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In this paper, we interpret leading research on cross-cultural negotiations to provide practical guidance to practitioners either from or negotiating with, individuals from the U.S., Poland, and Russia. These countries can be considered as sharing a continuum of Western values, with the U.S. at one end, Russia at the other end, and Poland sharing some cultural values from each of the other two plus its own unique cultural values. Culturally, Poland is more similar to Russia; however, attitudinally, it shares many similarities to the U.S. We reviewed the literature in the area including papers in Polish and Russian journals. We discuss each of the cultural similarities and differences among each of these countries in the pages that follow.

PurposeIn this investigation, the authors aim to ask whether engineers, as a profession, share distinct characteristics in their attitudes and behaviors relating to negotiations. Based on a review of the literature, the authors answer in the affirmative. Generally speaking, the existing studies on individual differences of engineers conclude that they are more conscientious, more goal-driven, more competitive and less people-oriented than non-engineers. The authors suggest that these differences have significant consequences on how engineers engage in negotiations. In particular, the authors propose that engineers’ approach to negotiation includes differences related to distributive versus integrative negotiation, emotional intelligence, perspective-taking and preferred persuasion techniques.Design/methodology/approachThis paper involves an integrated literature review, combining research in management, psychology and engineering to investigate whether engineers approach negotiations differently from non-engineers.FindingsThe authors suggest that individual differences between engineers and non-engineers have significant consequences for how engineers engage in negotiations. In particular, the authors propose that engineers’ approach to negotiation includes differences related to distributive versus integrative negotiation, emotional intelligence, perspective-taking and preferred persuasion techniques.Research limitations/implicationsThe authors offer 11 research propositions in areas relating to how engineers engage in distributive versus integrative negotiations, emotional intelligence, perspective-taking and their preferred persuasive techniques.Practical implicationsThere are important implications for how engineers and their supervisors should be aware of these differences between how engineers and non-engineers view negotiations and how these differences may affect them and their employing organizations. There are also cultural implications, particularly for organizations for which engineers comprise a majority or a minority of the workforce composition.Social implicationsThere are important implications for diversity in the engineering profession, especially as it relates to the hiring of women in engineering (as they now comprise a small minority of the profession).Originality/valueTo the best of the authors’ knowledge, this is the first study that investigates how engineers negotiate. Because engineering is a hugely important contributor to society, the results of this have important implications for the society.

Purpose A surprisingly large proportion of the working population of the USA consists of individuals with felony convictions. Moreover, the issue of employability of these individuals is compounded for minorities. This paper aims to present two experimental studies investigating whether minorities with felony backgrounds have a more difficult time being selected for employment than identically situated white applicants. The authors ground the paper in realistic group conflict theory. Results indicate discrimination is more acute against minorities with felony backgrounds than whites with the same background and shed light on the mechanisms leading to this discrimination. Theoretical and practical implications are discussed. Design/methodology/approach This paper involves two experimental studies involving working adults engaging with realistic survey situations using mTurk. Findings Results of both studies indicate discrimination is more acute against minorities with felony backgrounds than whites with the same background, and shed light on the mechanisms leading to this discrimination. Research limitations/implications One limitation of the methodology is that the authors used fictional candidates and jobs. This may have led to understating the effects of discrimination on minorities because it allowed applicants to answer in socially desirable ways (e.g. absent of racial bias) without suffering any of the anticipated negative consequences of actually hiring individuals about whom they hold negative stereotypes. Practical implications This research has several important implications for practice. First, organizations should be keenly aware of the potential for subtle and unconscious bias to affect the job application process even among well-intentioned hiring managers. Second, as the bias is often triggered by threats, organizations should share with their employees the nature of the threat involved with former felons. Social implications Organizations should deliberately address issues associated with the use of criminal background checks. For many organizations, a felony conviction in an applicant’s background automatically eliminates that person from employment. However, a substantial amount of the workforce now has a felony in their background. Indeed, the Equal Employment Opportunity Commission (2012) has issued guidelines that detail important factors that organizations should consider on a case-by-case basis when considering employment for former felons. Organizations may consider updating any blanket exclusions regarding the hiring of ex-felons – not only because it makes good policy but also because it may help the organization hire the best people. Originality/value This research studies an important – and growing – societal problem related to the hiring of convicted felons, and the related issue of racial discrimination that affects black convicted felons particularly hard. There has been very little work in the management area on this topic. Moreover, there has been very little work in all areas that includes experimental methods. The use of such methods is particularly useful to eliminate confounds found in field data.

