Relational self-verification in the context of transference

2006 ◽  
Author(s):  
Michael Kraus ◽  
Serena Chen
Keyword(s):  
2014 ◽  
Author(s):  
Brent A. Mattingly ◽  
Gary W. Lewandowski ◽  
Amanda K. Mosley ◽  
Sarah N. Guarino ◽  
Rachel E. A. Carson

2017 ◽  
Vol 49 (8) ◽  
pp. 1072 ◽  
Author(s):  
Pei WANG ◽  
Qingwei CHEN ◽  
Xiaochen TANG ◽  
Junlong LUO ◽  
Chenhao TAN ◽  
...  

Author(s):  
Sundar Narsimhan ◽  
Devi Prasad Ungarala

Negotiation outcomes are broadly classified as Distributive/Competitive and Integrative/Collaborative. Substantial academic and research negotiation literature of the past two decades commend adoption of a collaborative style for almost all real-life conflict situations. Business negotiation materials and relational self-construal psychology studies present a picture of contrast. Negotiations being at the heart of buyer-supplier interactions drive value sharing and value co-creation aspects of modern Supply Chains. Pricing, product selection, delivery terms, shipment schedules, carrier selection, volume discounts, product training, and quality standards are all more often than not subject to negotiation between supply chain members. Negotiation interactions ensuing preparation and determination of BATNA, entail use of Competitive or Collaborative Tactics. Buyers are the protagonists in procurement organizations. And procurement often accounts for the lions share of an organizations budget. Small wonder, they drive cost competitiveness together with the firms partners. Indeed this is true of the overall Supply Chain. An Indian pharmaceutical company was chosen for the qualitative research in the form of a case study. The most popular competitive negotiation tactics were chosen for this study and buyers were asked to spell out the negotiation techniques that they deployed, material-wise (with the corresponding suppliers). This data when plotted material-wise and grouped Kraljic category-wise circumstantiates the use of competitive tactics in all Kraljic categories, marked by a refreshing nuanced approach for different categories, with intensity varying for different categories. Interviews with buyers and the key informant to discern the rationale behind use of those negotiation tactics, however, brought out a pattern despite the refreshing tendency not to straight-jacket.


2021 ◽  
pp. 002224372110345
Author(s):  
Hristina Nikolova ◽  
Gergana Y. Nenkov

Research has demonstrated that after making high goal progress consumers feel liberated to engage in goal-inconsistent behaviors. But what happens after consumers make high progress in the context of joint goal pursuit? We examine how jointly-made progress towards a joint goal pursued by couples affects subsequent individually-made goal-relevant decisions. Across five experiments with both lab-created couples and married participants and financial data from a couples' money management mobile app, we show that after making high progress on a joint goal (vs. low or no progress), higher relationship power partners are more likely to disengage from the joint goal to pursue personal concerns (e.g., indulge themselves or pursue individual goals), whereas lower relationship power partners do not disengage from the joint goal and continue engaging in goal-consistent actions that maintain its pursuit. We elucidate the underlying mechanism, providing evidence that the joint goal progress boosts the relational self-concept of high (but not low) relationship power partners and this drives the effects. Importantly, we demonstrate the effectiveness of two theory-grounded and easily implementable interventions which promote goal-consistent behaviors among high relationship power consumers in the context of joint savings goals.


2021 ◽  
Vol 2 (2) ◽  
pp. 187-204
Author(s):  
Muhammad Shoukat Malik ◽  
Muhammad Kashif Nawaz

Organizational scholars concurred that positive workplace relationships with others can helps employee to gain from these relationships but, they lack insights into how or why this occurs. Moreover, the relationship dynamics focus on what the relationships provide without considering the how these relationships initiated, builds and maintains. To line of this, the current study aims to find the impact of mentoring functions (career, psychosocial, role modeling) and employee performance (career success, organization citizenship behavior, and job performance) via mediating effect of relational self-efficacy. For this purpose, the data were gathered from 310 branch banking employees of Pakistani conventional banks. PLS-SEM was used for data analysis. The results indicate that there is direct relationship between mentoring functions and employee’s performance. Moreover, the finding also shows that employee relational self-efficacy mediates the relationship between mentoring functions and employee performance. Theoretical and practical implications are discussed along with suggestions for future research.


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