Ray Friedman
Biographic Data
| ID | 3610518 |
|---|---|
| NAME | Ray Friedman |
| GIVEN NAMES | Ray |
| FAMILY NAME | Friedman |
| SIGNATURE | FRIEDMAN R |
| AFFILIATIONS | Vanderbilt University |
| ORCID | 0000-0002-9205-2320 |
| VERIFIED | Yes |
| TOTAL WORKS | 17 |
| TOTAL CITATIONS | 116 |
| AUTHOR COUNT | 17 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1987 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 6 |
Relationships Between Leader's Humor and Subordinate Perceptions of Leader Warmth and Competence
We proposed that in a Chinese context, rather than in the U.S. context, subordinates' experience of relationship harmony is a culturally grounded mediating mechanism, beyond leader‐member exchange, linking leader's humor to subordinates' perceptions of leadership warmth and competence. We collected a two‐wave sample in Taiwan ( n = 166) and in the U.S. ( n = 202) through internet platforms. Structural equation modeling and bootstrapping were empl…
AI as a Tool to Support Negotiation Research
This article explores ways in which AI tools can help negotiation scholars do their research, drawing on presentations delivered by Ray Friedman, Emily Hu, Gale Lucas, and Zhivar Sourati at the AI Negotiation Summit at MIT. AI can be used to automate transcript coding, applying negotiation-specific (e.g., “substantiation”) or general language (e.g,. “politeness” or “turn taking”) codes. AI can be trained to act as confederates in negotiation stud…
When and How Can Culture’s Deficit on Individual Creativity be Mitigated? The Role of Empowerment
Why do employees in collectivistic cultures show less creativity than those in individualistic cultures? We propose that the effect can be attributed to lower general self-efficacy (GSE) among employees in collectivistic cultures. We then look at managerial strategies to overcome this tendency. We hypothesize that those who experience higher structural empowerment will have a higher level of creativity due to their higher GSE, but this effect dep…
Cross-cultural management and bicultural identity integration
Are supervisors fair mediators? The effects of personality traits and age difference on expected mediation fairness
In this study subordinates' perceptions of their supervisors as potential mediators of disputes were investigated. In a scenario study using a sample of 122 supervisor-subordinate dyads in Taiwan, it was found that expected fairness of supervisors as mediators is affected by supervisor extraversion and also by supervisor agreeableness, but only when the supervisor is much older than the employee. Expected fairness of supervisors was not affected …
The “Obama Effect”
Studying Negotiations in Context
Ethnographic research offers an alternative approach which can provide insights into the types of complex situations that negotiators really face. This approach is not easy – it can be more time consuming, costly, and difficult than other research methods – but the payoff comes from the way these in-depth studies challenge scholars to develop new ideas and theories, based on what really happens in negotiations rather than on the logical next step…
Conflict Escalation
In this article, we proffer new theoretical ideas regarding how the structural features of e-mail make it more likely that disputes escalate when people communicate electronically compared to when they communicate face-to-face or via the telephone. Building upon Rubin et al.’s (1994) conflict escalation model, we propose a new conceptual framework that articulates: (i) the structural properties of e-mail communication; (ii) the impact of these pr…
Social Support and Career Optimism
As companies look for better ways to manage diversity, one of the approaches that is emerging is the use of female and minority network groups. These groups are not well understood, and there has been no quantitative analysis of their impact on minority employees. Social network theory suggests that network groups should enhance the social resources available to women and minorities and in that way enhance their chance of career success, but some…
British Society for the History of Science. Report of Council for the year 1996
Objects The primary objective for which the Society is established is to promote and further the study of the history and philosophy of science. Secondary objectives include the provision of facilities, the arrangement of meetings, the promotion of research and the publishing of papers; full details of all the objectives may be found in the Society's Memorandum of Association . Policies The main policy of the Society is to provide the infrastruct…
Bargainer characteristics in distributive and integrative negotiation
Negotiation researchers theorize that individual differences are determinants of bargaining processes and outcomes but have yet to establish empirically the role of individual differences. In 2 studies the authors used bargaining simulations to examine the roles of personality and cognitive ability in distributive (Study 1 ) and integrative (Study 2) negotiation. The authors hypothesized and found evidence that Extraversion and Agreeableness are …
Front Stage, Backstage
Front Stage, Backstage
Trade Unionism
Interaction Norms as Carriers of Organizational Culture
Too often, practitioners and theorists alike have tended to locate organizational culture in the mottoes and symbolic acts of top managers and to attribute to those leaders the ability to change and manage meaning from visible, yet distant, perches on the organizational chart. By contrast, I propose that the study of organizational culture focus on the networks of social interaction that constitute organizational life, and the rituals that suppor…
Management and Managed
Dirty hands? versus ?clean models
Dirty hands? versus ?clean models
The “Obama Effect”
Social Support and Career Optimism
As companies look for better ways to manage diversity, one of the approaches that is emerging is the use of female and minority network groups. These groups are not well understood, and there has been no quantitative analysis of their impact on minority employees. Social network theory suggests that network groups should enhance the social resources available to women and minorities and in that way enhance their chance of career success, but some…
Conflict Escalation
In this article, we proffer new theoretical ideas regarding how the structural features of e-mail make it more likely that disputes escalate when people communicate electronically compared to when they communicate face-to-face or via the telephone. Building upon Rubin et al.’s (1994) conflict escalation model, we propose a new conceptual framework that articulates: (i) the structural properties of e-mail communication; (ii) the impact of these pr…
