光华管理学院人力资源与组织行为系讲座暨第15次研究午餐会
时 间：3月11日，星期四，12：15pm
地 点：光华楼203会议室
主讲人：Prof. Ray Friedman, PHD, The Owen Graduate School of Management, Vanderbilt University.
题 目: Explaining the Chinese Preference for Conflict Avoiding: An Exploration of Five Alternative Models
欢迎各位老师和同学参加。
Abstract
This lecture develops five alternative models for Chinese-American differences in conflict avoiding tendencies, and tests them using a scenario study with respondents from Taiwan and the U.S. Our results show that, contrary to expectations, differences in the expected career costs/benefits of good/bad relations with others does not explain Chinese-American differences in conflict avoiding, nor do differences in attribution styles. The most important explanation for differences in avoiding is strong social norms that favor avoiding among Chinese. In addition, Chinese prefer avoiding more than Americans due to their expectation that direct expressions of conflict would damage the relationship and the greater value they place in having good relationships, as well as due to lower confidence in their own direct conflict management skills. The Chinese preference for avoiding, then, is not a matter of rational utility maximizing, but rather is an expression of deeply-held values and norms.
Introduction of Prof. Ray Friedman
Ray Friedman is Associate Professor of Management at the Owen Graduate School of Management, Vanderbilt University. He received his Ph.D. from the University of Chicago, and his B.A. from Yale University. His research interests include social aspects of negotiation, inter-group conflict in organizations, and group differences in justice perceptions. His articles have appeared in Administrative Science Quarterly, Journal of Personality and Social Psychology, Organization Science, Human Relations, Negotiation Journal, International Journal of Conflict Management, Journal of Applied Behavioral Science, and Human Resource Management. His book on the social dynamics of labor negotiations, Front Stage, Backstage: The Dramatic Structure of Labor Negotiations, was published by MIT Press in 1994. Prior to Owen, he was an assistant professor at Harvard Business School and a faculty member of Harvard's Program on Negotiation. He teaches courses in organizational behavior, negotiation, and labor relations. He has served as Division Chair and Program Chair for the Conflict Management Division of the Academy of Management, has served as the program chair for International Association for Conflict management and on its board and is associate editor of the International Journal of Conflict Management.
