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The purpose of this paper is to explore how the history of a supply chain relationship impacts expectations concerning negotiation strategy use.

Following a grounded theory approach, experienced buyers and suppliers were interviewed to enhance understanding of the complexity of supply chain negotiations.

Qualitative analysis developed a theoretical framework emphasizing the impact of relationship history on negotiation strategy expectations in long-term buyer-supplier relationships. Data supports that previous negotiation interactions build a history between the involved organizations. This relationship history creates expectations. When negotiation strategy use is consistent with expectations, the relationship history will continue to develop in the same manner as it has previously. When negotiation strategy expectations are violated, the relationship impact will differ depending on evidence of an Extrarelational Factor that leads to the strategy change.

Results of this study present a theoretical framework that future research can quantitatively test, which has the potential to open up new streams of research on relationship history and supply chain negotiations.

Results show that buyers and suppliers should consider the strategy expectations of their negotiation partner. When actions are inconsistent with expectations, the effects impact the relationship.

Negotiation research has largely focussed on negotiations as discrete events with economic outcomes. This ongoing buyer-supplier relationship research highlights the impact that previous negotiations (relationship history) have on negotiation expectations. It also explores the relational impact when those expectations are or are not met.

Based on gender role theory, this study aims to test a moderated mediation model in which gender, mediated by shame, affected salary negotiation initiation and writing pay raise justifications before the negotiation moderated gender effects, by boosting women’s negotiation initiation and lowering their shame.

Mixed-methods approach: in a scenario experiment, participants (N = 172; 92 women) imagined initiating salary negotiations with real employers, and shame and the inclination to actually initiate the negotiation were measured. About half the sample wrote pay raise justifications as part of the task. In the qualitative phase of the study, justifications were analyzed.

The model’s predictions were not supported. Women were neither less inclined to negotiate nor reported higher shame than men. Across gender, shame related to lower negotiation initiation and was alleviated by justifications’ preparation. Writing justifications did not affect men’s negotiation initiation, but lowered women’s. The qualitative analysis revealed that while all participants preferred communal themes in their justifications, women used themes of confidence, entitlement and power less than men.

The study provides original evidence in negotiation literature, on the effects of shame, on the practice of preparing pay raise justifications and on specific patterns in justifications’ content.

Many companies are shifting their focus away from individual transactions toward developing long‐term, mutually supportive relationships with their customers. Salespeople are the main implementers of such relationships, as they act as the interface between companies and customers. Negotiation is an important part of relationship development, but salespeople’s negotiating styles are influenced by culture and the ability to adapt to cultures of specific markets and specific customers. This study proposes a simple conceptual model of how cultural issues at three different levels – national, organizational, individual – influence salespeople’s negotiating styles. Qualitative in‐depth interviews were employed to explore the impact of national culture, organizational culture, and individual sales rep competence in dealing with culture on salespeople’s negotiating styles.

The chapter discusses the uniqueness of qualitative research that does not allow meeting the terms of consent as they are applied in traditional, positivist research with pre-defined goals that aim to validate hypotheses.

It is proposed adopting an ethics that promotes trust-based, reflective and dynamic relations between researchers and participants, centering on caring, humanity and concern. The suggested alternative approach views consent as an ongoing process that takes place throughout the entire course of the study; responsibility for protection of participants is expected of participants too, and is not the duty of researchers alone; mutuality must take place in the form of an ongoing, continuous dialogue; it is in order to consider fair recompense for participants too, thus reducing the one-sidedness of the research interest, and the chances that participants will decide to withdraw before completion of the study.

Qualitative research consistently centers Eurocentrism through courses' integrations of ontological, epistemological and axiological perspectives. This literal whitewashing was a source of great frustration and confusion for the authors, four Black women, who found their identities omitted and disregarded in qualitative inquiry. Using Collins' outsider-within concept and collective narratives to center their experiences, the authors seek through their writing to actively repurpose and re-engage with qualitative scholarship that generally seeks to exclude Black women.

Theoretically informed by Collins' outsider-within concept, the authors use Deleuze and Parnet's collective biography to tell the stories of four Black doctoral students negotiating race, gender, class and intellectual identity, while critiquing Eurocentric theory, through coursework. The collaborative writing process provided shared space for the engagement of individual thoughts and experiences with(in) others' narratives.

Black women can interpret qualitative inquiry outside of the Eurocentric norm, and qualitative courses can provide spaces for them to do so by repositioning Black women philosophers as central to understanding qualitative inquiry.

Through collective biography (Deleuze and Parnet, 2007), this paper centers the voices of four Black women scholars who use a creative writing approach to think with/through theory as Black women (Jackson and Mazzei, 2012). The paper offers new discussions of and ways in which qualitative researchers might decolonize Eurocentric ways of knowing in qualitative inquiry and qualitative pedagogy from students' perspectives.

The purpose of this article is to demonstrate how the quality of Qualitative Research in Accounting & Management (QRAM) is manifested through the conceptualization of knowledge about functioning actions that are applicable for local management accounting practices.

