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The study aimed to investigate whether employees' ethnic culture affects their organizational aggression toward their managers. The authors compared aggression toward managers in two samples of Israeli employees—Jews who are low collectivists and Arabs who are high collectivists. The study's sample was composed of 160 employees in 19 community centers—80 Israeli Jews and 80 Israeli Arabs. Results indicate that ethnic group is the major predictor of employees' aggressive behavior, whereas gender predicts aggression within each ethnic group. Furthermore, a significant distinction in the use of direct and indirect aggression was found between the two ethnic groups. Theories of power distance, cultural communication patterns, and comparative analysis of emotion expressions offer possible explanations for these results.

Purpose -The purpose of this paper is to obtain insight into court-referred mediation in the Israeli Labor Courts, by analyzing its processes and outcomes, as a function of tactics used by both the disputants and the mediator. Design/methodology/approach -Observation of 103 court-referred mediations, for each of which a detailed process and outcome were documented. Data on disputants' refusal to participate in the mediation was also collected. At the end of each mediation case, disputants were given a questionnaire in which they expressed their satisfaction with the outcome and their evaluation of the mediator's contribution. Findings -A low rate of refusal to participate in court-referred mediation was found. Also, the higher the ratio of soft tactics to pressure tactics employed (by all parties involved) during the process, the higher the rate of agreements. Mediators use significantly more soft tactics than disputants, and are more active in using tactics. The two significant variables that predict the mediation's agreement are the ratio between soft tactics to pressure tactics used by all parties, and mediator contribution to the process. Practical implications -The significant role of soft tactics in the process, outcome, and satisfaction of court-referred mediation may serve as a guideline for disputants and mediators. Originality/value -This unique research, which examines the impact of tactics on court-referred mediation, may provide added and significant theoretical insight into its process and outcome, as well as a better understanding of other "hybrid" (compulsory at the beginning, voluntary at the end) mediations.

The present study aimed to investigate three questions concerning Kahneman’s Endowment Effect. (a) Does the Endowment Effect apply to negotiations on intangible items such as intellectual resources and time invested in academic chores? (b) Does the sequence in which proposals are presented to the negotiators influence the Endowment Effect and, if so, how? (c) Does the Endowment Effect have the same impact in on-going negotiations as in one-shot negotiations? The investigation focused on the trade-off made by students between advanced courses and seminars, which we term as Academic Chores Trade-Off (ACTO). The results indicated the existence of the Endowment Effect in negotiations on the above intangible items (ACTO) but could also be partially interpreted as reflecting the negotiators attempts to improve their positions. The results also supported the existence of a Sequence Effect combined with an intensification of the Endowment Effect. The Endowment Effect in on-going negotiations was not found to be significantly different from that in the one-shot format. Copyright Springer 2006endowment effect, one-shot negotiations, on-going negotiations, sequence effect,

Purpose -The purpose of this paper is to investigate whether changing the sequence of proposals during negotiations and changing the order of the responding options might minimize the endowment effect, therefore producing a better chance at reaching an agreement. Design/methodology/approach -The study includes four versions of questionnaires comprised of two identical proposals (one gain and one loss) in reversal sequences, and two identical reimbursement options in reverse order. The four versions aim to allow for a combined investigation of the impact of proposals sequence and the reimbursement options sequence on the endowment effect. Each of the study's 814 participants received one of the four questionnaires. Based on both framing and contrast effects, it is hypothesized that the sequence of proposals -when the first one is conceived as a loss and the second as a gain -has a moderating impact on the endowment effect. Findings -The findings show a significant endowment effect as a high demand inducer in negotiations, and a significant impact of the proposals sequence as a factor that reduces the endowment effect. However, no significant impact of the responding options' order on the endowment effect was found. Practical implications -The study contributes to the understanding of the impact of proposal sequence in negotiations. Negotiators who understand how to utilize the proposals sequence may lead the negotiation to a concessionary atmosphere. Originality/value -The paper focuses on the application of the framing and contrast effects to the negotiation process, as well as highlighting the negotiation process, whereby negotiators' insight about the proposal sequence may lead to a better outcome.

The high and rapidly rising rate of work stoppages has created cortcern in many industrialised countries. The increase in industrial unrest has been accompanied by a growing public demand for greater intervention by govern ment in labour management relations. The desirability of such compulsory intervention is, however, a subject of great controversy. Israel and Australia provide a useful comparative study for the various effects of compulsory inter ventian in labour relations. The objective of this article is to compare the process, effects and effectiveness of compulsory intervention in the two countries. The conclusion is that it has not been proven that compulsory arbitration will result in a lower level of strike activity, while its introduction may result in irreversible and sometimes undesirable effects on the conduct of industrial relations.

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