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The paper aims to investigate why organizations often opt to reject Equal Employment Opportunity Commission (EEOC)-sponsored mediation of employment disputes (in contrast to employees who tend to readily agree to it). It is guided by recent research associated with Shapiro and Kirkman’s (1999, 2001) theory of “anticipatory justice”, whereby (in)justice is anticipated, or expected, when people think about an event they have not yet experienced whose likely fairness they are questioning. In contrast, “organizational justice” reflects people’s retrospective assessments of how fair they have been treated to date.

The paper relied upon data made available by the mediation program administered by the US EEOC. The EEOC provided the names and contact information for the officially designated EEOC contacts for each dispute. The authors distributed surveys to each of these organizational representatives and received completed surveys from 492 organizations (a response rate of 85.8 per cent).

The authors tested the extent to which organizational representatives’ decision to accept or reject mediation as a means of settling discrimination claims is influenced by representatives’ expectation of more versus less fair treatments – by the opposing party as well as by the third-party mediator – during the mediation procedure. The pattern of findings in the study support all hypotheses and, thus, also the expectation-oriented theories that have guided them.

The study relies on self-reports. However, this concern is somewhat lessened because of the salience and recency of events to the time of surveying.

The paper provides new insights on the need for organizations to implement rules, policies and procedures to constrain decision-maker choices consistent with organizational goals. The authors offer specific procedural proposals to reduce this organizational tendency to reject mediation.

Employee grievances are costly to organizations in terms of finances, reputation and to the emotional climate of the organization. Moreover, it is similarly costly to employees. This study provides new insights to better understand why employees (as opposed to organizations) are almost three times more likely to elect mediation of employment disputes. As such, it offers some promising ideas to narrow that gap.

The paper investigates a little-studied phenomenon – the differential participation rate of employees versus organizations in EEOC-sponsored mediation.

Those entering the architectural profession tend to be motivated by a desire to undertake creative design, although studies have revealed that many practicing architects feel they lack sufficient creative opportunities. Proponents of anticipatory socialisation argue that experiences prior to entering an occupation influence job satisfaction once engaged in employment. Given concerns over the retention of architects, there is a need to explore practising architects' motivations for entering the profession, how this affects their anticipatory socialisation and their experience of working life. This paper aims to explore this issue.

Semi‐structured interviews were undertaken with 23 practising architects based in the UK, exploring the anticipatory socialisation of architects focussing on issues of career choice, expectations of the profession, experiences once working within practice and job satisfaction.

Many respondents had chosen to enter the profession out of a desire to be creative and their university education furthered this desire. The reality of working life was very different, with much time spent on administrative tasks. For some, this gap caused disillusionment with the profession and adversely affected their job satisfaction.

The paper discusses the possible impacts of poor anticipatory socialisation on practicing architects and the profession. Recommendations are made for further research including a large scale survey of the profession.

The data presented in this paper help researchers and practitioners to understand architects' motivations for choosing a career in the profession and provide guidance for how the mis‐match between expectations and the reality may be overcome.

This paper reports the results of two studies that examined the impact of framing negotiations in affective terms. Pursuant to the recommendations made by Clyman and Tripp (2000) for reducing risks associated with discrepant values, the objective of the first study was to determine the optimal way of representing potential outcomes in affective terms in a negotiation payoff table. Results demonstrated the superiority of happy and unhappy face icons over other representations; it also revealed a slight advantage to varying the quantity of icons, rather than size, to reflect differences in the relative values of these outcomes. In the second study, the focus was on determining to what extent, if any, framing negotiations in affective terms would differentially affect negotiators' thoughts and feelings prior to engaging in a two‐party negotiation. Results indicated that when negotiations are affectively framed, negotiators report higher levels of negotiation involvement and positive emotion and lower levels of trust, as well as a decreased likelihood of employing cooperative negotiation tactics. The implications of the findings for future research are discussed.

The purpose of this paper is to present an affect account that identifies emotions driving sell preferences in stock markets that result in the disposition effect (winning stocks hold too short and losing stocks too long) and to specify how stock prices are influenced.

The affect account is derived based on analyses of previous research showing the disposition effect, proposed explanations of the effect, and basic emotion research. An individual-level analysis is performed of the consequences for stock market prices.

The main proposal is that investors prefer to sell when price increases make the increasing balance of hope and fear equal to a faster increasingly balance of anticipated elation and disappointment, and when price decreases make the faster increasingly negative hope-fear balance equal to the increasing negative elation-disappointment balance. Steepness in slope of the negative hope-fear balance accounts for whether a loser is never sold (an extreme disposition effect), sold later than a winning stock (the usually observed disposition effect), or sold earlier than a winning stock (a reverse disposition effect). The individual-level analysis suggests that the affect-driven disposition effect would intensify or attenuate trends in stock prices depending on the demand-supply balance.

A conceptual contribution to research of emotion influences on stock trading and specifically to explanations of the disposition effect on sell decisions by less sophisticated and experienced investors.

The paper seeks to show that in today's turbulent business environment, the advantage goes to organizations whose leaders are continually scanning the external environment, engaging in organizational dialogue and participating in learning processes in order to discover possibilities, mobilize positive energy and build commitment within their organizations to achieve a shared, robust view of the future.

