Face threat sensitivity (FTS) is defined as reactive sensitivity to threats to one's social self-worth. In negotiations, such threats may come from a counterpart's competitive behavior. We developed and tested the argument that individuals high in face threat sensitivity, when negotiating with a competitive (vs. cooperative) counterpart, exhibit psychological responses that inhibit them from claiming value in distributive negotiations. Employing a face-to-face interaction paradigm, Study 1 revealed that higher counterpart competitiveness was negatively associated with high (but not low) FTS negotiators' global self-esteem, which in turn led them to be less demanding and obtain worse negotiation outcomes. In Study 2, employing a simulated on-line interaction paradigm, we manipulated counterpart's behavior (cooperative vs. competitive) to establish causality and examined specific aspects of negotiator global self-esteem that may account for the effect. We found that the effect of counterpart's competitiveness on high FTS negotiators' demand levels was mediated by their performance self-esteem, but not by their social self-esteem. In Study 3, we manipulated performance self-esteem to establish it as a causal underlying psychological mechanism. For high FTS negotiators, when performance self-esteem was low, demand levels were significantly lower with a competitive (vs. cooperative) counterpart. However, when performance self-esteem was high, there was no significant difference in demand levels depending on counterpart's behavior. This finding suggests that negotiating with a competitive (vs. cooperative) counterpart reduces high FTS negotiators' performance self-esteem, which in turn leads them to make lower demands. The implications of these findings are discussed.

Extending theory on behavioral integrity to department and business unit levels of analysis, we examined a chain of relationships culminating in operational and financial performance measures. Specifically, we analyzed survey data from 6,800 workers from 76 same-branded US hotels and integrated it with operational and financial data. Latent variables structural equation modeling and path analyses showed strong associations between manager behavioral integrity and worker turnover, customer satisfaction, and hotel profitability. In fact, behavioral integrity accounted for 13% of the variance in profitability across hotels. This relationship was partially mediated by trust in managers, affective commitment, and discretionary service behavior.

The increasing ethnic diversity of the UK has been mirrored by growing public awareness of multicultural issues, alongside developments in academic and government thinking. This paper explores the contested meanings around ethnic identity/ies in community settings, drawing on semi-structured interviews with staff from Children's Centres and allied agencies conducted for a research project that examined the relationship between identity and the participation of parents/carers in services in northeast England. The research found that respondents were unclear about, especially, white ethnic identities, and commonly referred to other social categorizations, such as age, nationality, and circumstances such as mobility, when discussing service users. While in some cases this may have reflected legitimate attempts to resist over-ethnicizing non-ethnic phenomena, such constructions coexisted with assumptions about ethnic difference and how it might translate into service needs. These findings raise important considerations for policy and practice.

This paper explores the role of Sure Start Children's Centres as spaces of encounter between new migrants to the UK and ‘White English’ residents in host communities. Children's Centres were selected as the context for the research because they serve people with common needs (families with pre-school children), and because building social capital and mutual support among parents is part of their core purpose (Department for Education. (2013). Sure Start Children's Centres: Statutory guidance for local authorities, commissioners of local health services and Jobcentre Plus. Retrieved from http://www.media.education.gov.uk/assets/files/pdf/s/childrens%20centre%20stat%20guidance%20april%202013.pdf). Drawing on data from semi-structured interviews conducted with service users from Black and Minority Ethnic backgrounds (recent migrants) and service users representing ‘the majority’ white population in two urban areas in North East England, it explores the role of ethnicity and other factors relating to migration in shaping encounters in these spaces, and considers the perceived benefits of these interactions. It finds that interethnic encounter in Children's Centres is often seen by new migrant parents/carers primarily as an opportunity to improve English language skills, meeting an additional need to that of local ‘indigenous’ parents/carers. It further found that new migrant parents/carers often perceived Children's Centres as an opportunity to experience a particular version of the local community, facilitating more predictable encounters than encounters in the wider host community.

Given the increasing number of women executives in the top management teams of initial public offering (IPO) firms, the lack of female-led IPO firms is a curious fact, especially since women-owned private businesses represent almost half of the new businesses formed in the United States, with patterns of founding similar to those of male-owned businesses. This lack of female-led IPOs suggests a potentially larger problema gender-based capital gap for new ventures. Given the empirical evidence suggesting a positive association between the presence of female executives and firm performance, the authors test whether investor perceptions are aligned with these empirical patterns. Using a sample of MBA students, the authors construct a simulated IPO, manipulating the gender demographics of the top management team. Their results suggest that female CEOs may be disproportionately disadvantaged in their ability to attract growth capital, when all other factors are controlled. Despite identical personal qualifications and firm financials, female founders/CEOs were perceived as less capable than their male counterparts, and IPOs led by female founders/CEOs were considered less attractive investments.

This paper explores perceptions of public engagement with information on renewable energy developments. It draws on a case study of proposals by a major supermarket chain to construct single wind turbines in two semi-urban locations in the UK, analysing data from interviews with key actors in the planning process and focus groups with local residents. The paper concludes that key actors often had high expectations of how local people should engage with information, and sometimes implied that members of the public who were incapable of filtering or processing information in an organised or targeted fashion had no productive role to play in the planning process. It shows how the specific nature of the proposals (single wind turbines in semi-urban locations proposed by a commercial private sector developer) shaped local residents' information needs and concerns in a way that challenged key actors' expectations of how the public should engage with information.

