Jeanne M Brett
Biographic Data
| ID | 152914 |
|---|---|
| NAME | Jeanne M Brett |
| GIVEN NAMES | Jeanne M |
| FAMILY NAME | Brett |
| SIGNATURE | BRETT J M |
| AFFILIATIONS | Northwestern University |
| ORCID | 0000-0002-0882-224X |
| VERIFIED | Yes |
| TOTAL WORKS | 25 |
| TOTAL CITATIONS | 133 |
| WORKS AS AUTHOR | 25 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1979 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 7 |
Negotiating Social Conflict
This article discusses the projects presented on the “AI in the Field” panel at the March 2025 AI Negotiation Summit. The projects addressed distinct domains of social conflict: family caregiving, humanitarian frontline negotiations, and democratic deliberation. In contrast to current discourse surrounding autonomous “AI agents” intended to replace human roles, the research presented in this panel explicitly focused on human–AI collaboration. Acr…
Mapping societal trust and trust in negotiations
Purpose It is important to infer and diagnose whether a negotiator is trustworthy. In international negotiations, people may assume that high-trust nations are more likely to produce more trustworthy negotiators. Does this assumption hold universally? This study aims to address this research question by investigating the relationship between national-level societal trust and individual-level trust in negotiations. Design/methodology/approach This…
Intercultural challenges in managing workplace conflict – a call for research
Purpose The purpose of this paper is to discuss cultural causes of conflict in the workplace and call for research to address what happens when cultures collide generating workplace conflict. The author assumes that because cultures differ in terms of functional solutions to problems of social interaction that there will be conflict when people from different cultures are interdependent in the workplace. The author discusses types of culture and …
Everything in moderation
Understanding trust development in negotiations
What affects the way that trust develops in negotiations? In two studies, we used an actor–partner interdependence model to investigate how both negotiators' trust propensity prior to the negotiation and two types of behavior during the negotiation affect negotiators' trust development. Study 1 demonstrated that both focal negotiators' (actors') and their counterparts' (partners') trust propensity were positively associated with negotiators' trus…
Dignity, face, and honor cultures
This study compares negotiation strategy and outcomes in countries illustrating dignity, face, and honor cultures. Hypotheses predict cultural differences in negotiators' aspirations, use of strategy, and outcomes based on the implications of differences in self‐worth and social structures in dignity, face, and honor cultures. Data were from a face‐to‐face negotiation simulation; participants were intra‐cultural samples from the USA (dignity), Ch…
Context matters
When Cultures Clash Electronically
This research examines the extent to which the email medium exacerbates the aggressiveness of opening offers made by negotiators from two distinct cultures. Hypotheses derived from negotiation, communication, and culture research predict that Hong Kong Chinese negotiators using email would exhibit a reactance effect and consequently engage in more aggressive opening offers and claim higher distributive outcomes than similar negotiators in the Uni…
Cultural Differences in the Function and Meaning of Apologies
One of the most effective means for re-establishing trust in negotiations and disputes is by making an apology. However, the function and meaning of an apology (and thus its effectiveness for negotiators) may differ across cultures. We hypothesized that people from an individual-agency culture (such as the United States) understand apologies as analytic mechanisms for assigning blame and re-establishing personal credibility. In contrast, apologie…
Relational Construal in Negotiation
In certain cultures, relationships are the reason for negotiation. In this article, we offer a rationale regarding why relationships have more or less salience across cultures. We present psychological, economic and sociological factors that explain the reasons for negotiating relationally. Propositions are made as to how cultural construal about relationships influences offers, targets and limits, negotiation strategy and, ultimately, economic a…
Thirty-Five Years of Studying Work and Family
Conflicting social motives in negotiating groups
Negotiators' social motives (cooperative vs. individualistic) influence their strategic behaviors. In this study, the authors used multilevel modeling and analyses of strategy sequences to test hypotheses regarding how negotiators' social motives and the composition of the group influence group members' negotiation strategies. Four-person groups negotiating a 5-issue mixed-motive decision-making task were videotaped, and the tapes were transcribe…
Negotiating Globally
