Managers Handling Disputes: Third-Party Roles and Perceptions of Fairness.

Karambayya, Rekha; Brett, Jeanne M.

doi:10.2307/256564

Cited by 114 publications

(49 citation statements)

References 11 publications

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“…While this is the ideal, no attempt has been made to determine whether it exists in organization conflict resolution systems. In fact, research at the microjustice level suggest that we might expect differences in patterns of outcomes based on procedural differences (Karambayya & Brett, 1989;Notz & Starke, 1987).…”

Section: Procedures and Outcome Patterns In Previous Re-searchmentioning

confidence: 99%

“…These procedures may be categorized as dyadic negotiation, where the parties (or their representatives) meet to attempt a resolution mediation, where a third party attempts to facilitate resolution but is unable to force it; and binding intervention, where a third party considers the case and decides the outcome. Several studies that compared these processes at a microjustice level (Karambayya & Brett, 1989) have indicated that mediation may be more likely to produce a compromise solution; however, this has not been examined at the macrojustice level. The second hypothesis is as follows:…”

Section: Procedures and Outcome Patterns In Previous Re-searchmentioning

confidence: 99%

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Deriving benefits from conflict resolution: A macrojustice assessment

Todor

Owen

1991

Employ Respons Rights J

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Effective conflict resolution procedures serve to minimize dysfunctional effects of conflict and maximize functional effects. In the literature on conflict resolution procedures, the effectiveness of procedures has been evaluated primarily from the perspective of the individual. This article suggests that a system-level analysis of the pattern of outcomes resulting from different conflict resolution procedures is a necessary component in formulating a comprehensive framework for the design and evaluation of conflict resolution systems in organizations. The analytic questions addressed by this study concernassociations between resolution procedures and outcome patterns in a system created specifically for conflict resolution within organizations: the grievance system. The pattern of outcomes was found to vary with the conflict resolution procedure. It is suggested that this has important implications for effective conflict resolution systems.

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Section: Procedures and Outcome Patterns In Previous Re-searchmentioning

confidence: 99%

Section: Procedures and Outcome Patterns In Previous Re-searchmentioning

confidence: 99%

Deriving benefits from conflict resolution: A macrojustice assessment

Todor

Owen

1991

Employ Respons Rights J

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“…Subsequent experimental research noted the propensity of 'third parties' to adopt dispute resolution approaches more associated with mediation when made aware of the option (Karambayya and Brett, 1989;Karambayya et al, 1992).…”

Section: Literature Reviewmentioning

confidence: 99%

The role of workplace mediation: a critical assessment

Bennett

2014

Personnel Review

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Purpose – Interest in mediation as an alternative strategy for managing conflict in the workplace has grown recently both in terms of theory, practice and government policy. The purpose of this paper is to investigate the efficacy of the process as practised in higher education, where its use is quite well developed. Its key aim is to increase the understanding of the process through a more qualitative sectorial analysis. Design/methodology/approach – The research took place over a six-month period in 2011. It is based on the views and experiences of 36 representatives from 16 universities across the North of England and four senior managers from mediation providers serving those organisations. Face-to-face semi-structured interviews with an average duration of one hour were undertaken with the majority of respondents with a small number of slightly shorter telephone interviews. All interviews were fully transcribed. Findings – The key findings of the research suggest that universities, whilst having similarities to other organisations in terms of the rationale, implementation and management of workplace mediation, have a practice also informed by some aspects specific to the sector. These include: the ethos of the sector, the nature of the academic labour process, its potential client base and also in its desire to network with others within the sector. Originality/value – The study offers a more in-depth understanding of mediation as practised in a cross-section of organisations in one sector and is in contrast to the predominantly more quantitative approach adopted so far in the mediation literature in the UK.

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“…Hence, the influence of such a third party may affect the dependent variable, concessionary negotiated pricing orientation. Most of the literature on third party influence has investigated managerial contexts such as labor disputes or intra-organizational budget issues (Conlon & Fasolo, 1990;Conlon & Ross, 1993;Elangovan, 1995;Idaszak & Carnevale, 1989;Karambayya & Brett, 1989;Karambayya, Brett, & Lytle, 1992;Pillutla & Murnighan, 1995;Pinkley et al, 1995). In such cases, the third party acts as a neutral mediator.…”

Section: Framing Effectsmentioning

confidence: 99%

An empirical investigation of framing effects in negotiations: A study of single‐family home sales

Witte

Grünhagen

Gentry

2008

Psychology and Marketing

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This paper integrates Prospect Theory and the concept of framing in a study of consumer negotiated pricing in a real estate context. Building on previously conducted experimental designs, a field survey indicated that home sellers using sales price as a reference point display greater willingness to make concessions than those who use equity as their reference point. Further, the third-party influence of the realtor was shown to alter Prospect Theory predictions so that even equity-based sellers became concessionary.

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Managers Handling Disputes: Third-Party Roles and Perceptions of Fairness.

Cited by 114 publications

References 11 publications

Deriving benefits from conflict resolution: A macrojustice assessment

Deriving benefits from conflict resolution: A macrojustice assessment

The role of workplace mediation: a critical assessment

An empirical investigation of framing effects in negotiations: A study of single‐family home sales

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