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The goal of this essay is to examine the conflict resolution activities during political diplomacy as a dynamic and interactive process. In an application of Relational Order Theory (Donohue, 1998), this essay employs a model highlighting the instrumental, relational, and identity‐based issues involved in conflict resolution. To illustrate the utility of this model of Relational Process Management, this essay examines the process of diplomacy leading to the Dayton Accords in the areas of the Former Yugoslavia. For years the international community's efforts at intervention in this conflict were quite meager, as ceasefires and peace plans were brokered and dissolved with some regularity. Ultimately, a final coordinated effort by multiple external parties finally brought the combatants to the table in Dayton, Ohio to negotiate a formal agreement. The complex process by which the parties came to the negotiating table provides a rich case study by which to explore the interactive processes of diplomacy. An examination of the events in this case through the lens of instrumental, relational, and identity‐bound issues culminates with lessons learned from this interactionally‐based analysis of international conflict.

The process of occupational stress is dynamic, and thus must be conceptualized through an intraindividual perspective. Theories of self-regulation model feedback loops in goal pursuit and have meaningful implications for occupational well-being, from the task-level to years across the career span. In particular, discrepancy (the distance between one’s actual and desired states) and velocity (the speed at which one is moving towards a desired state) influence reactions in goal-striving. We extend theory bridging the self-regulation, occupational health, and career literatures by outlining the effects of discrepancy and velocity feedback for well-being, which we ground in cybernetic theories of stress, coping, and well-being. Further, we consider change at the macro scale by delimiting the impact of velocity, experienced in the pursuit of goals across Super’s (1980) career stages, on worker health. We conclude with a discussion of the theoretical and practical implications of velocity and health over the career stages.

Purpose – This chapter provides a framework that captures the fundamental impacts of power at the individual, dyadic, small group, and organizational levels. Within each level, we trace the psychological, cognitive, and behavioral consequences of having or lacking power.

Approach – We integrate theoretical approaches from psychology, sociology, behavioral economics, and organizational theory to underscore the far-reaching effects that power has.

Findings – We review theoretical and empirical evidence that demonstrate that (a) power leads people to take action, increases their general sense of control, and shape the way they construe the world; (b) power anesthetizes people to other people's emotions and immunizes them from the pressures of conformity; and (c) power differences within groups may facilitate group functioning by creating order, reducing conflict, and facilitating coordination. In addition to providing a framework for existing research on power, we also provide three research directions in hope of generating fruitful future research.

Originality/value – Through a careful review of the literature, we demonstrate that power helps people know who does what, when, and how.

A multiplex relation occurs when actors share different roles, actions, or affiliations that overlap in a relationship, such as co-workers who are also friends outside of work. Although multiplex relations are as varied as they are pervasive and often problematic, we know surprisingly little about when, under what circumstances, and exactly how overlapping ties affect social relations. Do they strengthen or weaken relationships? When do relationships become multiplex? How do they affect networks at large? In this chapter, we review notable studies that exist on this topic and suggest key questions and issues for future research. Our goal in particular is to suggest how exchange theory could contribute to these efforts.

This paper aims to use the Model of Goal-Directed Behavior (MGB) to examine the factors affecting consumers’ continued use of emerging technology-based self-services (TBSSs) with credence qualities. Professional services, which traditionally require specialized knowledge and high levels of interpersonal interaction to produce owing to their credence qualities, are increasingly delivered via self-service technologies. Health services delivered via mobile devices, for example, facilitate self-care without direct involvement from health professionals.

A mental health service delivered via the Internet and mobile phone, myCompass, was selected as the research context. Twenty interviews were conducted with users of myCompass and the data were thematically analyzed.

The findings of the study showcase the unique determinants of consumers’ continued use of TBSSs with credence qualities relative to the more routine services which have been the focus of extant research. The findings further provide support for the utility of the MGB in explaining service continuance, although the importance of distinguishing between extrinsic and intrinsic motivational components of behavioral desire and capturing the impact of social influence beyond subjective norms is also highlighted.

This study contributes to recent research examining differences in consumer responses across TBSSs and behavioral loyalty to these services. It also provides empirical evidence for broadening and deepening the MGB within this behavioral domain.

This paper aims to advance an integrative perspective of dynamic relationality in negotiation research by providing a symbiotic solution to modeling the cultural adaptation process in intercultural negotiations.