Purpose The paper aims to investigate why organizations often opt to reject Equal Employment Opportunity Commission (EEOC)-sponsored mediation of employment disputes (in contrast to employees who tend to readily agree to it). It is guided by recent research associated with Shapiro and Kirkman’s (1999, 2001) theory of “anticipatory justice”, whereby (in)justice is anticipated, or expected, when people think about an event they have not yet experienced whose likely fairness they are questioning. In contrast, “organizational justice” reflects people’s retrospective assessments of how fair they have been treated to date. Design/methodology/approach The paper relied upon data made available by the mediation program administered by the US EEOC. The EEOC provided the names and contact information for the officially designated EEOC contacts for each dispute. The authors distributed surveys to each of these organizational representatives and received completed surveys from 492 organizations (a response rate of 85.8 per cent). Findings The authors tested the extent to which organizational representatives’ decision to accept or reject mediation as a means of settling discrimination claims is influenced by representatives’ expectation of more versus less fair treatments – by the opposing party as well as by the third-party mediator – during the mediation procedure. The pattern of findings in the study support all hypotheses and, thus, also the expectation-oriented theories that have guided them. Research limitations/implications The study relies on self-reports. However, this concern is somewhat lessened because of the salience and recency of events to the time of surveying. Practical implications The paper provides new insights on the need for organizations to implement rules, policies and procedures to constrain decision-maker choices consistent with organizational goals. The authors offer specific procedural proposals to reduce this organizational tendency to reject mediation. Social implications Employee grievances are costly to organizations in terms of finances, reputation and to the emotional climate of the organization. Moreover, it is similarly costly to employees. This study provides new insights to better understand why employees (as opposed to organizations) are almost three times more likely to elect mediation of employment disputes. As such, it offers some promising ideas to narrow that gap. Originality/value The paper investigates a little-studied phenomenon – the differential participation rate of employees versus organizations in EEOC-sponsored mediation.

Summary Organizational justice researchers tend to treat as synonyms the terms “justice” and “fairness”. We discuss different definitional arguments, concluding that these two concepts are distinct. Justice should be defined as adherence to rules of conduct, whereas fairness should be defined as individuals' moral evaluations of this conduct. Copyright © 2014 John Wiley & Sons, Ltd.

In this article, we propose and test an integrative theory of leader–member exchange (LMX) that extends our understanding of the mechanisms affecting LMX and important organizational outcomes. We argue that LMX enhances job performance and organizational citizenship behaviors (OCBs) through 2 sets of processes. As a result of a social exchange process, high LMX managers encourage reciprocal obligations. These obligations are manifested as subordinate commitment to their supervisors. This commitment, in turn, prompts more OCBs and higher job performance. Through a second process, high LMX supervisors enhance their subordinates’ self-efficacy and means efficacy, thereby improving job performance. Results of a field study support our predictions. Theoretical and practical implications and directions for future research are discussed.

Purpose: The objective of this study was to compare the pH of saliva from xerostomic patients before and after the use of Salese lozenges (Nuvora Inc., Santa Clara, CA). Materials and Methods: After IRB approval, ten subjects were selected to participate in this pilot study to evaluate the efficacy of Salese. The inclusion criteria were patients on multiple medications who demonstrated xerostomia and acidic salivary pH. Saliva was collected from the patients at baseline and after the use of Salese at selected intervals up to 120 minutes. The pH of the collected saliva was measured, and the data were analyzed using an ANOVA. Results: Use of Salese lozenges showed a shift toward a more neutral pH in the first half hour. The pH remained at the same level after the primary shift for at least 2 hours. Conclusions: This pilot study indicates that patients suffering with xerostomia can use Salese lozenges for at least 10-30 minutes to induce a salivary pH shift to a more neutral level. More research should be performed to investigate the buffering capacity of Salese lozenges.