Negotiation Basics 1 2. Culture and Negotiation 25 3. Culture and Strategy for Negotiating Deals 49 4. Resolving Disputes 81 5. Negotiating in Teams 117 6. Social Dilemmas 159 7. Negotiations Between Governments and Foreign Direct Investors 187 8. Will the World Adjust, or Must You? 215 Notes 227 Glossary 263 Name Index 273 Subject Index 281
Culture and Negotiation
This article develops a model of how culture affects negotiation processes and outcomes. It begins with a description of negotiation from a Western perspective: confrontational, focused on transactions or the resolution of disputes, evaluated in terms of integrative and distributive outcomes. It proposes that power and information processes are fundamental to negotiations and that one impact of culture on negotiations is through these processes. …
Interdependence, social motives, and outcome satisfaction in multiparty negotiation
What makes negotiators satisfied with their outcomes? In this study, we examined whether interpersonal interdependence, in the context of multi-party multi-issue negotiation, affected negotiators' satisfaction with their individual and group outcomes. We integrated principles from interdependence, social comparison, and social value theories to generate hypotheses about the social-evaluative nature of satisfaction with negotiation outcomes. Contr…
Employee concerns regarding self-managing work teams
Pulling up roots in the 1990s
The purpose of this study was to develop a profile of employees in Fortune 500 companies who are willing to relocate. The profile was developed on a demographically diverse random sample of 827 employees from 20 Fortune 500 corporations, all of whom had moved at least once for their current employer. Employees who were most willing to relocate were younger, their incomes were lower, their career ambitions higher, and their spouses more willing th…
Comparing three processes underlying judgments of procedural justice
Designing systems for resolving disputes in organizations
Designing systems for resolving disputes in organizations
Mediator Behavior and the Outcome of Mediation
This research tests the notion that mediation is an art and thereby reflects mediators' unique interpretation of case characteristics and their intuitive resolution skills. Self‐report data were collected from 327 grievance mediation conferences. Specifically, five mediators reported whether or not they encouraged a compromise settlement, proposed a concrete settlement, encouraged the parties to discuss a compromise settlement, separated the part…
Perceptions of the Division of Housework and Child Care and Marital Satisfaction
This paper investigates the relationship between marital satisfaction and perceptions of the distribution of housework and child care from two theoretical perspectives-social exchange and equity-in four population groups: husbands in dual-earner marriages (n = 136), wives in dual-earner marriages (n = 136), husbands in single-earner marriages (n = 103), and wives in single-earner marriages (n = 103). The results show that there are significant re…
Mediators, moderators, and tests for mediation.
Grievance Mediation in the Coal Industry
This article describes an experiment in the mediation of grievances that recently took place during two six-month periods in four districts of the United Mine Workers of America. Eighty-nine percent of the 153 grievances taken to mediation during the experiment were resolved before arbitration. This success rate did not appear to be influenced by whether one or both parties had to consent to take a grievance to mediation, or by the identity of th…
Wildcat Strikes in Bituminous Coal Mining
Tests several hypotheses about the causes of wildcat strikes in bituminous coal mines. Review of related studies; Method; Results and conclusion. (Abstract copyright EBSCO.)
Perceptions of the Division of Housework and Child Care and Marital Satisfaction
This paper investigates the relationship between marital satisfaction and perceptions of the distribution of housework and child care from two theoretical perspectives-social exchange and equity-in four population groups: husbands in dual-earner marriages (n = 136), wives in dual-earner marriages (n = 136), husbands in single-earner marriages (n = 103), and wives in single-earner marriages (n = 103). The results show that there are significant re…
Dignity, face, and honor cultures
This study compares negotiation strategy and outcomes in countries illustrating dignity, face, and honor cultures. Hypotheses predict cultural differences in negotiators' aspirations, use of strategy, and outcomes based on the implications of differences in self‐worth and social structures in dignity, face, and honor cultures. Data were from a face‐to‐face negotiation simulation; participants were intra‐cultural samples from the USA (dignity), Ch…
Comparing three processes underlying judgments of procedural justice
Wildcat Strikes in Bituminous Coal Mining
Tests several hypotheses about the causes of wildcat strikes in bituminous coal mines. Review of related studies; Method; Results and conclusion. (Abstract copyright EBSCO.)
