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dc.contributor.advisorGelfand, Michele Jen_US
dc.contributor.authorWheeler, Jasmineen_US
dc.date.accessioned2017-01-24T06:31:36Z
dc.date.available2017-01-24T06:31:36Z
dc.date.issued2016en_US
dc.identifierhttps://doi.org/10.13016/M2W24X
dc.identifier.urihttp://hdl.handle.net/1903/18937
dc.description.abstractPrevious research has demonstrated that racial discrimination exist across a number of organizational settings. Research on race and negotiation is sparse, yet some studies suggest that African Americans receive differential treatment at the negotiation table (Ayers & Siegelman, 1995). The purpose of this research is to examine whether, why, and when there are racial differences in negotiations. In study 1, race and gender of a negotiation partner was manipulated. An individual’s negotiation aspirations were found to mediate the relationship between partner race and negotiation behavior. When negotiating with African Americans, people set higher targets and first offers and this mediated the impact of partner race on demands. In study 2, partner race, gender, and power were manipulated to see if it equalized outcomes for African Americans and Caucasians. While power did have some main effects on negotiators expectations, race and power did not interact to predict negotiator aspirations or outcomes.en_US
dc.language.isoenen_US
dc.titleThe Role of Race in Negotiations: Understanding When and Why Racial Minorities are Hindered at the Negotiation Tableen_US
dc.typeThesisen_US
dc.contributor.publisherDigital Repository at the University of Marylanden_US
dc.contributor.publisherUniversity of Maryland (College Park, Md.)en_US
dc.contributor.departmentPsychologyen_US
dc.subject.pqcontrolledPsychologyen_US
dc.subject.pquncontrollednegotiationen_US
dc.subject.pquncontrolledraceen_US


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