Drawing on language game theory and pragmatic constructivism, the paper analyzes the “practice doing” embedded in key language games of the case descriptions of three articles on intra-organizational buyer-supplier relations published in QRAM with the aim of revealing how they contribute to the development of a performativity in management accounting topos that integrates facts, possibilities, values and communication.

The analysis documents that the three QRAM articles on inter-organizational cost management make a common contribution to the knowledge related to what to do to make functional actions within the practice of inter-organizational cost management. Together, the articles provide conceptual rigour with a complexity in content that can encompass the four dimensions of integration.

In providing a framework for analyzing practice relevance, the paper has implications for contemporary discussions on doing research that is relevant for practice.

The paper provides novel insight into the analysis of quality in management accounting research. Additionally, it provides a framework for reflecting on the accumulation of practice-relevant knowledge and identifying areas requiring more research.

Negotiators from Asia are increasingly confronted with exchange partners from other regions, particularly Europe. The European culture differs from the Asian culture in many regards, one major aspect being distinct levels of power distance (hierarchy versus egalitarianism). The purpose of this paper is to analyze the impact of power distance in electronic negotiations between Asia and Europe.

The paper describes an experimental study with a sample of 126 participants investigating the impact of power distance on strategies applied by Asian and European buyers and sellers in computer‐mediated negotiations.

Significant effects of power distance in electronic negotiations were identified. Culture confirms to play a significant role in negotiations. The results indicate that negotiation schemes differ depending on the cultural dimension power distance in Asia and Europe. In the hierarchical (Asian) culture, sellers show more efforts in negotiations, while buyers apply more power‐related negotiation strategies but also tend to take more responsibility. In contrast, in the egalitarian (European) culture, buyers prefer negotiation behavior spreading power.

First, use of a student sample engaging in a negotiation simulation might restrain the generalizability of the findings. Second, the authors investigated only two cultures in Asia and Europe.

The paper describes an experimental study comparing negotiators from Asia and Europe in order to analyze whether culture plays a significant role in electronic negotiations between Asia and Europe. The authors focus on power distance as the main cultural dimension.

The purpose was to find out how lawyers at high-profile legal firms managed WLB.

The researchers conducted interviews with 42 lawyers at two law firms in a large West Coast city. Both participating law firms focus on corporate law and employ around 100 lawyers. Interviews took place on site over a three-month period. They lasted between 20 minutes and an hour. Questions covered general experience in the profession, as well as balancing work and non-work lives.

The answers revealed the tensions between work and non-work experiences. Lawyers were driven to work long hours and expected to respond quickly to clients’ needs. But they had diverse attitudes to WLB. They could broadly be divided into three categories – “work-centric,” “non-work centric,” and “dual-centric.” Their life values were also strongly correlated with gender. Only dual-centric and life-centric female lawyers had actively negotiated alternative work arrangements

There has been very little qualitative research into workplace attitudes to WLB

Given the ever-increasing complexity of business-to-business exchange, success is contingent on being able to adapt to any given situation. However, there is little in the way of guidance for how to adapt when it comes to negotiations. This paper aims to help business and industrial marketing professionals “get it right” by introducing a new tool which can be used to determine the appropriateness of using a distributive or an integrative approach for a given negotiation interaction.

To develop this tool, the authors identify key situational factors in the negotiating context that serve as indicators of the appropriate orientation (integrative or distributive) that should be applied based on the extant negotiation literature. From this, they develop a framework to guide negotiators in their selection of an orientation for a particular interaction to achieve the best possible outcome.

The tool developed from the literature review and termed the “Negotiation Scorecard” enables business-to-business marketers to better gauge the negotiation context and develop an interaction style consistent with that situation. This can lead to better deals and/or enhanced long-term relationships within business and industrial marketing channels.

This tool is the first of its kind to provide negotiators with a structured and quantifiable metric to guide their planning for future negotiation interactions and offers proscriptive guidance as to the types of strategies and tactics they should plan to use and that they should expect to encounter.

This paper aims to reveal the effects of an organisation’s bargaining power on its negotiating behaviours (including integrating, obliging, compromising, dominating and avoiding) in the context of inter-organisational conflict in construction projects and investigate how organisational power distance orientation moderates the relationship between the organisation’s bargaining power and its negotiating behaviours.

The authors conducted a questionnaire survey among practitioners in the Chinese construction industry with the final sample consisting of 219 responses. A structural equation model was used to analyse the data and test the hypotheses.

The results reveal that an organisation’s bargaining power is positively associated with dominating and integrating behaviours but negatively associated with obliging and avoiding behaviours. Additionally, bargaining power is found to be negatively associated with compromising behaviour when the organisation has a high power distance orientation. Finally, a higher degree of power distance orientation strengthens the positive effect bargaining power has on dominating behaviour.

The findings can help practitioners to predict the negotiating behaviours of a counterpart according to its bargaining power and the power distance in its organisational culture. This can then enable practitioners to adjust their strategies accordingly and steer the negotiations towards a win–win outcome.

This study applies the approach-inhibition theory of power to inter-organisational negotiations and empirically tests the relationship between an organisation’s bargaining power and its negotiating behaviours in the context of construction projects. Additionally, this study reveals that organisational power distance orientation moderates this relationship.