Bridging the partisan divide: Self-affirmation reduces ideological closed-mindedness and inflexibility in negotiation.

Three studies link resistance to probative information and intransigence in negotiation to concerns of identity maintenance. Each shows that affirmations of personal integrity (vs. nonaffirmation or threat) can reduce resistance and intransigence but that this effect occurs only when individuals' partisan identity and/or identity-related convictions are made salient. Affirmation made participants' assessment of a report critical of U.S. foreign policy less dependent on their political views, but only when the identity relevance of the issue rather than the goal of rationality was salient (Study 1). Affirmation increased concession making in a negotiation over abortion policy, but again this effect was moderated by identity salience (Studies 2 and 3). Indeed, although affirmed negotiators proved relatively more open to compromise when either the salience of their true convictions or the importance of remaining faithful to those convictions was heightened, the reverse was true when the salient goal was compromise. The theoretical and applied significance of these findings are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Culture and egocentric perceptions of fairness in conflict and negotiation.

In this article, the authors advanced a cultural view of judgment biases in conflict and negotiation. The authors predicted that disputants' self-serving biases of fairness would be more prevalent in individualistic cultures, such as the United States, in which the self is served by focusing on one's positive attributes to "stand out" and be better than others, yet would be attenuated in collectivistic cultures, such as Japan, where the self is served by focusing on one's negative characteristics to "blend in" (S. J. Heine, D. R. Lehman, H. R. Markus, & S. Kitayama. 1999). Four studies that used different methodologies (free recall, scenarios, and a laboratory experiment) supported this notion. Implications for the science and practice of negotiation are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

"Team negotiation: An examination of integrative and distributive bargaining": Correction.

Reports an error in "Team negotiation: An examination of integrative and distributive bargaining" by Leigh Thompson, Erika Peterson and Susan E. Brodt (Journal of Personality and Social Psychology, 1996[Jan], Vol 70[1], 66-78). Susan E. Brodt's department affiliation was listed incorrectly on p. 66. Her correct affiliation is The Fuqua School of Business, Duke University. (The following abstract of the original article appeared in record 1996-01707-006.) Two experiments compared the effectiveness of team and solo negotiators in integrative and distributive bargaining. When at least 1 party to a negotiation was a team, joint profit increased. Teams, more than solos, developed mutually beneficial trade-offs among issues and discovered compatible interests. The presence of at least 1 team increased information exchange and accuracy in judgments about the other party's interests in comparison with solo negotiations. The belief by both teams and solos that teams have a relative advantage over solo opponents was not supported by actual outcomes. Unexpectedly, neither private meetings nor friendships among team members improved the team's advantage. Teams of friends made less accurate judgments and reached fewer integrative agreements compared to teams of nonfriends. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Paying a price: Culture, trust, and negotiation consequences.

Three studies contrasting Indian and American negotiators tested hypotheses derived from theory proposing why there are cultural differences in trust and how cultural differences in trust influence negotiation strategy. Study 1 (a survey) documented that Indian negotiators trust their counterparts less than American negotiators. Study 2 (a negotiation simulation) linked American and Indian negotiators' self-reported trust and strategy to their insight and joint gains. Study 3 replicated and extended Study 2 using independently coded negotiation strategy data, allowing for stronger causal inference. Overall, the strategy associated with Indian negotiators' reluctance to extend interpersonal (as opposed to institutional) trust produced relatively poor outcomes. Our data support an expanded theoretical model of negotiation, linking culture to trust, strategies, and outcomes. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

A whole much less than the sum of its parts.

Comments on R. Eisenberger and J. Cameron's (see record 1996-06440-007) discussion of the detrimental effects of reward. The author discusses limitations to the original article and notes that many of these limitations stem from the fact that this article was based on a previous meta analysis by J. Cameron and W. D. Pierce (1994) that had the same difficulties. These limitations include the treatment of experiments that reported significant interactions between reward variables and other factors not included in the analysis and and small effect-size estimates. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The sum of the parts does not equal the whole: Evidence from bihemispheric processing.