Based on a solution-oriented symbiotic approach, the authors analyze negotiators’ combination strategy to propose the dynamic convergence of dyadic relational negotiation behavior (RNB) both as a descriptive framework and a prescriptive solution to behavioral congruence in intercultural negotiations. The authors use spreadsheet platform with artificial data input to simulate various RNB dynamics between negotiators.

The authors identify the research gap between the arelational, static paradigm in negotiation literature and the relational, dynamic reality in negotiation practices, develop a fourfold typology of the existing negotiation research and propose the construct of RNB. The authors simulate the dyadic dynamics of RNB in a symbiotic framework. Results illustrate varied dyadic patterns of convergent RNB dynamics, demonstrating the effectiveness of the symbiotic solution to achieving behavioral congruence under multiple conditions. Propositions are then presented to predict negotiators’ initial relational behavior, describe dyadic coevolution of RNB in intercultural negotiations and explicate the relevant chronic consequences regarding relational and economic capital.

This paper fills a significant knowledge gap in the extant cross-cultural negotiation literature by addressing dynamic behavioral adaptation through a relational lens. This symbiotic framework is both descriptive in its predictive capacity to simulate the complexity of non-linear negotiation environment, and prescriptive in its directive capacity to guide negotiators’ plan of action given each other’s observed behavior with a probability estimation.

This chapter examines the effects of covert forms of social control on social movement participants. Current social science literature addresses the effect of surveillance on social movement organizations, but stops short of exploring the experience of surveillance for political activists. We begin by reviewing how state social control has been incorporated into paradigmatic social movement models. Drawing on examples from the FBI's counterintelligence programs and the growing literature emphasizing the emotional components of social movement mobilization processes, we then demonstrate the range of direct and indirect costs exerted by social control agents on both organizational and individual targets.

Interrelated conflict and transformation are associated with post World War II U.S. military. Conflicts within the command structure are depicted by military officers in their writings. Transformation, characterised by military sociologists as a process of “civilianisation,” has informed understanding over the past few decades. However, neither the officer‐writers‘ “close‐up” perspective nor, in retrospect, the sociologists’ sanguine formulations effectively interrelate structural transformation and conflicts in command. In this respect, these literatures suggest relevant analogies: officer‐writers reflect existential crisis not unlike many traditional peoples experiencing consequences of externally induced economic change; sociological characterisations of “civilianisation,” like those of “modernisation,” fail to account for adverse and conflictual consequences of such “development”. Both the “crisis in command” and sociological failures to explicate it may be related to political economy's transformation of the military. That is the argument entailed in this article.

Pete Boettke’s “What Is Still Wrong with the Austrian School of Economics?” sketches a program for Austrian economics based on a Kuhnesque analysis of scientific communities. His core recommendations focus on what we might call the Uptake and Diffusion dimensions of the scientific enterprise. If taken as a core commitment, they entail an Integrationist program, a concomitant of which is a reduction in the unique insights of the Austrian approach and, so, an overall reduction of the diversity of perspectives in political economy and moral sciences. A cost of this program is to decrease the diversity of perspectives in economics, which in turn decreases the ability of Republic of Economic Science to explore and solve a wider variety of problems. The author presents the “Fundamental Diversity Dilemma,” according to which there is a trade-off between uptake/plausibility and diversity: as we increase uptake and plausibility, we decrease diversity. The author concludes with a defense of the role of heterodox research programs, and questioning the focus on a small set of metrics to indicate excellent and important research.

The purpose of this study is to examine the stages involved in occupational dream pursuit (ODP). In this study, dreams are studied in the context of life-changing, occupational endeavors. The judgment and decision-making that fuels the process and the consumption motives that appear throughout the various stages of the journey are examined through the narratives of individuals living out their career-related dreams.

Open-ended interviews were conducted with individuals who were embarking on a life-changing career attainment experience. The narratives of these informants uncovered psychological, social and behavioral aspects of the dream pursuit process.

Through the informants’ narratives, common themes emerged with respect to the ODP journey, and these themes offered a fluid interpretation of the stages involved in the dream pursuit process: revelation, inciting action, development, maintenance and evolution. At each stage, specific consumption motives and behaviors predominate. These themes, including the consumption, psychological and developmental processes that take place at each stage, are discussed through the narratives of the informants.

This study highlights the role of positive emotions, personal growth, consumption motives and behaviors in ODP.

Dreams give individuals a sense of purpose and being. Although conventional wisdom acknowledges the importance of dream actualization, limited behavioral research has explored the nuances of ODP with regard to decision-making and consumption.