Edward W. Miles

Test for Individual Perceptions of Job Equity: Some Preliminary Findings

For 880 persons in management and professional positions mean satisfaction for those classified as Benevolent, Equity Sensitive, and Entitled when under-equitably of over-rewarded showed main effects of sensitivity to equity and perceptions of equity, but no interactions. Further work is suggested.

The Equity Sensitivity Construct: Potential Implications for Worker Performance

This paper presents and empirically tests five hypotheses concerning Equity Sensitivity, a new construct proposed by Huseman, Hatfield, and Miles (1985, 1987). Equity Sensitivity proposes that not all individuals conform to the norm of equity. Huseman, et al. have proposed three Equity Sensitivity groupsBenevolents, Equity Sensitives, and Entitleds. The findings show that Benevolents are inclined to work harder for less pay than Equity Sensitives or Entitleds. Theoretical and practical implications are discussed.

The Importance of Employee Demographic Profiles for Understanding Experiences of Work-Family Interrole Conflicts

This article investigated the reported experiences of work-family interrole conflict differences between American men and women. Participants answered questions on several questionnaires and were classified according to marital status, working or non-working spouse or partner, and presence of children. Overall, men reported significantly higher levels of work-to-family and strain-based, family-to-work conflict. Married men with working spouses, with and without children, and married men with children and non-working spouses reported higher levels of time-based and strain-based, family-to-work conflict than women in each corresponding category. The highest time-based, family-to-work conflict was reported by divorced women with children.

Boys Will Be Boys (and Girls Will Be Girls): The Attribution of Gender Role Stereotypes in a Gaming Situation.

This study tested one hypothesis concerning the attribution of gender role stereotypes about competitive behavior and three hypotheses concerning differences in attribution of sex between male and female subjects. The study used a Prisoners Dilemma Game setting to expose subjects to one of three conditions (competitive, cooperative, or tit-for-tat) to measure attribution of sex to an unknown confederate. A chi-square analysis revealed significant differences in the attribution of sex to the anonymous confederate between the competitive and the combined cooperative and tit-for-tat groups. In the competitive condition, subjects were more prone to think that the anonymous confederate was male than were subjects in the cooperative and tit-for-tat condition. This finding is consistent with the gender role stereotype that generally associates competitive behavior with masculinity and not with femininity. Post hoc chi-squares also revealed no difference between male and female subjects in the attribution of sex in any of the three conditions. Implications of these findings are discussed.

Gender and Administration Mode Effects when Pencil-and-Paper Personality Tests Are Computerized.

This study investigated whether gender and administration mode (computer vs. pencil and paper) influenced mean scores on four noncognitive psychological instruments (Equity Sensitivity Instrument, Rosenbergs Measure of Self-Esteem, Mach V Scale, and Balanced Inventory of Desirable Responding). Undergraduate participants (N = 874) with previous computer experience voluntarily completed the instruments in either a computer or pencil-and-paper administration. Results indicated no statistically significant interaction effect between gender and administration mode, although statistically significant main effects for both gender and administration mode were found. These results offer promise that with respondents who have computer experience, gender does not appear to interact with administration mode to be a source of unaccounted-for variance when computers are used as an integral part of data collection.

Gender and creation of value in mixed‐motive negotiation

Purpose – The purpose of this paper is to present how previous research has shown that, in negotiations that have integrative potential, men negotiate greater outcomes than do women. The primary purpose of this set of studies was to determine whether gender difference could be attributed to more effective performance in dividing value, more effective performance in creating value, or both.Design/methodology/approach – In study 1, participants negotiated a case situation that had integrative potential. Participants were randomly assigned to a side of the case and to a negotiation counterpart. This provided a comparison of all possible dyad gender combinations – female‐female, female‐male, and male‐male. Statistical tests included actor‐partner interdependence model (APIM) analysis, ANOVA, χ2, and t‐tests. Study 2 replicated a sub‐set of the study 1 tests using a different sample and a different negotiation case situation.Findings – Male‐male dyads created more value than female‐female dyads in both study 1...

Asymmetrical contextual ambiguity, negotiation self‐efficacy, and negotiation performance

Purpose – The current studies examine the relationship between negotiation performance and negotiation self‐efficacy of both the focal negotiator and the negotiating counterpart. This paper seeks to further examine the possibility that these relationships are moderated by contextual ambiguity. It proposes that contextual ambiguity is asymmetrical with regard to gender: that a given situation is less ambiguous to the stereotype‐consistent gender and more ambiguous to the other gender.Design/methodology/approach – Two negotiation cases are constructed. One was a feminine‐stereotyped situation and the other was a masculine‐stereotyped situation. Study participants negotiated one of the two cases. The primary statistical analysis was moderated regression analysis.Findings – Results show that both focal negotiator self‐efficacy and counterpart self‐efficacy are significant predictors of focal negotiator performance. However, for both men and women, counterpart self‐efficacy had a stronger association with perf...

The persuasive effect of graphics in computer-mediated communication

Abstract This study, an investigation of the persuasive effect of presentation graphics, provides a conceptual and empirical link between persuasive effect and computer-generated graphics as a form of computer-mediated communication. Testing of four hypotheses that examine differences in persuasive effect among three treatments (written text, static graphics, and dynamic graphics) provides the empirical link between graphics as a decision support tool and persuasive effect. Implications of these differences are discussed.

What We Know—and Don't Know—about Measuring Conflict An Examination of the ROCI-II and the OCCI Conflict Instruments

This article examines the relationship between conflict styles as measured by the Rahim Organizational Conflict Inventory-II (ROCI-II) and conflict strategies as measured by the Organizational Communication Conflict Instrument (OCCI). It likewise focuses on the relationship between these conflict measures and three personality traits: Machiavellianism, self-esteem, and Protestant ethic. Only moderate correlations between these two instruments suggest a situation-specific approach to managing conflict. Other findings suggest that the context of the conflict is a critical variable in assessing conflict management behaviors. Of the three personality variables, only self-esteem revealed a pattern of significant results, and only Machiavellianism revealed a consistent pattern of nonsignificant results. This article calls for additional development of both the ROCI-II and the OCCI to enhance their reliabilities and for additional research to investigate further the relationship between individual differences and conflict behaviors.

The role of face in the decision not to negotiate

Purpose – Implicitly, the negotiation literature has generally assumed that, if economic gains are sufficient, individuals will negotiate. However, recent research has begun to consider the social costs incurred by negotiating. This paper aims to develop a conceptual model of the role of one of those social costs – threat to face – in the decision of whether to negotiate or not to negotiate.Design/methodology/approach – The approach was to combine relevant literature from face theory and from negotiation to develop and support a model of the role of face in the decision to negotiate or not to negotiate.Findings – A model was developed which proposed that, if people believe that negotiating will result in a loss of face, they are less likely to negotiate in situations that they recognize are potentially negotiable. Six variables are proposed to be antecedents to the belief that negotiating could result in loss of face. These six are divided into categories of social context (social roles and status), indiv...