Examined in 5 experiments whether bihemispheric processing can be predicted from the processing observed when information is directed initially to just 1 hemisphere. Ss decided if laterally presented words rhymed with a previously presented central target. Trials varied in the degree to which the information displayed was redundant. On some trials, the same word appeared twice; in others, different words appeared, but they both led to the same decision; and finally, on some trials, different words appeared, each of which also led to a different decision. The patterns found for unilateral and bilateral trials were distinct. Furthermore, the pattern observed on bilateral trials could not be predicted from that found on unilateral trials, suggesting that interhemispheric interaction cannot be surmised from observing a hemisphere processing information in relative isolation. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Cognitive science: Making the whole different from the sum of its parts.

Reviews the book, From models to modules: Studies in cognitive science from the McGill workshops edited by I. Gopnik and M. Gopnik (1986). This book is only moderately successful in conveying the exciting advances that are beginning to appear as a result of the interdisciplinary efforts in cognitive science. The book's emphasis on language processes and linguistics will seriously limit its potential readership, although there are some contributions from outside that domain. Moreover, many of the chapters were not prepared with a general audience in mind, and to appreciate a number of the chapters fully the reader must have a strong linguistic background. A more severe problem is that the chapters are based on a series of workshops held at McGill University in 1982 and 1983. The sad consequences are that (a) the book is badly out of date (few references are more recent than 1983), (b) most of the contributions were not original but were based on ideas and results that were or were about to be in print at the time the workshops were held, and (c) many of the chapters are so short that they do not provide adequate depth of coverage. At this late date, the value of the book may be as a summary of a few of the early issues and methodologies that have captured the attention of cognitive scientists. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The impact of positive mood on trust in interpersonal and intergroup interactions.

Although the trust development literature has been characterized overwhelmingly by rationality-based models, the current research attempts to explain how affect can influence this process. To better understand how and why affect would influence trust development, 5 experiments were conducted to examine the effects of positive mood on people’s tendencies to trust and distrust others. Consistent with theory, which argues that positive mood promotes schema reliance, the relationship between positive mood and trust was influenced by the presence of cues that indicated whether the other party was trustworthy or untrustworthy. Across 5 studies, trusting behaviors (Experiments 1–3) and perceptions of trustworthiness (Experiments 4 and 5) were found to be influenced by cues associated with trust or distrust. Specifically, when available cues about the other party promoted trust, people in a positive mood increased their trust; when cues promoted distrust, people in a positive mood decreased their trust. The data support the expectation that affect can influence trust development, although the relationship is more complex than main effect predictions of mood-congruency models. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Perceived trustworthiness of knowledge sources: The moderating impact of relationship length.

Prior meta-analytic evidence has indicated no association between relationship length and perceived trustworthiness. Viewing trustors as information processors, the authors propose a model in which relationship length, although having no direct effect on perceived trustworthiness, moderates the association between perceived trustworthiness and the basis on which people decide to trust each other. Specifically, as trustors learn about others, they base their trust on different kinds of information (demographic similarity, trustworthy behavior, and shared perspective). Hierarchical multiple regression analyses of a field survey of supervisors and subordinates from 3 companies (N = 88) provide evidence consistent with this prediction: Perceived trustworthiness is associated with demographic similarity in newer relationships, with trustworthy behavior in relationships that are neither brand new nor old but in-between, and with shared perspective in older relationships. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Constraints and triggers: Situational mechanics of gender in negotiation.