PurposeThe purpose of this paper is to explore the causes, impact, and resolution of ideological conflicts in the workplace. By integrating research on organizational justice, the paper aims to argue that ideological discord is engendered though the interaction of distributive, procedural, and interactional (un)fairness.Design/methodology/approachUsing a longitudinal field study, the ideas were tested with a sample of 77 claimants, undergoing mediation through the USA. Equal Employment Opportunity Commission (EEOC).FindingsThe results were generally supportive of all predictions, suggesting that, though injustice may cause troublesome ideological conflicts, fair dispute resolution interventions can provide a remedy.Originality/valueThe research documented in this paper is particularly important because it suggests that justice can be restored through the intervention of a neutral mediator.

The multiple needs model of justice was used to understand employee reactions to perceived discrimination. In particular, the fulfillment of the three needs discussed in that model—economic, interpersonal, and deontic (ethical)—were tested as consequences of perceived discrimination and as antecedents of job attitudes and turnover intentions. A representative sample of the U.S. workforce (N = 5,605) rated the three needs-fulfillment variables while also rating their perceptions of discrimination, job satisfaction, organizational commitment, and intent to leave. The proposed model was supported. This study extends research on perceived discrimination by proposing a role for the multiple needs model of justice through the use of a specific and important role for needs fulfillment. It also extends support for the multiple needs model of justice.

This article examines the reluctance of organizations and corporations to offer mediation in employment disputes. According to the article, few decision makers within organizations choose to active...

This article reviews the research on employment discrimination in organizations. It focuses on discrimination perceptions, charges, and lawsuits and discusses the consequences of discrimination. Among the conclusions are the following: (a) The proportion of claimants filing under different antidiscrimination statutes differs by race; (b) the area needs theories that can explain wide variance in perceptions of events; (c) the consequences of discrimination are best viewed from individual, group, and organizational levels; and (d) if the results of instruments are used in legal settings, social scientists should pay careful attention to reliability and validity, as well as standards of legally admissible evidence.

To alleviate the negative effects of workplace unfairness and resulting conflict, organizations can take remedial action to atone for a perceived injustice. We argue that the effectiveness of organizational remedies may depend on the match between type of injustice perceived and type of remedy offered. Specifically, based on the multiple needs model of justice (Cropanzano, Byrne, Bobocel, & Rupp, 2001), we expect procedural injustice to be particularly associated with preference for instrumental remedies that address the need for control. On the other hand, interactional injustice should be particularly associated with preference for punitive remedies that address the need for meaning. Confirming this hypothesis, a field study involving recently terminated employees found that procedural injustice was positively associated with preference for an instrumental remedy (monetary compensation) and interactional injustice was positively associated with preference for a punitive remedy (disciplinary action against those involved in the termination). Further supporting the hypothesis, a laboratory experiment manipulating the unfairness of performance feedback found greater preference for an instrumental remedy relative to a punitive remedy following a procedural injustice than following an interactional injustice. In discussing these results, we present a taxonomy of organizational remedies as they relate to the multiple needs model of justice. Practical implications are discussed.

This paper explores the concept of self-interest. Taking a multi-disciplinary perspective, we discuss and critique various definitions of this phenomenon. We argue that self-interest is an important human motive. However, we also emphasize that other human motives exist. These include empathy toward others and adherence to moral duty. Copyright © 2005 John Wiley & Sons, Ltd.

This research utilizes referent cognitions theory (RCT, Folger, 1993) to investigate the filing of discrimination legal-claims by terminated workers. Specifically, three questions are investigated: (1) whether procedural, distributive, and interactional justice interact to predict discrimination legal-claiming; (2) whether state anger (a reaction to a situation) partially mediates the relationship between the three-way interaction of distributive, procedural, and interactional justice, and legal-claiming; and (3) whether trait anger (a dispositional trait) moderates the relationship between this three-way justice interaction and legal-claiming. Five hundred eighty-three terminated employees were surveyed at unemployment insurance offices on the east coast. The results support predictions that a three-way justice interaction predicts legal-claiming, that state anger is a partial mediator of this relationship, and that trait anger moderates the relationship between the three-way justice interaction and lega...