A total of 154 foreign workers in Saudi Arabia responded to a web survey that inquired about role characteristics, work attitudes and behaviors. Surveys were matched with 138 supervisor surveys asking about the focal worker's job performance. Results indicated a significant relationship between role ambiguity and job performance, a relationship mediated by organizational identification, which was moderated by both information-seeking and perceived organizational support. This research is one of only a few studies of professional workers in Saudi Arabia (both male and female). Furthermore, this study is one of a handful of studies to explore the attitudes and performance of foreign workers, a worker population often confounded in studies that focus on domestic, expatriate or inpatriate workers.

We examined the effects of face threat sensitivity (White, Tynan, Galinsky, & Thompson, 2004) in negotiations. Study 1 revealed that counterpart’s competitive behaviors negatively affected high face threat sensitivity negotiators’ feelings about self. Further, negative feelings about self increased concession making, decreased the individual negotiation outcome, and led to negative feelings about the relationship. Study 2 examined how managing expectancies about counterparts’ anger would alleviate the deleterious effects of face threat sensitivity in negotiations. The results indicated that counterpart’s anger expressions had less of a negative effect on high face threat sensitivity negotiators’ feelings about self when the counterpart confirmed as opposed to violating expectancies. Taken together, the results demonstrated that feelings about self should be taken into account when examining the effects of face threat sensitivity on negotiators’ attitude toward the relationship, concession making, and individual outcome. Further, we showed that managing expectancies about counterparts’ anger mitigated the negative effects of face threats on high face threat sensitivity negotiators’ feelings about self. We discuss the implications of our findings for negotiation research.

Reputation serves important functions in social interactions. As a result, negotiators should be concerned about protecting their reputations. Using an online experiment with 343 respondents, we examined the impact of perceived reputational risk on the acceptability of potentially questionable tactics. Consistent with and extending previous findings, we found that, the more reputational risk negotiators perceive, the less acceptable they find the tactics to be. In addition, in the business negotiation context, females generally viewed questionable tactics as more reputationally risky and consequently less acceptable than did males, especially when they were primed to think of themselves as being powerful. We end our paper with discussions on contributions and implications of the findings.

We examined the role of anticipated happiness in negotiation settings. Anticipated happiness is the happiness that individuals expect to experience in the future if certain events do or do not occur. In two studies, we tested the argument that anticipated happiness initiates an approach goal, leading individuals to promote economic interests. Study 1 revealed that anticipated happiness was positively related to the propensity to initiate a negotiation, mediated by an approach goal. In Study 2, we found that anticipated happiness about reaching the target value increased the individual negotiation outcome, mediated by actual target value. Our studies provide insight into how anticipated happiness influences motivation, behavior, and ultimately individual outcomes in negotiations.

Given the ambitious government targets for renewable energy generation in the UK, there has been a push by government and industry towards various types and scales of Renewable Energy Technologies (RETs). This paper explores the implications of commercial urban wind projects for local communities, drawing on a case study of proposals by ASDA to construct wind turbines in two semi-urban locations in the UK. The paper argues that community responses to the proposals were complex and varied and could not adequately be encapsulated by 'nimby' (not in my back yard) assignations. It concludes that while ASDA followed a process of consulting local people, this process highlighted the problems of the 'business as usual' approach to public engagement employed by ASDA, and assumptions made about public acceptance of RETs.

As this book ably demonstrates, there is a growing body of research on public beliefs, reactions and responses to large-scale renewable energy projects of various forms, often focused on case studies of controversy and local conflict. The profile of available cases has expanded significantly, covering a diversity of locations and contexts around the world and a wide range of types of renewable energy technology and modes of project development. Alongside the reporting of empirical research, there have also been various attempts to describe and characterize public responses to renewable energy projects and develop explanatory frameworks or predictive models. These include the NIMBY (‘Not in my back yard’) explanations of public opposition that are often favoured in media reporting and political debate (Toynbee, 2007), broad frameworks for thinking about social acceptance (Wustenhagen et al, 2007) and statistical models that characterize and measure variables that are believed to predict the nature of public opposition (Wolsink, 2000) or planning decision outcomes (Toke et al, 2008).

The primary objectives of this article are twofold. Our first objective is to introduce the construct of ‘organizational expedience’. We differentiate organizational expedience from a wide range of related constructs in the literature, such as counterproductive work behavior, deviance, pro-social rule-breaking, organizational retaliation behavior, and propensity to withhold effort. Our second goal is to provide a conceptual framework that proposes that role stressors (i.e. ambiguity, conflict, and overload) are antecedents of organizational expedience, which in turn predicts other worker behaviors such as voice, creativity, and cynicism. Details of the mechanisms underlying these relationships are presented as mediators including tension, task conflict, and emotional exhaustion. In addition, behavioral integrity and psychological ownership are discussed as potential moderators of the specified relationships. Based upon our conceptual framework, a series of propositions are provided as a platform for future research on organizational expedience.

This research examined how framing a compensation contract potentially affects fraudulent behavior in organizations: specifically, the misrepresentation of performance and misappropriation of assets. We also explored how priming ethical concerns affects these behaviors. The relationship between fraudulent behavior and performance-contingent pay is important, especially in view of the dramatic increases in the use of contingent pay in recent years. Evidence of the scope of this problem is provided by both academic and practitioner literatures, which have documented examples of accounting manipulations. Using Prospect Theory, we tested our hypotheses in a 3×2 between-subjects experiment. We found that the framing of compensation matters: Participants with performance-contingent pay engaged in greater fraudulent behavior, and those facing penalties engage in more fraud than those facing bonuses. We found qualified support for the role of ethical primes in mitigating fraudulent behavior. Ethical priming limited the misappropriation of assets, but not the fraudulent misrepresentation of performance.