is an Associate Professor of Psychology in the School of Social Sciences at Singapore Management University. His research focuses on judgment and decision-making, conflict and collaboration, and emotions. He has published papers in journals such as Organization Science, Journal of Organizational Behavior, Personality and Social Psychology Bulletin, Journal of Personality, British Journal of Psychology, Journal of Business and Psychology, and Negotiation and Conflict Management Research.

11 months ago

24 minutes

Article to Audio

Gender and Workplace Mistreatment, with Dr. Kenneth Tai

Dr. Kenneth Tai is a faculty member at the Lee Kong Chian School of Business at Singapore Management University. This episode focused on his research on gender and workplace mistreatment. He discussed how men and women receive mistreatment in the workplace.

The article referenced in the episode:

Tai, K., Lee, K., Kim, E., Johnson, T. D., Wang, W., Duffy, M. K., & Kim, S. (2022). Gender, bottom-line mentality, and workplace mistreatment: The roles of gender norm violation and team gender composition. Journal of Applied Psychology, 107(5), 854–865. https://doi.org/10.1037/apl0000936

1 year ago

12 minutes

Article to Audio

Readiness Theory: A New Approach to Understanding Mediated Prenegotiation and Negotiation Processes Leading to Peace Agreements

Dr. Amira Schiff is a professor and the Director of the Conflict Management, Resolution, and Negotiation Graduate Program at Bar-Ilan University. As a researcher in international conflict resolution, she specializes in the intricacies of conflict management and the dynamics of peace processes. Her influential work, particularly the article 'Reaching a Mutual Agreement: Readiness Theory and Coalition Building in the Aceh Peace Process,' earned the prestigious NCMR award for the best paper in 2014. Dr. Schiff has a prolific publication record, contributing to key journals in the field such as NCMR, the International Journal of Conflict Management and the International Negotiation journal. Her book, 'Negotiating Intractable Conflicts: Readiness Theory Revisited,' published by Routledge in 2021, further cements her status as a leading voice in conflict resolution studies.

Schiff, A., (2021) “Readiness Theory: A New Approach to Understanding Mediated Prenegotiation and Negotiation Processes Leading to Peace Agreements”, Negotiation and Conflict Management Research 14(1). doi: https://doi.org/10.34891/z3t9-9d49

1 year ago

27 minutes

Article to Audio

From Theory to Practice and Back Again: Lessons from Hostage Negotiation for Conflict Management

Deborah A. Cai (Ph.D., Michigan State University) is professor and senior associate dean in the Klein College of Media and Communication at Temple University, and she is a faculty member in the Media and Communication doctoral program. Dr. Cai is an international researcher with scholarly and professional expertise in intercultural communication, persuasion, negotiation and conflict management. She has conducted research in China, Japan, and the U.S., and she has trained political and business leaders from Afghanistan, China, Kazakhstan, and developing nations from Asian Pacific Economic Commission (APEC) and the State Department’s leadership program. Deborah is a Fellow in the International Academy of Intercultural Researchers and a Fellow and past president of the International Association for Conflict Management (IACM). She is Past-Chair of the Conflict Management division of the Academy of Management. Deborah served as editor of the journal, Negotiation and Conflict Management Research, and is editor of the four-volume collection of research, Intercultural Communication (Sage, Benchmark in Communication). Her research has published in outlets such as Communication Monographs, Communication Research, International Journal of Conflict Management, Human Communication Research, Journal of Cross-Cultural Psychology, as well as The Handbook of Intercultural Communication and the SAGE Handbook of Communication and Conflict.

Cai, D. A., (2022) “From Theory to Practice and Back Again: Lessons from Hostage Negotiation for Conflict Management”, Negotiation and Conflict Management Research 15(3). doi: https://doi.org/10.34891/20220406-433

2 years ago

19 minutes

Article to Audio

Getting off to a "Hot" Start: How the Timing of Expressed Anger Influences Relational Outcomes in Negotiation

Dr. Hunsaker is a Global Network Assistant Professor of Management and Organizations at the Stern School of Business, New York University. He has a joint appointment at NYU Shanghai. His research interests include negotiation, emotion, culture, and subjective value. He teaches courses on negotiation, conflict management, and organizational behavior and has presented research all over the world. His greatest achievement—which requires his best negotiation, communication, and organizational skills—is raising a beautiful family of 8 children with his wife and best friend, Melissa.

Dr. Teng is Assistant Professor of Management at Penn State Harrisburg. He received his Ph.D. in Business Administration from David Eccles School of Business at the University of Utah. His research examines behavioral ethics & morality, conflict management & negotiation, and social hierarchy in organizations.

In 2023 David and Teng received the Best Article award for an article published in 2022. Congratulations on your scholarly recognition and award-winning article!

Getting off to a "Hot" Start: How the Timing of Expressed Anger Influences Relational Outcomes in Negotiation", Negotiation and Conflict Management Research 15(4). doi: https://doi.org/10.34891/2022.0467

2 years ago

28 minutes

Article to Audio

Episode 6: Using Emotions to Frame Issues and Identities in Conflict: Farmer Movements on Social Media

Tim Stevens is an interdisciplinary scientist with expertise on the role of social media and ICT in social interactions. For his PhD research he studied social media dynamics in agro-food governance: https://nam10.safelinks.protection.outlook.com/?url=https%3A%2F%2Fsites.google.com%2Fview%2Ftimstevensphd%2Fhome&data=05%7C01%7CMichael.Gross%40colostate.edu%7Ced69a171c64a458e552f08db29fb18a6%7Cafb58802ff7a4bb1ab21367ff2ecfc8b%7C0%7C0%7C638149930672519013%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C3000%7C%7C%7C&sdata=jp8Y0szUNjpPVv4sf8F%2F5%2FXBl14RdJ53r1C0kaPAy5M%3D&reserved=0

He enjoys bringing together disciplines to develop new conceptual and methodological frameworks. He currently investigates the interplay between educational innovations and teacher professional development in higher education.