This article develops the construct of workplace forgiveness by drawing from several relevant literatures. Forgiveness is defined as a process by which an offended worker cognitively acknowledges the wrongfulness of an injurious act and deliberately chooses to release negative emotions and inhibit the desire for revenge. In contrast to revenge, forgiveness may repair damaged workplace relationships in the aftermath of a personal offense. The authors conclude with a research agenda in the form of objectives that provides researchers with a plan for investigating forgiveness.

Although much research has been conducted on goal setting, researchers have not examined goal-directedness or propensity to set goals as a stable human characteristic in adults. In this study, a survey was developed and distributed to 104 adult participants to assess their goal-directedness, personal identity, and various life outcomes. A theoretical model was developed and tested using structural equation modeling that proposed that both goal-directedness and personal identity should positively influence important life outcomes. Analysis showed that goal-directedness and personal identity are positively related to personal well-being, salary, and marital satisfaction. Further, personal identity was positively related to job satisfaction but, contrary to related research, goal-directedness did not predict job satisfaction.

A surprisingly large proportion of the working population of the United States consists of individuals with prior felony convictions. Organizations frequently do not want to hire these individuals ...

This research examines predictors of actual discrimination-claiming among terminated workers by investigating a number of variables suggested by organizational justice and social information proces...

This research examines the predictors of actual discrimination claiming among terminated workers by investigating a number of variables suggested by organizational justice and social information processing theories. This study investigated initial decisions to claim in a sample of 439 terminated workers who were surveyed at several unemployment offices. Logistic regression was used to examine how the decision to claim for discrimination was affected by procedural and distributive justice, social guidance, minority status, gender, age, tenure, and eductation. All of the variables except education and gender were found to be significant. Thus, the resutls support variables from each of the theories. Social guidances was found to have a major influence on discrimination-claiming. A counter-intuitive finding for minority status was found such that Whites were more likely to claim than minorities. Theoretical and practical implications are discussed.

This research investigated whether procedural and interactional justice affect work-related outcomes through different social exchange relationships. The findings extend previous research by demons...

Fairness theory (R. Folger & R. Cropanzano, 1998, 2001) postulates that, particularly in the face of unfavorable outcomes, employees judge an organizational authority to be more responsible for their outcomes when the authority exhibits lower procedural fairness. Three studies lent empirical support to this notion. Furthermore, 2 of the studies showed that attributions of responsibility to the authority mediated the relationship between the authority's procedural fairness and employees' reactions to unfavorable outcomes. The findings (a) provide support for a key assumption of fairness theory, (b) help to account for the pervasive interactive effect of procedural fairness and outcome favorability on employees' attitudes and behaviors, and (c) contribute to an emerging trend in justice research concerned with how people use procedural fairness information to make attributions of responsibility for their outcomes. Practical implications, limitations, and suggestions for future research also are discussed.

This clinical report describes the management of chronic, proliferative inflammatory epithelial and fibrous hyperplasia following loss of a mandibular implant-retained prosthesis. A classic surgical technique was used. The patient was referred to the oral surgeon for sialodochoplasty and sulcoplasty. With a combination of surgery and prosthodontic management with a conforming surgical stent, a satisfactory denture foundation was created, allowing for fabrication of an implant-retained definitive prosthesis.

Organizational injustice is a major source of destructive workplace conflict. More research is needed to help organizations find constructive ways of restoring justice and alleviating the pain and cost of destructive conflicts. In the present paper, we examine whether conflicts created through procedural or interactional injustice are best de-escalated through different behaviors on the part of the organization (organizational remedies, or remedies, for short). Based on research on justice motives and resource theory, we propose that instrumental remedies are more effective after procedural than interactional unfairness; that deontic remedies are more effective after interactional than procedural unfairness; and that relational remedies are equally effective after procedural and interactional unfairness. Results from two studies support these propositions.

This study investigates antecedents of individuals' commitment to the legal-claiming process. Individuals were surveyed as they entered a district office of the federal Equal Employment Opportunity Commission to file an employment discrimination claim. Respondents' attributions regarding who they blamed for their grievance, the social guidance received, their organizational tenure, and their commitment to legal claiming were assessed. Results showed that individuals who made strong external attributions had a higher commitment to legal claiming than did those who made weak external attributions. Social guidance and organizational tenure were significant moderators of the attribution-claiming relationship. Specifically, commitment to legal claiming was more strongly related to external attributions when social guidance was low and organizational tenure was high. Theoretical and practical implications are discussed.

