Cultural contingencies of mediation: Effectiveness of mediator styles in intercultural disputes

Salmón, Elizabeth; Çelik, Ayşe Betül; Gelfand, Michele J.; Inman, Molly; Kraus, Sarit; Wilkenfeld, Jonathan

doi:10.1037/e571292013-049

Cited by 3 publications

(5 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…American impatience can exact a dear price at the negotiation table. In a striking empirical demonstration of this phenomenon, Salmon et al (2013) found that in negotiations with a preprogrammed agent, Americans achieved significantly lower negotiation outcomes as compared with Lebanese. Moreover, in this study, subjective time perception mediated the relationship between culture (American vs. Lebanese) and negotiation behavior and outcomes.…”

Section: Discussionmentioning

confidence: 99%

Experience of Time by People on the Go

Kruglanski

Pierro

Higgins

2015

Pers Soc Psychol Rev

View full text Add to dashboard Cite

We explore the psychological interface of time and motion.Locomotion, the proclivity toward movement and change, constitutes a significant determinant of persons' orientation toward time, both as a valuable resource and as a flow advancing from past to future. High locomotors act quickly, multitask and refrain from procrastination, thus conserving time as are source Their preoccupation with movement, moreover, affects their relation to the flow of time High locomotors are future oriented and eschew preoccupation with the past. They are optimistic, experience little regret, generate few counterfactuals, feel little guilt about past wrongdoings, and leave behind past friends. Evidence accumulates that locomotors' "fast forward" orientation pervades diverse aspects of their behavior and has significant consequences for individuals and societies.

show abstract

Section: Discussionmentioning

confidence: 99%

Experience of Time by People on the Go

Kruglanski

Pierro

Higgins

2015

Pers Soc Psychol Rev

View full text Add to dashboard Cite

show abstract

“…Imai and Gelfand’s (2010) research on intercultural negotiations found that integrative information sequences and their subsequent joint outcome gains were predicted by the negotiators’ motivational CQ. Most recently, Salmon et al (2013) found evidence that motivational CQ was a significant factor in predicting the effectiveness of manipulative mediation styles in intercultural disputes. Overall, these research findings suggest that motivational CQ may affect the efficacy of negotiation strategies, including manipulative, cooperative, and interest-based behaviors, for resolving intercultural conflicts.…”

Section: Cultural Intelligence Backgroundmentioning

confidence: 99%

“…Given the nascent stage of research on the theoretical relationships between CQ competencies and both negotiation processes and performance outcomes in cross-cultural contexts, as well as the incredible complexity of intercultural negotiations and disputes (e.g., Molinsky, 2007; Salmon et al, 2013), we predict that IBN behaviors will partially explain the positive relationship between CQ and cross-cultural negotiation performance. Based on existing CQ theory and research, we acknowledge the likelihood that CQ competencies affect cross-cultural negotiation performance via other explanatory processes, including the interaction of negotiator individual differences (Barry & Friedman, 1998), interpersonal trust (Salmon et al, 2013), problem-solving style (Engle et al, 2013), and other processes. As such, this study adopts a conservative approach to explaining the causal mechanism between CQ and intercultural negotiation performance.…”

Section: Mediating Effects Of Interest-based Negotiation Behaviorsmentioning

confidence: 99%

“…Second, we expand the nomologial net of CQ theory by illustrating a key mediating process that partially explains CQ's effect on complex intercultural processes. While empirical studies examining the direct effects of CQ competencies on performance outcomes are growing (e.g., Ahn & Ettner, 2013;Chua, Morris, & Mor, 2012;Eisenberg, Lee, et al, 2013;Salmon et al, 2013), research addressing the key explanatory mechanisms of CQ's effects on intercultural processes and performance outcomes is scarce. Third, echoing the sentiment of a growing number of cross-cultural management education scholars (e.g., Blasco, 2009;Eisenberg, Hartel, et al, 2013), this study advances the field's shift from examining cross-cultural competence as cognitive knowledge bases to cognitive experiences and transformations via experiential exposure to intercultural situations.…”

