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@PHDTHESIS{Bogacki:751261,
author = {Bogacki, Julia Andrea},
othercontributors = {Letmathe, Peter and Harbring, Christine},
title = {{T}he influence of organizational and negotiators’
individual factors on outcomes of dyadic
intra-organizational negotiations},
school = {Rheinisch-Westfälische Technische Hochschule Aachen},
type = {Dissertation},
address = {Aachen},
reportid = {RWTH-2018-231213},
pages = {1 Online-Ressource (XXII, 274) : Illustrationen, Diagramme},
year = {2018},
note = {Veröffentlicht auf dem Publikationsserver der RWTH Aachen
University; Dissertation, Rheinisch-Westfälische Technische
Hochschule Aachen, 2018},
abstract = {Intra-organizational negotiation is a major type of social
interaction which serves to resolve conflicts within
organizations. It occurs when at least two organizational
members have conflicting interests and cannot pursue their
goals without the cooperation of others.
Intra-organizational negotiations can have a crucial impact
on organizations’ long-term performance because the
presence of conflicts can entail dysfunctional behavior and
psychological illnesses, which are related to increased
organizational costs. As such negotiations are diverse and
complex, organizations need to understand the effects of
different negotiation settings. Therefore, two primary types
of factors have to be focused on: contextual characteristics
and the negotiators involved. The present dissertation
considers contextual characteristics in the form of
organizational factors that shape the negotiation situation.
With regard to the negotiators involved, it deals with
negotiation dyads and covers negotiators’ individual
factors in terms of perceptions and personality traits. By
doing this, the present dissertation aims at experimentally
analyzing the influence of the interplay between
organizational factors and negotiators’ individual factors
on outcomes of dyadic negotiations within the
intra-organizational context. The derivation of the
organizational and negotiators’ individual factors
considered in this dissertation is structured by two types
of intra-organizational negotiations which yield outcomes
with different consequences in temporal terms: outcomes with
short-term consequences and outcomes with long-term
consequences. The interplay between the derived
organizational and negotiators’ individual factors is
captured by an overarching research model. This model is
split into three research questions which are covered by
three individual research papers. The present dissertation
consists of two parts. The first part constitutes a
comprehensive overview of the dissertation, which outlines
the motivation and topic, the underlying theoretical
concepts, the methodology applied, the summary of the
research papers, and the conclusion. The second part
comprises the three research papers. Research Paper 1
focusses on work teams jointly producing a surplus which has
to be distributed by negotiation. It analyzes how two
organizational factors, i.e. relative performance
information and unequal distribution of power due to
different assignment procedures of hierarchical roles,
influence negotiators’ individual factors in the form of
subjective entitlements, and in turn negotiators’
individual payoffs and their relation. The results show that
performance-specific subjective entitlements are stronger
when relative performance information is provided. These
subjective entitlements lead agreements to favor better
performers. Furthermore, the assignment of hierarchical
roles engenders role-specific subjective entitlements and
agreements favoring superiors. Comparing the assignment of
hierarchical roles based on relative performance information
and the provision of relative performance information,
agreements favor better performers in the role of the
superior more than better performers without a hierarchical
role. Comparing the random role assignment and the provision
of performance information, agreements favor randomly
assigned superiors and better performers in a similar way.
Research Paper 2 examines the effect of another
organizational factor, i.e. corporate guidelines in the form
of a code of conduct and information on realizations
compatible with the code from the organization’s
perspective, on negotiations shaped by an unequal
distribution of power due to the assignment of hierarchical
roles. Negotiation outcomes in terms of negotiators’
individual payoffs and their relation, as well as deviations
from the communicated company optimum are analyzed. The
study reveals that the presence of corporate guidelines only
has a regulatory effect if transmitted via the more powerful
employee (i.e. the superior). In this case, corporate
guidelines presented to the superior translate into
substantially more favorable negotiation outcomes for the
less powerful employee (i.e. the subordinate) by mitigating
inequality of payoffs between superiors and subordinates.
Focusing on negotiation outcomes with long-term consequence,
Research Paper 3 investigates the impact of appointing a
representative of future generations and this person’s
incentive system on negotiation outcomes that will affect
future generations. Furthermore, it studies whether and how
negotiators’ personality traits in the form of future
orientation and social value orientation affect these
outcomes. Therefore, negotiation outcomes in terms of
investments in intergenerational justice are analyzed. The
findings show that assigning the role of a representative of
future generations to one of two negotiation partners yields
negotiation results which are more favorable toward future
generations. Even though this outcome is more pronounced
when aligned with individual incentives, it still holds for
a representative who is financially penalized for advocating
future generations’ interests. In this latter situation,
the representative’s individual factors in the form of
future orientation and social value orientation impact
negotiation outcomes. In summary, the present dissertation
deepens and extends existing negotiation research, and
provides theoretical implications as well as directions for
future research. Furthermore, it fosters organizations’
understanding of the impact of organizational and
negotiators’ individual factors on outcomes of dyadic
intra-organizational negotiations, and offers practical
implications for the management of such negotiations.},
cin = {812110},
ddc = {330},
cid = {$I:(DE-82)812110_20140620$},
typ = {PUB:(DE-HGF)11},
doi = {10.18154/RWTH-2018-231213},
url = {https://publications.rwth-aachen.de/record/751261},
}
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