Access the full text.
Sign up today, get DeepDyve free for 14 days.
Loading next page...
/lp/emerald-publishing/bound-in-honor-how-honor-values-and-insults-affect-the-experience-and-iRVorn8qwc
References (53)
-
C. Dreu, L. Weingart, S. Kwon (2000)
Influence of social motives on integrative negotiation: a meta-analytic review and test of two theories.Journal of personality and social psychology, 78 5
-
L. Weingart, R. Bennett, J. Brett (1993)
The impact of consideration of issues and motivational orientation on group negotiation process and outcome.Journal of Applied Psychology, 78
-
B. Beersma, C. Dreu (2002)
Integrative and Distributive Negotiation in Small Groups: Effects of Task Structure, Decision Rule, and Social MotiveOrganizational Behavior and Human Decision Processes, 87
-
M. West, C. Borrill, Kerrie Unsworth (1998)
Team Effectiveness in Organizations -
Jacob Cohen, P. Cohen, S. West, L. Aiken (1979)
Applied multiple regression/correlation analysis for the behavioral sciences -
Bernardo Ferdman (1995)
Cultural identity and diversity in organizations: Bridging the gap between group differences and individual uniqueness. -
C. Dreu, P. Carnevale (2003)
Motivational Bases Of Information Processing and Strategy in Conflict and NegotiationAdvances in Experimental Social Psychology, 35
-
D. Cohen (1998)
Culture, social organization, and patterns of violence.Journal of personality and social psychology, 75 2
-
R. Robins, H. Hendin, Kali Trzesniewski (2001)
Measuring Global Self-Esteem: Construct Validation of a Single-Item Measure and the Rosenberg Self-Esteem ScalePersonality and Social Psychology Bulletin, 27
-
L. Pervin (1990)
A brief history of modern personality theory -
D. Cohen, R. Nisbett, Brian Bowdle, N. Schwarz (1996)
Insult, aggression, and the southern culture of honor: an "experimental ethnography".Journal of personality and social psychology, 70 5
-
de Dreu (1997)
Managing conflict in Dutch organizations: a test of the relevance of Deutsch's cooperation theoryInternational Journal of Human-computer Studies \/ International Journal of Man-machine Studies
-
M. Rahim, N. Magner (1995)
Confirmatory factor analysis of the styles of handling interpersonal conflict: first-order factor model and its invariance across groups.The Journal of applied psychology, 80 1
-
C. Dreu, E. Giebels, Evert Vliert (1998)
Social motives and trust in integrative negotiation : The disruptive effects of punitive capabilityJournal of Applied Psychology, 83
-
P. Mosquera, A. Manstead, A. Fischer (2000)
The Role of Honor-Related Values in the Elicitation, Experience, and Communication of Pride, Shame, and Anger: Spain and the Netherlands ComparedPersonality and Social Psychology Bulletin, 26
-
R. Baron, D. Kenny (1986)
The moderator-mediator variable distinction in social psychological research: conceptual, strategic, and statistical considerations.Journal of personality and social psychology, 51 6
-
D. Cohen, R. Nisbett (1994)
Self-Protection and the Culture of Honor: Explaining Southern ViolencePersonality and Social Psychology Bulletin, 20
-
J. Wanous, Michael Hudy (2001)
Single-Item Reliability: A Replication and ExtensionOrganizational Research Methods, 4
-
J. Wanous, Arnon Reichers, Michael Hudy (1997)
Overall job satisfaction: how good are single-item measures?The Journal of applied psychology, 82 2
-
D. Gardner, L. Cummings, R. Dunham, J. Pierce (1998)
Single-Item Versus Multiple-Item Measurement Scales: An Empirical ComparisonEducational and Psychological Measurement, 58
-
M. Dunnette (2005)
Handbook of Industrial and Organizational Psychology -
J. Hackman (1998)
Why teams don't work: Why Teams Don't WorkLeader To Leader, 1998
-
(1999)
Honor and emotion: The cultural shaping of pride, shame and anger. Dissertatie, Universiteit van Amsterdam. Promotores -
R. Baron, Suzanne Fortin, Richard Frei, Laurie Hauver, Melisa Shack (1990)
REDUCING ORGANIZATIONAL CONFLICT: THE ROLE OF SOCIALLY‐INDUCED POSITIVE AFFECTInternational Journal of Conflict Management, 1
-
F. Harinck, C. Dreu, Annelies Vianen (2000)
The Impact of Conflict Issues on Fixed-Pie Perceptions, Problem Solving, and Integrative Outcomes in Negotiation.Organizational behavior and human decision processes, 81 2
-
D. Tjosvold (1998)
Cooperative and competitive goal approach to conflict: Accomplishments and challenges.Applied Psychology, 47
-
N. Ranieri, S. Klimidis, D. Rosenthal (1994)
