Effects of interpersonal trust and time pressure on managerial mediation strategy in a simulated organizational dispute

Article Abstract:

Participants in a laboratory experiment (N=79) role-played managers mediating a dispute between 2 peers. Building on previous research (e.g., P.J. Carnevale & D.E. Conlon, 1988) and theory (e.g., D.G. Pruitt, 1981), a 2x3 factorial design varied time pressure on the mediators (high trust vs. low trust vs. a no-message control group). Participants could choose from messages exhibiting P.J. Carnevale's (1986) Strategic Choice Model of Conflict Mediation (inaction, pressing, compensating, or integrating), as well as rapport-building messages from K. Kressel's (1972) "reflexive" strategy. Results suggested that high time pressure increased the mediators' use of pressing messages and decreased the use of inaction messages. Participants also sent more reflexive messages when trust was low. Results are discussed in terms of mediation and conflict management theory. (Reprinted by permission of the publisher.)

Social aspects, Time management, Interpersonal relations, Conflict management, Organizational behavior, Labor arbitration

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Skirting the competence issue: effects of sex-based preferential selection on task choices of women and men

Article Abstract:

Undergraduates participated in 2 different laboratory studies in which they were selected for a high-status male sex-typed role either on the basis of merit or preferentially on the basis of their sex. They subsequently were given a choice of two tasks to work on, one more demanding than the other. Results of the first study indicated that, as predicted, selection method affected the task preference of women but not men. Only women participated in the second study, in which the role of self-perceptions of competence as a mediating factor in the relationship between selection method and task choice was examined further. As anticipated, results indicated that only when information was left ambiguous did preferential selection have adverse effects. The theoretical and organizationally relevant implications of the findings are considered. (Reprinted by permission of the publisher.)

Psychological aspects, Performance, Self-perception, Sex discrimination, Self perception

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