Getting off on the right foot: Subjective value versus economic value in predicting longitudinal job outcomes from job offer negotiations.

Abstract

Although negotiation experiences can affect a negotiator's ensuing attitudes and behavior, little is known about their long-term consequences. Using a longitudinal survey design, the authors tested the degree to which economic and subjective value achieved in job offer negotiations predicts employees' subsequent job attitudes and intentions concerning turnover. Results indicate that subjective value predicts greater compensation satisfaction and job satisfaction and lower turnover intention measured 1 year later. Surprisingly, the economic outcomes that negotiators achieved had no apparent effects on these factors. Implications, limitations, and future directions are discussed.

The Objective Value of Subjective Value: A Multi‐Round Negotiation Study

“…To test the theory that SV can have important long‐term consequences in real‐world settings, Curhan, Elfenbein, and Kilduff (2009) examined longitudinally the roles played by objective and subjective value achieved at the time of job‐offer negotiations in predicting employees' subsequent job attitudes and turnover intentions 1 year later. The results indicated that SV from job‐offer negotiations predicted greater subsequent compensation satisfaction and job satisfaction, and lower subsequent turnover intention.…”

Sabotaging the deal: The way relational concerns undermine negotiators

“…Despite the negotiation literature's focus on economic outcomes, they are but one measure of negotiator success (Curhan, Elfenbein, & Kilduff, 2009). Other outcomes, including satisfaction with the experience also matter to negotiators (Curhan, Elfenbein, & Xu, 2006).…”

On the role of personality, cognitive ability, and emotional intelligence in predicting negotiation outcomes

“…Empirical work shows tangible performance consequences to high SV in terms of future economic gain, stronger professional relationships for the future, and even job satisfaction among employees (Curhan, Elfenbein, & Kilduff, 2009;Tinsley, O'Connor, & Sullivan, 2002). Subjective value has two theoretically distinct conceptualizations: the perceptions of the negotiator and the perceptions of the counterpart.…”