Presenting programmed angry messages to a negotiator has increased concession rates in a series of recent experiments. But observing responses to a computer or confederate counterpart cannot yield insight into the perceptions, reactions, and negotiation outcomes experienced by those who actually deploy anger as a tactic. We report five studies examining the anger expression decision using a range of different methods. In the fully interactive two-person integrative negotiation in Study 1, expressed anger generally degraded trust while damaging implementation of deals. That ultimately diminished value actually claimed by anger expressers. In the discrete choice experiment of Study 2, sending angry messages proved costly for expressers, who registered very high levels of measured disutility from using this tactic. In Study 3, survey respondents reported widespread unwillingness to misrepresent anger during negotiation. Recalling a past negotiation, anger correlated negatively with experienced success, indicating that disutility from expressing anger generalizes widely across different contexts. Study 4 revealed that negotiators generally consider the tactic to be unethical. More than just specific beliefs about the lack of efficacy, Study 5 revealed that the source of tactical disutility lies in generalized discomfort with the misrepresentation of anger. Implications for research, practice, and training are considered.

中文翻译：

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谈判中的战术愤怒：表达者的观点

在最近的一系列实验中，向谈判者展示程序化的愤怒信息提高了让步率。但是，观察对计算机或同盟对手的反应并不能深入了解那些实际上将愤怒作为一种策略的人所经历的感知、反应和谈判结果。我们报告了使用一系列不同方法检查愤怒表达决策的五项研究。在研究 1 中完全互动的两人综合谈判中，表达愤怒通常会降低信任度，同时损害交易的实施。这最终降低了愤怒表达者实际声称的价值。在研究 2 的离散选择实验中，事实证明，发送愤怒信息对于表达者来说代价高昂，他们发现使用这种策略会产生非常高的可衡量的无用处。在研究 3 中，调查受访者报告说，普遍不愿意在谈判期间歪曲愤怒。回顾过去的谈判，愤怒与经历的成功呈负相关，表明表达愤怒的无用性在不同的背景下广泛泛化。研究 4 显示，谈判者通常认为这种策略是不道德的。研究 5 不仅仅是关于缺乏效力的具体信念，还揭示了战术上的无用的根源在于对愤怒的错误表达的普遍不适。考虑了对研究、实践和培训的影响。研究 4 显示，谈判者通常认为这种策略是不道德的。研究 5 不仅仅是关于缺乏效力的具体信念，还揭示了战术上的无用的根源在于对愤怒的错误表达的普遍不适。考虑了对研究、实践和培训的影响。研究 4 显示，谈判者通常认为这种策略是不道德的。研究 5 不仅仅是关于缺乏效力的具体信念，还揭示了战术上的无用的根源在于对愤怒的错误表达的普遍不适。考虑了对研究、实践和培训的影响。