Context matters
Cultural Differences in the Function and Meaning of Apologies
One of the most effective means for re-establishing trust in negotiations and disputes is by making an apology. However, the function and meaning of an apology (and thus its effectiveness for negotiators) may differ across cultures. We hypothesized that people from an individual-agency culture (such as the United States) understand apologies as analytic mechanisms for assigning blame and re-establishing personal credibility. In contrast, apologie…
Pulling up roots in the 1990s
The purpose of this study was to develop a profile of employees in Fortune 500 companies who are willing to relocate. The profile was developed on a demographically diverse random sample of 827 employees from 20 Fortune 500 corporations, all of whom had moved at least once for their current employer. Employees who were most willing to relocate were younger, their incomes were lower, their career ambitions higher, and their spouses more willing th…
Conflicting social motives in negotiating groups
Negotiators' social motives (cooperative vs. individualistic) influence their strategic behaviors. In this study, the authors used multilevel modeling and analyses of strategy sequences to test hypotheses regarding how negotiators' social motives and the composition of the group influence group members' negotiation strategies. Four-person groups negotiating a 5-issue mixed-motive decision-making task were videotaped, and the tapes were transcribe…
Everything in moderation
Grievance Mediation in the Coal Industry
This article describes an experiment in the mediation of grievances that recently took place during two six-month periods in four districts of the United Mine Workers of America. Eighty-nine percent of the 153 grievances taken to mediation during the experiment were resolved before arbitration. This success rate did not appear to be influenced by whether one or both parties had to consent to take a grievance to mediation, or by the identity of th…
Employee concerns regarding self-managing work teams
Mediator Behavior and the Outcome of Mediation
This research tests the notion that mediation is an art and thereby reflects mediators' unique interpretation of case characteristics and their intuitive resolution skills. Self‐report data were collected from 327 grievance mediation conferences. Specifically, five mediators reported whether or not they encouraged a compromise settlement, proposed a concrete settlement, encouraged the parties to discuss a compromise settlement, separated the part…
Intercultural challenges in managing workplace conflict – a call for research
Purpose The purpose of this paper is to discuss cultural causes of conflict in the workplace and call for research to address what happens when cultures collide generating workplace conflict. The author assumes that because cultures differ in terms of functional solutions to problems of social interaction that there will be conflict when people from different cultures are interdependent in the workplace. The author discusses types of culture and …
Understanding trust development in negotiations
What affects the way that trust develops in negotiations? In two studies, we used an actor–partner interdependence model to investigate how both negotiators' trust propensity prior to the negotiation and two types of behavior during the negotiation affect negotiators' trust development. Study 1 demonstrated that both focal negotiators' (actors') and their counterparts' (partners') trust propensity were positively associated with negotiators' trus…
Relational Construal in Negotiation
In certain cultures, relationships are the reason for negotiation. In this article, we offer a rationale regarding why relationships have more or less salience across cultures. We present psychological, economic and sociological factors that explain the reasons for negotiating relationally. Propositions are made as to how cultural construal about relationships influences offers, targets and limits, negotiation strategy and, ultimately, economic a…
Wildcat Strikes in Bituminous Coal Mining
Tests several hypotheses about the causes of wildcat strikes in bituminous coal mines. Review of related studies; Method; Results and conclusion. (Abstract copyright EBSCO.)
Grievance Mediation in the Coal Industry
This article describes an experiment in the mediation of grievances that recently took place during two six-month periods in four districts of the United Mine Workers of America. Eighty-nine percent of the 153 grievances taken to mediation during the experiment were resolved before arbitration. This success rate did not appear to be influenced by whether one or both parties had to consent to take a grievance to mediation, or by the identity of th…
Mediators, moderators, and tests for mediation.
Mediator Behavior and the Outcome of Mediation
This research tests the notion that mediation is an art and thereby reflects mediators' unique interpretation of case characteristics and their intuitive resolution skills. Self‐report data were collected from 327 grievance mediation conferences. Specifically, five mediators reported whether or not they encouraged a compromise settlement, proposed a concrete settlement, encouraged the parties to discuss a compromise settlement, separated the part…
Perceptions of the Division of Housework and Child Care and Marital Satisfaction
This paper investigates the relationship between marital satisfaction and perceptions of the distribution of housework and child care from two theoretical perspectives-social exchange and equity-in four population groups: husbands in dual-earner marriages (n = 136), wives in dual-earner marriages (n = 136), husbands in single-earner marriages (n = 103), and wives in single-earner marriages (n = 103). The results show that there are significant re…
Designing systems for resolving disputes in organizations
Designing systems for resolving disputes in organizations
Pulling up roots in the 1990s
The purpose of this study was to develop a profile of employees in Fortune 500 companies who are willing to relocate. The profile was developed on a demographically diverse random sample of 827 employees from 20 Fortune 500 corporations, all of whom had moved at least once for their current employer. Employees who were most willing to relocate were younger, their incomes were lower, their career ambitions higher, and their spouses more willing th…