This research systematically investigates a variety of potential remedial actions that an organization can undertake to restore justice and avoid litigation after the unfair termination of an employee. Specifically, we draw upon relational and instrumental models of organizational justice and upon social exchange theory to develop hypotheses that relate specific types of injustice to specific remedial actions on the part of the organization. In addition, we hypothesize on the role the contacting of an attorney plays in these relationships, since past research suggests that the mere fact of filing a lawsuit through an attorney may shift the focus towards a monetary remedy rather than a socioemotional one. We test these hypotheses in three studies with both field survey data and experimental data.

This research utilizes referent cognitions theory (RCT, Folger, 1993) to investigate the filing of legal claims by terminated workers. Specifically, three questions are investigated: (1) whether procedural, distributive, and interactional justice interact to predict legal-claiming; (2) whether state anger (a reaction to a situation) partially mediates the relationship between the three-way interaction of distributive, procedural, and interactional justice, and legal-claiming; and (3) whether trait anger (a dispositional trait) moderates the relationship between this three-way justice interaction and legal-claiming. Five hundred eighty-three terminated employees were surveyed at unemployment insurance offices on the east coast. The results support predictions that a three-way justice interaction predicts legal-claiming, that state anger is a partial mediator of this relationship, and that trait anger moderates the relationship between the three-way justice interaction and legal-claiming. The implications for organizational justice and RCT are discussed. Further, there is discussion of managerial interventions to reduce legal-claiming.

We investigated the implications of subjective value perceptions for the conduct of sequential negotiations. Sequential negotiations are characterized by multiple negotiation sessions that occur wi...

In this paper, we propose and test a model examining whether two different types of issues paramount in the contract negotiations, limitations of liability and quality or service quarantees, result...

The validity and reliability of a simplified technique to measure mandibular range of motion was studied in 10 dentate subjects without symptoms. The simplified technique consisted of marking with a pencil the centric relation and maximum right, left, and protrusive positions and maximum opening. These markings were made on a tongue blade held against the maxillary anterior teeth with the mesioincisal embrasures between the mandibular central incisors used as a reference. Range of motion was also measured with a mandibular kinesiograph as the control. Each method was repeated five times on each subject by each of three investigators. Intraclass correlation coefficient demonstrated a moderate level of agreement between the two techniques and high inter-rater reliability for the three investigators for all positions except maximum left movement. These data support the hypothesis that this simplified technique is a valid and reliable way to measure mandibular range of motion.

Discussion between the surgeon and prosthodontist on surgical planning is important. It is necessary that they each be aware of the other's problems. Only in this way can continuity be established between surgical and prosthetic procedures. This will provide a maximum level of treatment for the maxillofacial patients, thereby returning them to society most expeditiously.

A study to investigate the suitability of lingual composite rest seats for anterior teeth was based on the single criterion of repetitive load cycling. A 3-year minimum survival was chosen, with load and cycling values based on a review of the literature. An attempt was made to simulate the effect of saliva on composite.

A study based on the single criterion of resistance to loading forces was conducted to investigate the suitability of lingual composite rest seats for anterior teeth. The minimum acceptable resistance level was chosen from a review of the literature; other basic criteria were described; and the desirability of this technique was discussed.

In many localities, particularly in larger medical centers, presurgical communication and planning is increasing because the prosthodontist is becoming a more active member of the oncology, trauma, and cleft palate teams. Individuals involved both directly or indirectly in maxillofacial prosthetic therapy should be cognizant of the situations and solutions discussed in this article. In this way the prosthodontist and surgeon will be able to provide a better consultancy and rehabilitation service for their patients.

The two articles on preceding pages describe controlled tests of dextranase mouthwash. In this third study of ten adults, rigorous use of a mouth rinse containing dextranase favored the dispersion or inhibited the formation of dento-bacterial plaques which apparently contained dextrans. No adverse effects were observed by the subjects who participated in the trials.