Department of Psychology, University of Maryland, College Park, MD 20742, USA.
J Appl Psychol. 2013 May;98(3):504-13. doi: 10.1037/a0031908. Epub 2013 Mar 11.
Within the United States, teams outperform solos in negotiation (Thompson, Peterson, & Brodt, 1996). The current research examined whether this team advantage generalizes to negotiators from a collectivist culture (Taiwan). Because different cultures have different social norms, and because the team context may amplify the norms that are salient in a particular culture (Gelfand & Realo, 1999), we predicted that the effect of teams on negotiation would differ across cultures. Specifically, we predicted that since harmony norms predominate in collectivist cultures like Taiwan, the team context would amplify a concern with harmony, leading Taiwanese teams to negotiate especially suboptimal outcomes. In support, 2 studies showed that Taiwanese teams negotiated less-optimal outcomes than Taiwanese solos. We also used a moderated-mediation analysis to investigate the mechanism (Hayes, 2012), documenting that the interactive effect of culture and context on outcomes was mediated by harmony norms. By showing that the same situational conditions (team negotiations) can have divergent effects on negotiation outcomes across cultures, our results point toward a nuanced, sociocontextual view that moves beyond the culture-as-main-effect approach to studying culture and negotiations.
在美国，团队在谈判中表现优于个人（Thompson、Peterson 和 Brodt，1996）。当前的研究考察了这种团队优势是否适用于来自集体主义文化的谈判者（中国台湾）。由于不同的文化有不同的社会规范，并且团队环境可能会放大在特定文化中突出的规范（Gelfand 和 Realo，1999），我们预测团队对谈判的影响在不同文化之间会有所不同。具体来说，我们预测由于和谐规范在像中国台湾这样的集体主义文化中占主导地位，团队环境会放大对和谐的关注，导致台湾团队谈判达成的结果尤其不理想。有两项研究支持了这一预测，结果表明台湾团队谈判达成的结果不如台湾个人谈判达成的结果理想。我们还使用了调节中介分析来研究机制（Hayes，2012），记录了文化和环境对结果的交互影响是由和谐规范介导的。通过表明相同的情境条件（团队谈判）在不同文化中对谈判结果有不同的影响，我们的研究结果表明了一种细致入微的、社会情境的观点，超越了以文化为主效应的研究方法来研究文化和谈判。
