The effects of self‐emotion, counterpart emotion, and counterpart behavior on negotiator behavior: a comparison of individual‐level and dyad‐level dynamics

Abstract

SummaryThis study expands the negotiation literature by examining how negotiator behavior is predicted by various emotions felt by the negotiators and their counterparts and by counterpart negotiation behavior. Using hierarchical linear modeling, we also compare individual-and dyad-level processes that lead to negotiator behavior and outcomes. The results from a dyadic negotiation simulation showed that both the valence and agency of negotiator and counterpart emotions need to be considered to understand the roles of emotion in negotiator behavior. Negotiators tend to reciprocate counterparts' integrating, compromising, and dominating behaviors, but they also offer complementary (or matching) responses to the counterparts' dominating and yielding behaviors. Integrating behavior was more dependent on dyad-level interpersonal dynamics than were the other behaviors. The comparison of negotiator-level and dyad-level results suggests that negotiation needs to be understood in the context of collective exchanges as well as individual-level cognitive processes.

Emotions as strategic information: Effects of other’s emotional expressions on fixed-pie perception, demands, and integrative behavior in negotiation

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Examining the Role of Childhood Experiences in Developing Altruistic and Knowledge Sharing Behaviors among Children in Their Later Life: A Partial Least Squares (PLS) Path Modeling Approach

“…Therefore, we can safely conclude that the sample size of 310 is acceptable for the purpose of this study. Since the respondents were fluent in English and that past research has effectively employed English questionnaires in Pakistan [69][70][71], the questionnaires are not translated in Urdu. Using universal measures in English also provides a better opportunity to compare the findings of this study with those of past research that used English measures (i.e., primarily conducted in the West; Naseer et al [72]).…”

Unpacking the curvilinear relationship between negative affectivity, performance, and turnover intentions: The moderating effect of time-related work stress

“…However, we are convinced that by adopting standard procedures used in similar studies in Pakistan we have reduced these concerns (e.g., Butt, Choi, & Jaeger, 2005;Raja & Johns, 2010;Abbas et al, 2014;Khan et al, 2015). More specifically, participation was voluntary, and participants received a cover letter that assured them of the confidentiality of their responses.…”