ABSTRACT

Based on decades-old reviews, many negotiation researchers have expressed doubts about the effect of personality on negotiation outcomes. More recent reviews have found significant associations between traits and outcome measures. Existing research has primarily used laboratory experiments; field studies are rare. In this study, we aim to fill that important gap. Traits measured using the Hogan Personality Inventory were correlated with supervisor ratings of negotiation performance across three occupations: marketing managers, lawyers, and construction supervisors. Ambition and likability independently predicted greater negotiation performance. Results generalized across these three samples with evidence for an interaction effect in the lawyer sample. For attorneys, greater ambition was not additionally helpful for those who were relatively more likable. Results establish the importance of negotiation effectiveness as a distinct component of overall job performance. Practical implications are considered in terms of division of labor, person–job fit, and the state-trait distinction.

摘要

基于数十年来的评论，许多谈判研究人员对人格对谈判结果的影响表示怀疑。最近的评论发现特质与结果指标之间存在显着关联。现有研究主要用于实验室实验。实地研究很少。在这项研究中，我们旨在填补这一重要空白。使用霍根性格量​​表测量的性格与主管以下三个职业的谈判绩效评级相关：营销经理，律师和建筑主管。雄心壮志和讨人喜欢地独立预测了更高的谈判绩效。结果在这三个样本中得到了概括，并证明了律师样本中的互动效应。对于律师，对于那些相对讨人喜欢的人来说，更大的野心并没有帮助。结果确立了谈判有效性作为整体工作绩效的重要组成部分的重要性。从分工，个人与工作的契合以及国家特征的区分来考虑实际含义。