Comparing three processes underlying judgments of procedural justice
Employee concerns regarding self-managing work teams
Culture and Negotiation
This article develops a model of how culture affects negotiation processes and outcomes. It begins with a description of negotiation from a Western perspective: confrontational, focused on transactions or the resolution of disputes, evaluated in terms of integrative and distributive outcomes. It proposes that power and information processes are fundamental to negotiations and that one impact of culture on negotiations is through these processes. …
Interdependence, social motives, and outcome satisfaction in multiparty negotiation
What makes negotiators satisfied with their outcomes? In this study, we examined whether interpersonal interdependence, in the context of multi-party multi-issue negotiation, affected negotiators' satisfaction with their individual and group outcomes. We integrated principles from interdependence, social comparison, and social value theories to generate hypotheses about the social-evaluative nature of satisfaction with negotiation outcomes. Contr…
Negotiating Globally
Negotiation Basics 1 2. Culture and Negotiation 25 3. Culture and Strategy for Negotiating Deals 49 4. Resolving Disputes 81 5. Negotiating in Teams 117 6. Social Dilemmas 159 7. Negotiations Between Governments and Foreign Direct Investors 187 8. Will the World Adjust, or Must You? 215 Notes 227 Glossary 263 Name Index 273 Subject Index 281
Conflicting social motives in negotiating groups
Negotiators' social motives (cooperative vs. individualistic) influence their strategic behaviors. In this study, the authors used multilevel modeling and analyses of strategy sequences to test hypotheses regarding how negotiators' social motives and the composition of the group influence group members' negotiation strategies. Four-person groups negotiating a 5-issue mixed-motive decision-making task were videotaped, and the tapes were transcribe…
Cultural Differences in the Function and Meaning of Apologies
One of the most effective means for re-establishing trust in negotiations and disputes is by making an apology. However, the function and meaning of an apology (and thus its effectiveness for negotiators) may differ across cultures. We hypothesized that people from an individual-agency culture (such as the United States) understand apologies as analytic mechanisms for assigning blame and re-establishing personal credibility. In contrast, apologie…
Relational Construal in Negotiation
In certain cultures, relationships are the reason for negotiation. In this article, we offer a rationale regarding why relationships have more or less salience across cultures. We present psychological, economic and sociological factors that explain the reasons for negotiating relationally. Propositions are made as to how cultural construal about relationships influences offers, targets and limits, negotiation strategy and, ultimately, economic a…
Thirty-Five Years of Studying Work and Family
When Cultures Clash Electronically
This research examines the extent to which the email medium exacerbates the aggressiveness of opening offers made by negotiators from two distinct cultures. Hypotheses derived from negotiation, communication, and culture research predict that Hong Kong Chinese negotiators using email would exhibit a reactance effect and consequently engage in more aggressive opening offers and claim higher distributive outcomes than similar negotiators in the Uni…
Context matters
Understanding trust development in negotiations
What affects the way that trust develops in negotiations? In two studies, we used an actor–partner interdependence model to investigate how both negotiators' trust propensity prior to the negotiation and two types of behavior during the negotiation affect negotiators' trust development. Study 1 demonstrated that both focal negotiators' (actors') and their counterparts' (partners') trust propensity were positively associated with negotiators' trus…
Dignity, face, and honor cultures
This study compares negotiation strategy and outcomes in countries illustrating dignity, face, and honor cultures. Hypotheses predict cultural differences in negotiators' aspirations, use of strategy, and outcomes based on the implications of differences in self‐worth and social structures in dignity, face, and honor cultures. Data were from a face‐to‐face negotiation simulation; participants were intra‐cultural samples from the USA (dignity), Ch…
Intercultural challenges in managing workplace conflict – a call for research
Purpose The purpose of this paper is to discuss cultural causes of conflict in the workplace and call for research to address what happens when cultures collide generating workplace conflict. The author assumes that because cultures differ in terms of functional solutions to problems of social interaction that there will be conflict when people from different cultures are interdependent in the workplace. The author discusses types of culture and …
Everything in moderation
Mapping societal trust and trust in negotiations
Purpose It is important to infer and diagnose whether a negotiator is trustworthy. In international negotiations, people may assume that high-trust nations are more likely to produce more trustworthy negotiators. Does this assumption hold universally? This study aims to address this research question by investigating the relationship between national-level societal trust and individual-level trust in negotiations. Design/methodology/approach This…
Negotiating Social Conflict
This article discusses the projects presented on the “AI in the Field” panel at the March 2025 AI Negotiation Summit. The projects addressed distinct domains of social conflict: family caregiving, humanitarian frontline negotiations, and democratic deliberation. In contrast to current discourse surrounding autonomous “AI agents” intended to replace human roles, the research presented in this panel explicitly focused on human–AI collaboration. Acr…
Psychology (21 works) · Social Psychology (19 works) · Political science (18 works) · Conflict Management and Negotiation (14 works) · Negotiation (14 works) · Law (13 works) · Social Psychology (11 works) · Sociology (11 works) · Law (9 works) · Public relations (9 works)