Ethically questionable negotiation tactics: the differential roles of national, societal and individual cultural values

Stefanidis, Abraham; Banai, Moshe; Schinzel, Ursula; Erkuş, Ahmet

doi:10.1108/ccsm-11-2019-0213

Cited by 5 publications

(4 citation statements)

References 120 publications

(216 reference statements)

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“…As demonstrated by Miller et al [54], this understanding is reflected primarily in people's behavior. Similar connections have been demonstrated for behavior in negotiations [56]. Negotiators from organizational cultures with a strong competitive orientation were more likely to employ unethical negotiation tactics such as lying or bargaining.…”

Section: Self-concept and Cultural Backgroundsupporting

confidence: 67%

Priming the Future: Navigating Ethical Transformations in Negotiation Landscapes

Weinmann,

Voeth

2024

Business, Management and Economics

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As the landscape of negotiation ethics continues to evolve, it reflects significant shifts in societal attitudes and organizational priorities. A mere decade ago, the prevailing sentiment toward the legitimacy of unethical negotiation tactics was more lenient, with a common acceptance of occasional lies and deceptions as commonplace. However, the contemporary perspective on this matter is notably more nuanced. As companies increasingly embrace ethical considerations through compliance and corporate social responsibility, the scrutiny of negotiation tactics for their ethical correctness has intensified. To address this societal and, as a consequence, organizational change, our study presents the concept of priming as a strategic tool for promoting ethical conduct in organizational practice. By strategically activating memory content related to ethics, the research seeks to enhance ethical awareness in business negotiations. Through a systematic literature review, the study explores the suitability of different forms of priming in various negotiation contexts and examines practical ways of priming for ethical negotiation behavior. The findings suggest that ethics-based priming in negotiations holds promise for fostering fairness and honesty, presenting viable pathways for integration into negotiation practices.

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Section: Self-concept and Cultural Backgroundsupporting

confidence: 67%

Priming the Future: Navigating Ethical Transformations in Negotiation Landscapes

Weinmann,

Voeth

2024

Business, Management and Economics

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“…norms and beliefs) was identified as an integration mechanism that could differ based on demographic context (e.g. universal phenomenon) (Stefanidis et al, 2021). Research can thus benefit the most when these studies are conducted at different levels of analysis, such as global (i.e.…”

Section: Theoretical Implicationsmentioning

confidence: 99%

Collectivistic norms, beliefs and Mexican OCBs: gender and generation differences

Baeza

González

Chapa

et al. 2022

CCSM

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PurposeThe authors study the role of collectivistic norms and beliefs on organizational citizenship behaviors (OCBs) in Mexico, including differences across gender and generations.Design/methodology/approachThe authors researched the relationship between Mexican employees' collectivistic norms and beliefs and their OCBs, which the authors grouped into etic (universal), emic (regional) and unique (indigenous) categories, the latter referred to as Mexican OCBs (MOCBs). The authors also studied the role of gender and generations as moderators.FindingsCollective norms had a positive relationship only on the etic OCBs of sportsmanship, while collective beliefs impacted altruism and civic virtue; the etic OCBs of personal development, protecting company resources, interpersonal harmony; and the MOCBs of dedication and camaraderie. Collective beliefs on the etic OCB of altruism, the emic OCB of protecting company resources and the unique MOCB of camaraderie were stronger for workers from Xers than for Millennials. Moderation tests also showed that collective belief had stronger effects on the emic OCB of protecting company resources and the unique MOCBs of dedication and camaraderie for men than for women.Research limitations/implicationsGender roles in emerging economies where society is characterized by collectivistic attributes, especially in a sample drawn from professional employees, may have changed. This could explain the reason why most of the interactions were stronger for men. Future studies involving gender roles should look beyond a demographic variable and design an instrument measuring self-perceptions of role identity, such as the Bem Sex Role Inventory (Bem, 1974). This study's findings could be generalized, particularly, to other Latin American nations, but scholars should acknowledge differences in economic development and gender roles, as well as unique cultural elements (Arriagada, 2014; Hofstede, 1980).Practical implicationsThe results of this study yield three practical implications for international managers, including (1) distinguishing between the impact of changing cultural norms or beliefs on OCBs, (2) understanding how demographic factors such as gender or generation may influence the degree of OCBs exhibited in the workplace by specific employee groups, and (3) identifying cultural contexts which promote OCBs. First, workers from a younger generation in a collectivistic society, such as Millennials, respond less positively than workers from older generations to cultural beliefs concerning OCBs, such that they are less willing to engage in a particular category of OCBs including protecting company resources.Social implicationsGlobal managers should be aware that employees engage in distinct OCBs for different reasons. Emphasizing cultural rules and norms behind helping one another may backfire in Mexico, particularly among men and younger generations of workers. This is understandable for these OCBs. For example, engaging in personal development for the organization's sake due to collective norms may be less effective that pursuing personal development opportunities that employees are passionate about or recognize as beneficial for their careers. Dedication and sportsmanship behaviors that stem from rules are likely less strong or effective as OCBs employees engage in due to strong beliefs or altruistic spontaneity.Originality/valueThe authors filled a gap in scholar's understanding of cultural norms and beliefs on behavior. Specifically, the authors found that cultural beliefs shape etic, emic and unique MOCBs, particularly for men and older generations, and that cultural norms have a negligible and sometimes negative role, being positively related only to the etic OCB of sportsmanship.

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“…A well-known definition for program evaluation was put forward by Tayler, who said that program evaluation is a process to find out whether educational goals have been realized [17]. A more widely accepted definition was put forward by two evaluation experts, namely Soyez [18] and Stefanidis et al [19]. They suggest that program evaluation is an effort to provide information to be conveyed to decision makers [11].…”

Section: Program Evaluationmentioning

confidence: 99%

Evaluation of the National Values Construction Program for National Resilience Institute Republic of Indonesia (LEMHANNAS RI)

Yuhastihar¹

2022

Int. J. Appl. Inf. Manag.

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The Program for Strengthening National Values was established by Presidential Regulation Number 67 of 2007 addressing Lemhannas RI. This study's goal is to assess Lemhannas RI's national values building initiative from 2007. This research used the CIPP program assessment paradigm and included observation, interviews, questionnaires, Focus Group Discussions, and document examination. The research included 220 national values strengthening graduates, 4 (four) RI Lemhannas officials who implemented the stabilization program, 3 (three) Lemhannas RI Professional Staff who became resource people for the stabilization program, and 10 (ten) alumni. The findings of the context assessment indicated that Lemhannas RI's implementation of the Program for the Consolidation of National Values had a strong legal foundation, clear and realistic aims and objectives, and significant community needs. For example, inadequate cost support, inadequate curriculum support, inadequate human resource (HR) support, inadequate infrastructure support, and inadequate recruitment participants were found in the Input evaluation. The program may be carried out as intended, and the process monitoring and assessment can offer an overview of quantifiable outcomes. The effect of the strengthening program on alumni is excellent, as shown by changes in attitudes, motives, and actions.

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Ethically questionable negotiation tactics: the differential roles of national, societal and individual cultural values

Cited by 5 publications

References 120 publications

Priming the Future: Navigating Ethical Transformations in Negotiation Landscapes

Priming the Future: Navigating Ethical Transformations in Negotiation Landscapes

Collectivistic norms, beliefs and Mexican OCBs: gender and generation differences

Evaluation of the National Values Construction Program for National Resilience Institute Republic of Indonesia (LEMHANNAS RI)

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