mentioning

confidence: 99%

See 1 more Smart Citation

Examining Cultural Intelligence and Cross-Cultural Negotiation Effectiveness

Groves

Feyerherm

2014

Journal of Management Education

View full text Add to dashboard Cite

International negotiation failures are often linked to deficiencies in negotiator cross-cultural capabilities, including limited understanding of the cultures engaged in the transaction, an inability to communicate with persons from different cultural backgrounds, and limited behavioral flexibility to adapt to culturally unfamiliar contexts. Although management educators are concerned about developing students' cross-cultural capabilities, there exists very little empirical research demonstrating the impact of such abilities on negotiation performance. To address this limitation while advancing research on the development of cross-cultural capabilities, we examined the impact of cultural intelligence (CQ) on cross-cultural negotiation performance. Using assessment center and consensus rating methodologies, 113 fully employed MBA students participated in a negotiation exercise designed to underscore key cultural differences with respect to both negotiation style and substantive issues. Controlling for prior negotiation and international experiences, personality (openness to change and extraversion), and emotional intelligence, our results demonstrated that CQ predicted negotiation performance while interest-based negotiation behaviors partially mediated the CQ-negotiation performance relationship. CQ capabilities facilitated negotiators' ability to demonstrate cooperative, interest-based

show abstract

“…The identification of the enabling conditions that support collaboration within and across national borders would be of great value to managers and practitioners who seek to foster effective collaboration within multinational firms conducing global work. In this special issue, Salmon et al (2013) provided practical insight into when particular mediation tactics will be most likely to help to reach conflict resolution during intercultural negotiation. Research such as this that provides insights that can be readily translated and applied to the work of individuals working at the intersection of cultures such as ambassadors, expatriates, and international mediators is a welcomed addition to the field.…”

mentioning

confidence: 99%

Reflections of Cross‐Cultural Collaboration Science

Salazar

Salas

2013

J Organ Behavior

View full text Add to dashboard Cite

The notion that effective collaboration benefits team and organizational performance has been around for many years. Interest in the construct of collaboration is a dominant area of research not only in the fields of industrial organizational psychology and organizational behavior but also in other areas of study such as sociology and medicine (Bedwell et al., 2012). Most recently, the prevalence and growth of global work, consisting of activities such as trade, off-shoring, and economic activity across national borders, has aroused the interest of cross-cultural psychologists in studying collaboration. The articles presented in this special issue provide evidence of this growing area of inquiry.Looking across this growing body of theoretical and empirical research, we observe that the use of a common definition of this construct could help future cross-cultural and multicultural research to be more fruitfully conducted. Hence, our goal here is to highlight several fundamental questions that exist regarding collaboration within and across national and cultural borders. We will not attempt to review or summarize the literature that has been amassed over the past few decades. Rather, we seek to provide an integrated view of the key questions, problems, and opportunities that pose a direct challenge to our field. By highlighting these areas, we seek to stimulate others to conduct needed research.We believe that several fundamental questions regarding the nature of collaboration within and across cultures still exist. These questions are as follows: (i) What can be gained by studying collaboration from a cross-cultural perspective? (ii) What do we know (and not know) about collaboration within and between cultures? (iii) What do we need to know in order to effectively manage multicultural collaborations? (iv) How should we advance scholarship about cross-cultural and multicultural collaborations? The remainder of this paper is organized around these focal questions. Prior to answering these questions, we start with the presentation of a unifying definition of collaboration and the value for studying collaboration from a cultural perspective in the first place. We conclude with recommendations for future directions.

show abstract

Cultural contingencies of mediation: Effectiveness of mediator styles in intercultural disputes

Cited by 3 publications

References 0 publications

Experience of Time by People on the Go

Experience of Time by People on the Go

Examining Cultural Intelligence and Cross-Cultural Negotiation Effectiveness

Reflections of Cross‐Cultural Collaboration Science

Contact Info

Product

Resources

About