Stevens, T. M. & Aarts, N. & Dewulf, A., (2020) “Using Emotions to Frame Issues and Identities in Conflict: Farmer Movements on Social Media”, Negotiation and Conflict Management Research 14(2). doi: https://doi.org/10.34891/9mmd-q341

2 years ago

24 minutes

Article to Audio

Episode 5: Prosocial lies: When Deception Breeds Trust

Philosophers, psychologists, and economists have long asserted that deception harms trust. We challenge this claim. Across four studies, we demonstrate that deception can increase trust. Specifically, prosocial lies increase the willingness to pass money in the trust game, a behavioral measure of benevolence-based trust. In Studies 1a and 1b, we find that altruistic lies increase trust when deception is directly experienced and when it is merely observed. In Study 2, we demonstrate that mutually beneficial lies also increase trust. In Study 3, we disentangle the effects of intentions and deception; intentions are far more important than deception for building benevolence-based trust. In Study 4, we examine how prosocial lies influence integrity-based trust. We introduce a new economic game, the Rely-or-Verify game, to measure integrity-based trust. Prosocial lies increase benevolence-based trust, but harm integrity-based trust. Our findings expand our understanding of deception and deepen our insight into the mechanics of trust.

2 years ago

31 minutes

Article to Audio

Episode 4, Part 2 Explaining Differences in Men and Women's Use of Unethical Tactics in Negotiations

Emerging evidence suggests that competitiveness and empathy explain men's greater willingness to use unethical tactics in negotiations. We tested whether and how robustly they do with three distinct studies, run with three distinct populations. Simultaneous mediation analyses generally, but not completely, confirmed our expectations. In Study 1, only competitiveness mediated sex differences in unethical negotiation tactics among Chilean business students. Although empathy also explained willingness to use unethical negotiation tactics, the Chilean men and women did not differ in this regard. In Study 2, competitiveness and empathy both mediated sex differences in American business students’ intentions to lie to a client, but competitiveness explained greater variance. In Study 3, both factors explained sex differences in lying to bargaining partners for real stakes by working-age Americans. Our findings suggest that competitiveness and empathy each explain sex differences in willingness to use unethical tactics, but the former does so more consistently.

3 years ago

16 minutes

Article to Audio

Episode 4: Explaining Differences in Men and Women's Use of Unethical Tactics in Negotiations

3 years ago

20 minutes

Article to Audio

Episode 3: Negotiation Contexts: How and Why They Shape Women’s and Men’s Decision to Negotiate

In the substantial body of research on gender differences in the initiation of negotiation, the findings consistently favor men. In this episode we propose that this research itself is gendered because negotiation research has traditionally focused on masculine negotiation contexts. In this Article to Audio, we discuss the gender effect in initiating negotiations (favoring men) and the selection of “masculine,” “feminine,” and “neutral” negotiation contexts, which can be used for future negotiation research. We talk about how negotiation context shapes gender differences such that in specific social contexts, women tend to have even higher initiation intentions compared to men. Negotiation contexts generally seem to differ regarding their affordance to negotiate. The authors offer a possible explanation for gender effects on initiation intentions by uncovering the mediating role of expectancy considerations across all negotiation contexts, especially in masculine contexts, and instrumentality considerations in specific masculine and feminine contexts.

3 years ago

23 minutes

Article to Audio

Episode 2, Part 2: "There is No Away: Where Do People Go When They Avoid an Interpersonal Conflict?"

Episode 2 article abstract: When people avoid conflict, there is no “away.” Where do they go physically or mentally? Both engaging and avoiding have a push and a pull. If we knew where avoiders go, we could study the pull of avoidance. This is a descriptive study (N = 446) of interpersonal conflict. We found that physical and mental avoidance appeared with similar frequency, and that they could occur in combination. People often recognized their need for avoidance early, based on the topic being familiar or various signals of trouble. Avoidance during the conflict could be physical or mental, but notably involved false agreement or topic manipulation. The possibility of violence (physical, verbal, or emotional) was often relevant. Relationship worries frequently motivated the avoidance. After the avoidance rumination was common, often centering on what we called “festering anger.”

4 years ago

19 minutes

Article to Audio

Episode 2, Part 1: "There is No Away: Where Do People Go When They Avoid an Interpersonal Conflict?"

4 years ago

26 minutes

Article to Audio

Episode 1: "Servant Leadership, Third-Party Behavior, and Emotional Exhaustion of Followers"

Episode 1 article abstract: Conflicts are ubiquitous in all life’s domain where people live and perform interdependent tasks, including convents. Managing conflicts among followers is an essential responsibility of leaders. The way leaders behave while managing such conflicts have received little academic attention; available studies have focused on business contexts. This study aimed to examine the relationship between servant leadership, and emotional exhaustion through team conflicts, and further investigates the mediating role of leaders’ third-party conflict behaviors such as avoiding, forcing, and problem-solving. Data were gathered from 453 religious sisters (followers), in 166 convents, in a Catholic Women Religious Institute mostly based in Nigeria. Structural equation modeling confirmed that servant leadership was associated with reduced team conflicts through leaders’ third-party behaviors. Further findings showed that perceived servant leadership was negatively related to emotional exhaustion through a nonforcing expression. We discussed theoretical and practical implications.

4 years ago

24 minutes