The authors propose 2 categories of situational moderators of gender in negotiation: situational ambiguity and gender triggers. Reducing the degree of situational ambiguity constrains the influence of gender on negotiation. Gender triggers prompt divergent behavioral responses as a function of gender. Field and lab studies (1 and 2) demonstrated that decreased ambiguity in the economic structure of a negotiation (structural ambiguity) reduces gender effects on negotiation performance. Study 3 showed that representation role (negotiating for self or other) functions as a gender trigger by producing a greater effect on female than male negotiation performance. Study 4 showed that decreased structural ambiguity constrains gender effects of representation role, suggesting that situational ambiguity and gender triggers work in interaction to moderate gender effects on negotiation performance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Implicit negotiation beliefs and performance: Experimental and longitudinal evidence.

The authors argue that implicit negotiation beliefs, which speak to the expected malleability of negotiating ability, affect performance in dyadic negotiations. They expected negotiators who believe negotiating attributes are malleable (incremental theorists) to outperform negotiators who believe negotiating attributes are fixed (entity theorists). In Study 1, they gathered evidence of convergent and discriminant validity for the implicit negotiation belief construct. In Study 2, they examined the impact of implicit beliefs on the achievement goals that negotiators pursue. In Study 3, they explored the causal role of implicit beliefs on negotiation performance by manipulating negotiators' implicit beliefs within dyads. They also identified perceived ability as a moderator of the link between implicit negotiation beliefs and performance. In Study 4, they measured negotiators' beliefs in a classroom setting and examined how these beliefs affected negotiation performance and overall performance in the course 15 weeks later. Across all performance measures, incremental theorists outperformed entity theorists. Consistent with the authors' hypotheses, incremental theorists captured more of the bargaining surplus and were more integrative than their entity theorist counterparts, suggesting implicit theories are important determinants of how negotiators perform. Implications and future directions are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Claiming a large slice of a small pie: Asymmetric disconfirmation in negotiation.

Three studies show that negotiators consistently underestimate the size of the bargaining zone in distributive negotiations (the small-pie bias) and, by implication, overestimate the share of the surplus they claim (the large-slice bias). The authors explain the results by asymmetric disconfirmation: Negotiators with initial estimates of their counterpart's reservation price that are "inside" the bargaining zone tend to behave consistently with these estimates, which become self-fulfilling, whereas negotiators with initial "outside" estimates revise their perceptions in the face of strong disconfirming evidence. Asymmetric disconfirmation can produce a population-level bias, even when initial perceptions are accurate on average. The authors suggest that asymmetric disconfirmation has implications for confirmation bias and self-fulfilling-prophecy research in social perception. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Trust, trustworthiness, and the F scale.

"Ss played an interprersonal game which, in one position, required them to choose between being trusting or suspicious of another and, in a second position, required them to choose between being trustworthy or untrustworthy toward another. There was a striking tendency for Ss who were trusting to be trustworthy and for Ss who were suspicious to be untrustworthy. F scale scores correlated significantly with game behavior; Ss with Low scores tended to be Trusting and Trustworthy while Ss with High scores tended to be Suspicious and Untrustworthy in their game choices." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

What do people value when they negotiate? Mapping the domain of subjective value in negotiation.

Four studies support the development and validation of a framework for understanding the range of social psychological outcomes valued subjectively as consequences of negotiations. Study 1 inductively elicited and coded elements of subjective value among students, community members, and practitioners, revealing 20 categories that theorists in Study 2 sorted into 4 underlying subconstructs: Feelings About the Instrumental Outcome, Feelings About the Self, Feelings About the Negotiation Process, and Feelings About the Relationship. Study 3 proposed a new Subjective Value Inventory (SVI) and confirmed its 4-factor structure. Study 4 presents convergent, discriminant, and predictive validity data for the SVI. Indeed, subjective value was a better predictor than economic outcomes of future negotiation decisions. Results suggest the SVI is a promising tool to systematize and encourage research on subjective outcomes of negotiation. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Continuity and the persistence of objects: when the whole is greater than the sum of the parts

