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The behavioral decision-making and negotiations literature usually advocates a first-mover advantage, explained the anchoring and adjustment heuristic. Thus, buyers, who according to the social norm, tend to move second, strive to make the first offer to take advantage of this effect. On the other hand, negotiation practitioners and experts often advise the opposite, i.e., moving second. These opposite recommendations regarding first offers are termed the Practitioner-Researcher paradox. In the current article, we investigate the circumstances under which buyers would make less favorable first offers than they would receive were they to move second, focusing on low power and anxiety during negotiations. Across two studies, we manipulated negotiators' best alternative to the negotiated agreement (BATNA) and measured their anxiety. Our results show that, when facing neutral-power sellers, weak buyers who feel anxious would make inferior first offers (Studies 1 and 2). When facing low-power sellers, weak buyers would make inferior first offers across all anxiety levels (Study 2). Our findings shed light on two critical factors leading to the Practitioner-Researcher paradox: power and anxiety, and offer concrete guidelines to buyers who find themselves at low power and highly anxious during negotiations.

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Background: Job satisfaction is a key factor in organizational growth and success. Intern satisfaction, on the contrary, has not received much attention, despite its effect on all relevant players. Purpose: The purpose of this study is to examine factors affecting intern satisfaction in startup companies through the lens of the Job Characteristics Model (JCM) and additional work environment characteristics. Methodology/Approach: A total of 434 undergraduate students—participating in an unpaid internship for 10 weeks—filled out a 20-item survey regarding their experience. Items were designed to measure core job characteristics, the consequent experienced psychological states, work environment characteristics, and participants’ satisfaction. Findings/Conclusions: Factors affecting intern satisfaction corresponded to predictions of the JCM as evidenced by three mediation models. Core job characteristics predicted hypothesized psychological states, which then predicted intern satisfaction. Learning opportunities, supervisor support, and organizational atmosphere contributed significantly in explaining additional satisfaction variance. Implications: Internship programs in startups potentially benefit all sides: students, institutions, and companies. In coordinating and planning these programs, both the universities and the companies would do best to consider the psychological factors that best predict the intern’s satisfaction—feelings of responsibility, meaning, and knowledge of work results—in addition to offering learning opportunities, supervisory support, and a positive organizational atmosphere.