***We apologize for any cross-postings***
CALL FOR PAPERS
NEGOTIATION AND CONFLICT MANAGEMENT RESEARCH
SPECIAL ISSUE
Beauty is in the eye of the beholder: How asymmetric perceptions color
our experience
DEADLINE FOR SUBMISSIONS: JANUARY 31, 2010
Guest Editors
Sherry M.B. Thatcher, College of Business, University of Louisville
Katherine W. Phillips, Kellogg School of Management, Northwestern
University
Recently, there has been a surge of interest in the idea of asymmetry in
negotiation experiences and within groups, whereby group members' have
varying perceptions, beliefs, experiences and emotions related to
negotiation and group processes. Most of the research on groups and teams
in organizations assume that members possess shared properties – for
example, all members perceive the same level of conflict within a team.
However, we know that different group members may perceive, feel, and
experience situations differently. Asymmetry on any dimension (e.g.,
diversity perceptions, power, trust, justice, communication) may lead to
increased problems and difficulties within organizational relationships.
By exploring the asymmetry of perceptions, beliefs, experiences, and
emotions within organizational relationships, researchers may be better
able to explain negotiation and group processes, as well as individual and
group level performance, turnover, and morale than past models of
negotiation and group processes.
The idea of asymmetry has potential implications for many areas of
research across multiple levels of the organization. For this special
issue we would like to invite researchers investigating any aspect of
asymmetry to submit a paper. Potential research questions include:
•What dimensions of asymmetry (e.g., trust, diversity perceptions) are
likely to lead to problems, difficulties, and conflict within dyads,
groups, and negotiation teams?
•What are the antecedents (e.g., diversity, faultlines, power) of
asymmetrical perceptions and emotions within dyads, groups, and
negotiation teams?
•What are the theoretical mechanisms explaining the effects of
asymmetrical perceptions and emotions?
•What are the most important group processes (e.g., conflict, trust,
communication, knowledge sharing, justice perceptions) affected by
perceptual and emotional asymmetry?
•Can measurement of asymmetry be improved?
•Is it possible to buffer or reverse the negative effects of asymmetry?
•How can organizational practice deal with asymmetry?
•Are the effects of asymmetry always negative?
•What individual, group, and organizational outcomes are most affected by
asymmetry?
For further information, please contact one of the guest editors:
Sherry Thatcher
smthat01@louisville.edu
Katherine Phillips
kwp@kellogg.northwestern.edu
Submission Instructions:
Please submit manuscripts online at
http://mc.manuscriptcentral.com/ncmr
by January 31, 2010. When submitting please be sure to click on
the “Special Issue” submission link.