In three experiments, a total of 480 participants heard a version of the story of the ship of Theseus (Hobbes, 1672/1913), in which a novel object, labeled with a possessive noun phrase, underwent a transformation in which its parts were replaced one at a time. Participants then had to decide which of two objects carried the same possessive noun phrase as the original: the one made entirely of new parts (that could be inferred to be continuous with the original) or one reassembled from the original parts (that could not be inferred to be continuous with the original). Participants often selected the object made of new parts, despite the radical transformation. However, the tendency to do so was significantly stronger (1) if the object was described as an animal than if it was described as an artifact, (2) if the animal's transformation lacked a human cause than if it possessed one, and (3) if the selection was made by adults or 7-year-olds than if it was made by 5-year-olds. The findings suggest that knowledge about specific kinds of objects and their canonical transformations exerts an increasingly powerful effect, over the course of development, upon people's tendency to rely on continuity as a criterion for attributing persistence to objects that undergo change.     

Facial dynamics as indicators of trustworthiness and cooperative behavior.

Detecting cooperative partners in situations that have financial stakes is crucial to successful social exchange. The authors tested whether humans are sensitive to subtle facial dynamics of counterparts when deciding whether to trust and cooperate. Participants played a 2-person trust game before which the facial dynamics of the other player were manipulated using brief (     

Team negotiation: An examination of integrative and distributive bargaining.

[Correction Notice: An erratum for this article was reported in Vol 70(3) of Journal of Personality and Social Psychology (see record 2010-03549-001). Susan E. Brodt's department affiliation was listed incorrectly on p. 66. Her correct affiliation is The Fuqua School of Business, Duke University. It appears correctly in this record.] Two experiments compared the effectiveness of team and solo negotiators in integrative and distributive bargaining. When at least 1 party to a negotiation was a team, joint profit increased. Teams, more than solos, developed mutually beneficial trade-offs among issues and discovered compatible interests. The presence of at least 1 team increased information exchange and accuracy in judgments about the other party's interests in comparison with solo negotiations. The belief by both teams and solos that teams have a relative advantage over solo opponents was not supported by actual outcomes. Unexpectedly, neither private meetings nor friendships among team members improved the team's advantage. Teams of friends made less accurate judgments and reached fewer integrative agreements compared to teams of nonfriends. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Beyond good and evil: The time-course of neural activity elicited by specific picture content.

The present study examined electrocortical evidence for a negativity bias, focusing on the impact of specific picture content on a range of event-related potentials (ERPs). To this end, ERPs were recorded while 67 participants viewed a variety of pictures from the International Affective Picture System. Examination of broad categories (i.e., pleasant, neutral, unpleasant) found no evidence for a negativity bias in two early components, the N1 and the Early Posterior Negativity (EPN), but revealed that unpleasant images did elicit a larger late positive potential (LPP) than pleasant pictures. However, images of erotica and mutilation elicited comparable LPP responses, as did affiliative and threatening images. Exciting (i.e., sports) images and disgusting images elicited smaller LPPs than other emotional images, similar to neutral images containing people—which were associated with the largest LPPs among neutral pictures. When these three anomalous categories (exciting, disgusting, and scenes with people) were excluded, unpleasant images no longer elicited a larger LPP than pleasant images. Thus, including exciting images in pleasant ERP averages disproportionately reduces the LPP. The present findings are discussed in light of the motivational significance of specific picture subtypes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Majority and minority influence in group negotiation: The moderating effects of social motivation and decision rules.

In organizational groups, often a majority has aligned preferences that oppose those of a minority. Although such situations may give rise to majority coalitions that exclude the minority or to minorities blocking unfavorable agreements, structural and motivational factors may stimulate groups to engage in integrative negotiation, leading to collectively beneficial agreements. An experiment with 97 3-person groups was designed to test hypotheses about the interactions among decision rule, the majority's social motivation, and the minority's social motivation. Results showed that under unanimity rule, minority members block decisions, thus harming the group, but only when the minority has proself motivation. Under majority rule, majority members coalesce at the minority's expense, but only when the majority has a proself motivation. Implications for negotiation research and group decision making are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)