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Purpose: This study aims to test negotiation outcomes when bilinguals negotiate in a foreign rather than their native language. Decision research on the foreign language effect indicates that bilingual individuals may be less susceptible to framing bias when using a foreign language because they make less emotional and biased choices. With increasing international business activity, there is a pressing need to examine the effect of language on bilingual negotiators. Design/methodology/approach: The authors tested the hypotheses using a two (task frame: gain vs loss) × 2 (language: foreign vs native) factorial design recruiting 246 Korean–English bilinguals. A negotiation simulation with three issues was used, and participants exchanged offers with a preprogrammed computer they believed to be a real counterpart. Findings: There was no significant interaction effect between framing and language on the offers made, but the framing effect was mitigated and nonsignificant for negotiators who used their foreign language. The interaction between framing and language conditions significantly affected negotiators' positive emotions and satisfaction with the negotiation. Originality/value: The uniqueness of this paper is related to its effort to investigate the effect of negotiation language on a negotiator's decision-making. Considering globalization and the increasing prevalence of international negotiations, this paper has implications for researchers and practitioners. [ABSTRACT FROM AUTHOR]

Emotion has become one of the most popular—and popularized—areas within organizational scholarship. This chapter attempts to review and bring together within a single framework the wide and often disjointed literature on emotion in organizations. The integrated framework includes processes detailed by previous theorists who have defined emotion as a sequence that unfolds chronologically. The emotion process begins with a focal individual who is exposed to an eliciting stimulus, registers the stimulus for its meaning, and experiences a feeling state and physiological changes, with downstream consequences for attitudes, behaviors, and cognitions, as well as facial expressions and other emotionally expressive cues. These downstream consequences can result in externally visible behaviors and cues that become, in turn, eliciting stimuli for interaction partners. For each stage of the emotion process there are distinct emotion regulation processes, that incorporate individual differences and group norms and that can become automatic with practice. Although research often examines these stages in relative isolation from each other, I argue that each matters largely due to its interconnectedness with the other stages. Incorporating intra-individual, individual, interpersonal, and organizational levels of analysis, this framework can be a starting point to situate, theorize and test explicit mechanisms for the influence of emotion on organizational life.

The current study investigated what can be understood from another person's tone of voice. Participants from five English-speaking nations (Australia, India, Kenya, Singapore, and the United States) listened to vocal expressions of nine positive and nine negative affective states recorded by actors from their own nation. In response, they wrote open-ended judgments of what they believed the actor was trying to express. Responses cut across the chronological emotion process and included descriptions of situations, cognitive appraisals, feeling states, physiological arousal, expressive behaviors, emotion regulation, and attempts at social influence. Accuracy in terms of emotion categories was overall modest, whereas accuracy in terms of valence and arousal was more substantial. Coding participants' 57,380 responses yielded a taxonomy of 56 categories, which included affective states as well as person descriptors, communication behaviors, and abnormal states. Open-ended responses thus reveal a wide range of ways in which people spontaneously perceive the intent behind emotional speech prosody. [ABSTRACT FROM AUTHOR]

Do initial trustworthiness beliefs only have a short-term, temporary effect on one's behavior and perceptions? Or might these initial beliefs have a lasting, robust effect that persists over time and in subsequent interactions? Trust development theories do not provide a consistent answer. Some research predicts the initial trustworthiness belief will be fleeting, whereas other research suggests it will have a more lasting role. We reconcile these different predictions by drawing on accessibility theory, and by conducting a longitudinal field study and two experimental studies. Our research tests the impact of initial trustworthiness beliefs on behaviors and perceptions following an exchange in which the trustworthiness of a counterpart plays a critical role. The studies confirm that initial trustworthiness beliefs continue to affect perceivers' behaviors and perceptions in a subsequent exchange, even after a trust violation. However, following a two-week delay between interactions, the relationship becomes more complex. Our findings contribute to the trust literature by demonstrating the mostly robust nature of initial trustworthiness beliefs and explaining why and how these beliefs motivate future perceptions and behaviors. [ABSTRACT FROM AUTHOR]

To authenticate to the full-text of this article, please visit this link: http://dx.doi.org/10.1111/j.1559-1816.2010.00593.x Byline: Jared R. Curhan (1,2), Hillary Anger Elfenbein ([dagger]), Noah Eisenkraft ([double dagger]) Abstract: A 2-round negotiation study provided evidence that positive feelings resulting from one negotiation can be economically rewarding in a second negotiation. Negotiators experiencing greater subjective value (SV)-that is, social, perceptual, and emotional outcomes from a negotiation-in Round 1 achieved greater individual and joint objective negotiation performance in Round 2, even with Round 1 economic outcomes controlled. Moreover, Round 1 SV predicted the desire to negotiate again with the same counterpart, whereas objective negotiation performance had no such association. Taken together, the results suggest that positive feelings, not just positive outcomes, can evoke future economic success. Author Affiliation: (*)Sloan School of ManagementMassachusetts Institute of Technology ([dagger])Olin School of BusinessWashington University in Saint Louis ([double dagger])The Wharton SchoolUniversity of Pennsylvania Article note: (2) Jared Curhan, MIT Sloan School of Management, 50 Memorial Drive E52-554, Cambridge, MA 02142-1347. E-mail: curhan@post.harvard.edu

The authors address the decades-old mystery of the association between individual differences in the expression and perception of nonverbal cues of affect. Prior theories predicted positive, negative. and zero correlations in performance--given empirical results ranging from r = -.80 to r = +.64. A meta-analysis of 40 effects showed a positive correlation for nonverbal behaviors elicited as intentional communication displays but zero for spontaneous, naturalistic, or a combination of display types. There was greater variation in the results of studies having round robin designs and analyzed with statistics that do not account for the interdependence of data. The authors discuss implications for theorists to distinguish emotional skills in terms of what people are capable of doing versus what people actually do. Keywords: affect, expression, perception, recognition, meta-analysis DOI: 10.1037/a0017766

Although negotiation experiences can affect a negotiator's ensuing attitudes and behavior, little is known about their long-term consequences. Using a longitudinal survey design, the authors tested the degree to which economic and subjective value achieved in job offer negotiations predicts employees' subsequent job attitudes and intentions concerning turnover. Results indicate that subjective value predicts greater compensation satisfaction and job satisfaction and lower turnover intention measured 1 year later. Surprisingly, the economic outcomes that negotiators achieved had no apparent effects on these factors. Implications, limitations, and future directions are discussed. Keywords: employment negotiation, subjective value, economic outcomes, job satisfaction, turnover

The expression of nonverbal cues may differ systematically across cultures. Common cues used in distinct ways cross-culturally may be termed nonverbal accents. The data in this study indicate that nonverbal accents can help perceivers to distinguish the nationality of expressers. In Study 1, American participants could determine the nationality of Australian and American adults with above-chance accuracy when viewing their emotional expressions but not neutral expressions. In Study 2, American participants could also determine the nationality of Australians and Americans seen walking or waving in greeting. The accuracy of nationality judgments was also correlated with the extent to which Australian targets were perceived to conform to stereotypes about Australians. It is argued that nonverbal accents may be a mechanism that perceivers can use to apply group stereotypes. Keywords: nonverbal behavior; facial expressions; culture; stereotyping; emotion