Bargainer characteristics in distributive and integrative negotiation
Negotiation researchers theorize that individual differences are determinants of bargaining processes and outcomes but have yet to establish empirically the role of individual differences. In 2 studies the authors used bargaining simulations to examine the roles of personality and cognitive ability in distributive (Study 1 ) and integrative (Study 2) negotiation. The authors hypothesized and found evidence that Extraversion and Agreeableness are …
Cross-cultural management and bicultural identity integration
Interaction Norms as Carriers of Organizational Culture
Too often, practitioners and theorists alike have tended to locate organizational culture in the mottoes and symbolic acts of top managers and to attribute to those leaders the ability to change and manage meaning from visible, yet distant, perches on the organizational chart. By contrast, I propose that the study of organizational culture focus on the networks of social interaction that constitute organizational life, and the rituals that suppor…
Dirty hands? versus ?clean models
Management and Managed
Interaction Norms as Carriers of Organizational Culture
Too often, practitioners and theorists alike have tended to locate organizational culture in the mottoes and symbolic acts of top managers and to attribute to those leaders the ability to change and manage meaning from visible, yet distant, perches on the organizational chart. By contrast, I propose that the study of organizational culture focus on the networks of social interaction that constitute organizational life, and the rituals that suppor…
Trade Unionism
Front Stage, Backstage
Front Stage, Backstage
Social Support and Career Optimism
As companies look for better ways to manage diversity, one of the approaches that is emerging is the use of female and minority network groups. These groups are not well understood, and there has been no quantitative analysis of their impact on minority employees. Social network theory suggests that network groups should enhance the social resources available to women and minorities and in that way enhance their chance of career success, but some…
British Society for the History of Science. Report of Council for the year 1996
Objects The primary objective for which the Society is established is to promote and further the study of the history and philosophy of science. Secondary objectives include the provision of facilities, the arrangement of meetings, the promotion of research and the publishing of papers; full details of all the objectives may be found in the Society's Memorandum of Association . Policies The main policy of the Society is to provide the infrastruct…
Bargainer characteristics in distributive and integrative negotiation
Negotiation researchers theorize that individual differences are determinants of bargaining processes and outcomes but have yet to establish empirically the role of individual differences. In 2 studies the authors used bargaining simulations to examine the roles of personality and cognitive ability in distributive (Study 1 ) and integrative (Study 2) negotiation. The authors hypothesized and found evidence that Extraversion and Agreeableness are …
Conflict Escalation
In this article, we proffer new theoretical ideas regarding how the structural features of e-mail make it more likely that disputes escalate when people communicate electronically compared to when they communicate face-to-face or via the telephone. Building upon Rubin et al.’s (1994) conflict escalation model, we propose a new conceptual framework that articulates: (i) the structural properties of e-mail communication; (ii) the impact of these pr…
Studying Negotiations in Context
Ethnographic research offers an alternative approach which can provide insights into the types of complex situations that negotiators really face. This approach is not easy – it can be more time consuming, costly, and difficult than other research methods – but the payoff comes from the way these in-depth studies challenge scholars to develop new ideas and theories, based on what really happens in negotiations rather than on the logical next step…
Are supervisors fair mediators? The effects of personality traits and age difference on expected mediation fairness
In this study subordinates' perceptions of their supervisors as potential mediators of disputes were investigated. In a scenario study using a sample of 122 supervisor-subordinate dyads in Taiwan, it was found that expected fairness of supervisors as mediators is affected by supervisor extraversion and also by supervisor agreeableness, but only when the supervisor is much older than the employee. Expected fairness of supervisors was not affected …
The “Obama Effect”
Cross-cultural management and bicultural identity integration
When and How Can Culture’s Deficit on Individual Creativity be Mitigated? The Role of Empowerment
Why do employees in collectivistic cultures show less creativity than those in individualistic cultures? We propose that the effect can be attributed to lower general self-efficacy (GSE) among employees in collectivistic cultures. We then look at managerial strategies to overcome this tendency. We hypothesize that those who experience higher structural empowerment will have a higher level of creativity due to their higher GSE, but this effect dep…
Relationships Between Leader's Humor and Subordinate Perceptions of Leader Warmth and Competence
We proposed that in a Chinese context, rather than in the U.S. context, subordinates' experience of relationship harmony is a culturally grounded mediating mechanism, beyond leader‐member exchange, linking leader's humor to subordinates' perceptions of leadership warmth and competence. We collected a two‐wave sample in Taiwan ( n = 166) and in the U.S. ( n = 202) through internet platforms. Structural equation modeling and bootstrapping were empl…
AI as a Tool to Support Negotiation Research
This article explores ways in which AI tools can help negotiation scholars do their research, drawing on presentations delivered by Ray Friedman, Emily Hu, Gale Lucas, and Zhivar Sourati at the AI Negotiation Summit at MIT. AI can be used to automate transcript coding, applying negotiation-specific (e.g., “substantiation”) or general language (e.g,. “politeness” or “turn taking”) codes. AI can be trained to act as confederates in negotiation stud…
Political science (12 works) · Psychology (8 works) · Social Psychology (8 works) · Sociology (8 works) · Social Psychology (7 works) · Law (6 works) · Negotiation (6 works) · Conflict Management and Negotiation (5 works) · Economics (5 works) · Law (5 works)