Validity of a Single-Item Index of Acculturation in Vietnamese Immigrant YouthPsychological Reports, 74
-
D. Tjosvold (1997)
Conflict within interdependence: Its value for productivity and individuality. -
S. Kim, Richard Smith (1993)
Revenge and conflict escalationNegotiation Journal, 9
-
D. Pruitt, P. Carnevale (1993)
Negotiation in Social Conflict -
C. Tinsley (2001)
How negotiators get to yes: predicting the constellation of strategies used across cultures to negotiate conflict.The Journal of applied psychology, 86 4
-
K. Jehn, G. Northcraft, M. Neale (1999)
Why Differences Make a Difference: A Field Study of Diversity, Conflict and Performance in WorkgroupsAdministrative Science Quarterly, 44
-
D. Cohen, R. Nisbett (1997)
Field Experiments Examining the Culture of Honor: The Role of Institutions in Perpetuating Norms about ViolencePersonality and Social Psychology Bulletin, 23
-
R. Baron (1990)
Countering the effects of destructive criticism: The relative efficacy of four interventions.Journal of Applied Psychology, 75
-
M. Pillutla, J. Murnighan (1996)
Unfairness, Anger, and Spite: Emotional Rejections of Ultimatum OffersOrganizational Behavior and Human Decision Processes, 68
-
Onne Janssen, E. Vliert (1996)
Concern for the other's goals: Key to (de-)escalation of conflictInternational Journal of Conflict Management, 7
-
J. Peristiany (1966)
Honour and shame -
K. Thomas (1992)
Conflict and negotiation processes in organizations. -
R. Walton, R. Mckersie (1965)
A Behavioral Theory of Labor Negotiations: an Analysis of a Social Interaction System -
J. Hackman (1998)
Why Teams Don’t WorkLeader To Leader, 1998
-
P. Mosquera, A. Manstead, A. Fischer (2002)
The role of honour concerns in emotional reactions to offencesCognition and Emotion, 16
-
C. Dreu, Arne Evers, B. Beersma, E. Kluwer, A. Nauta (2001)
A theory-based measure of conflict management strategies in the workplaceHistory of Political Economy
-
B. Barry, R. Friedman (1998)
Bargainer Characteristics in Distributive and Integrative NegotiationJournal of Personality and Social Psychology, 74
-
Keith Allred, J. Mallozzi, Fusako Matsui, Christopher Raia (1997)
The Influence of Anger and Compassion on Negotiation PerformanceOrganizational Behavior and Human Decision Processes, 70
-
J. Peristiany (1966)
Honour and Shame: The Values of Mediterranean Society -
M. Nagy (2002)
Using a single-item approach to measure facet job satisfactionJournal of Occupational and Organizational Psychology, 75
-
J. Wanous, Arnon Reichers (1996)
Estimating the Reliability of a Single-Item MeasurePsychological Reports, 78
-
L. Thompson (1990)
Negotiation behavior and outcomes: Empirical evidence and theoretical issues.Psychological Bulletin, 108
-
10.1111/j.1571-9979.1993.tb00688.x
-
J. Stevens (1993)
Applied Multivariate Statistics for the Social Sciences -
E. Lawler, J. Rubin, B. Brown (1975)
The social psychology of bargaining and negotiation -
J. Forgas (1998)
On feeling good and getting your way: mood effects on negotiator cognition and bargaining strategies.Journal of personality and social psychology, 74 3
-
10.1146/annurev.psych.51.1.279
- Publisher
- Emerald Publishing
- Copyright
- Copyright © Emerald Group Publishing Limited
- ISSN
- 1044-4068
- DOI
- 10.1108/eb022892
- Publisher site
- See Article on Publisher Site
Abstract
A quasiexperiment tested the effects of honor values and the use of insults by the other party on perceived conflict, negative emotions, and intentions to behave distributively and integratively during a workplace conflict. After honor values were measured, participants read a scenario in which a conflict was described. In the scenarios, we manipulated whether the other party used an insult by describing the other party's statements such that either an insult was uttered or no insult was uttered. Consistent with our hypotheses, results showed that conflicts in which the other party used an insult lead to higher ratings of perceived conflict, more negative emotions, and stronger intentions to engage in distributive behavior than conflicts in which the other party did not use an insult in highhonorvalue participants, but not in lowhonorvalue participants. Mediation analyses showed that the interactive effect of honor values and other party's insults on intentions to behave distributively could be explained by perceived conflict and negative emotions.
Journal
International Journal of Conflict Management – Emerald Publishing
Published: Feb 1, 2003