So that more executives can succeed in this way, the study analyzed the action skills and thought patterns of successful “anticipatory leaders.”

These “anticipatory leaders” consistently demonstrate three skills: As futurists, they inform themselves about a wide range of current events and trends. As strategists, they hone their understanding of the opportunities and threats that these shifts present. As integrators of ideas, beliefs and emotions they continually engage with the people of their organizations, identifying opportunities and aligning resources toward common objectives.

The paper offers executives a “self‐assessment” inventory. Leaders who hope to successfully shape how their organization evolves in the dynamic era that is unfolding can use the skills inventory to learn the art of anticipating the future.

Anticipatory leaders achieve a disciplined understanding of a range of potential future conditions. By using systems thinking and scenario analysis together, anticipatory leaders are able to galvanize action at all levels of their organizations through their ability to articulate the new thinking that informs strategic decisions.

The purpose of this study was to determine in what ways the competence frameworks analyzed converge or diverge and whether they are similar enough to be considered equivalent.

This study is based on a comparative analysis of competence frameworks describing sustainability education and foresight and futures education.

This study finds that sustainability education and futures and foresight education differ in significant ways in terms of expected outcomes as described by competence frameworks. The two educational fields cannot be considered equivalent. Rather, we find that they are complementary.

This study is based on an analysis of competence frameworks that have been published in peer-reviewed publications. They do not necessarily reflect what is actually practiced in educational environments. Also, competence frameworks may be in circulation that have not been described in scholarly publications and are therefore not included in this study.

The results of this study can be helpful for further refining and developing both sustainability education and futures and foresight education by clarifying the different roles that they play in promoting the skills needed to address long-term challenges in uncertain futures.

The rapid rise in prominence of sustainability education, in particular, but also foresight and futures education, is indicative of current concerns about the future of our planet and the beings that inhabit it. There is a sense that a key role of education should be to contribute to a pursuit of positive futures for all. By clarifying how current educational practices address this need, this study contributes to the overall goal of education.

Sustainability education and foresight and futures education have been regarded as being at least similar enough that implementing one may preclude the necessity for the other. This study shows that there are significant differences between the two as they have been defined in published competence frameworks. In particular, it shows that sustainability education emphasizes the use of anticipatory intelligence for strategic planning, while foresight and futures education emphasize the generation of anticipatory intelligence. The two fields are found to be complementary in that they address different, but equally necessary, skills needed to address long-term challenges.

The purpose of this paper is to investigate a unique sample of lottery-like stocks and contextualize their short-run price behavior with respect to behavioral principles.

The authors conduct a short-run event-study of the abnormal returns for stock market investments in Australian small-cap oil and gas (O & G) explorers centered on the drilling commencement (spudding) of 157 wildcat oil or gas wells drilled between January 2000 and June 2010.

Small-cap stock market investments associated with newly spudded wildcat O & G wells are negative NPV gambles rather than fair (zero NPV) investments. Once a wildcat well is spudded, the 30-day expected abnormal return is 6-8 percent: wealth-maximizing stockholders are advised to sell upon news of spudding, but gamblers may wish to hold on for the chance of a 10.6 percent 30-day average abnormal return (if the well is not plugged and abandoned). In the lead-up to each gamble the authors observe a significant pre-spudding stock price run-up on average, perhaps indicative of positively affected investors aroused by an easily imagined successful wildcat gusher as per evidence on the influence of image and affect on investors’ decisions (MacGregor et al., 2000; Loewenstein et al., 2001; Rottenstreich and Hsee, 2001; Peterson, 2002).

The wildcat drilling events considered in this paper are lottery-like by nature, and spudding represents the distinct moment when the gamble is unambiguously on, following shortly on from which investors either strike it lucky or strike out. The specifically small-cap wildcatters are typically heavily vested in one well at a time, therefore the sample stocks are uniquely lottery like. This differs from other studies which infer the lottery-like nature of their sample stocks from characteristics such as price and idiosyncratic volatility.

This paper aims to contribute critical discussion about the role of expectations and anticipation in subsequent satisfaction by incorporating anticipated emotions into a model to measure satisfaction. Emotions have provided a foundation for many causative models in marketing, notably advertising, brand development and buyer behavior. However, models of customer satisfaction have been dominated by cognition rather than affect which has been under-researched in this context. Furthermore, a significant omission in the current literature is the impact of affective expectations.

A series of hypotheses relating anticipated and experienced emotions to satisfaction and behavioral intention are tested in the context of a relatively high involvement, hedonistic service encounter in a longitudinal quantitative study involving 304 participants.

The results indicate that the emotions expressed by respondents when thinking about the forthcoming event were significantly associated with post-experience emotions. Furthermore, it was observed that positive emotions had no effect on satisfaction, but there was a significant effect of negative emotions on (dis)satisfaction.

The results indicate a complex relationship between emotions, satisfaction and behavioral intention. Implications for management during the pre-consumption phase are discussed, including the benefits to be gained from pre-consumption communication that seeks to engage with consumers by arousing an anticipatory affect.

The paper makes a methodological contribution by using longitudinal data rather than retrospectively collected data of emotions, and uses an actual service encounter rather than a hypothetical scenario which has limited many previous studies of emotions.

The current status of women in management in Hong Kong is examined and some of the factors affecting their movement into non‐traditional roles and status are highlighted.