Each year at the Academy of Management Annual Meeting the Conflict Management Division recognizes several papers presented at that year’s meeting along with an influential already-published article or book chapter. Learn more about each award and the winners below.

Most Influential Article Award

The Influential Article/Chapter Award is given each year to an article or chapter published in the recent past that has already made a significant and influential contribution to research literature domains encompassed within the Conflict Management division. Each year, papers eligible for the award will have been published during a window of four calendar years, the ending boundary of which is five years in the past. For example, to be considered for the award to be given in 2017, papers would have had to appear in print with a publication date no earlier than 2009 and no later than 2012.  An official call for nominations for the award given out at each year’s Academy of Management Annual Meeting in August will be announced in late winter/early spring prior to that year’s meeting. (Note: For journals, publication date means the year one would find in a citation to the article in print, not an online publication date. For a chapter in a volume, publication date means the copyright date of the volume). Eligible papers are those that fit in the division’s subject domain, which encompasses a wide range of topics and methodologies.  The Conflict Management division domain includes:

  • The nature and management of conflicts at the individual, group, organizational, inter-organizational and societal level
  • Power processes including influence, coalitions, coercion, deterrence, and persuasion
  • Bargaining and negotiation, negotiator characteristics and behaviors
  • Collaboration and competition
  • Third party interventions (such as facilitation, arbitration, mediation)
  • Distributive and procedural justice and dispute resolution procedures

The 2018 Winners are…

Congratulations to Frank de Wit, Lindy Greer, and Karen Jehn!

Frank R.C. de Wit, Lindred Greer, and Karen Jehn (2012). The paradox of intragroup conflict: a meta-analysisJournal of Applied Psychology, 97(2),360-390

2017Michele J. Gelfand, Jana L. Raver, Lisa Nishii, Lisa M. Leslie, Janetta Lun, Beng Chong Lim, Lili Duan, Assaf Almaliach, Soon Ang, Jakobina Arnadottir, Zeynep Aycan, Klaus Boehnke, Pawel Boski, Rosa Cabecinhas, Darius Chan, Jagdeep Chhokar, Alessia D’Amato, Montse Ferrer, Iris C. Fischlmayr, Ronald Fischer, Marta Fülöp, James Georgas, Emiko S. Kashima, Yoshishima Kashima, Kibum Kim, Alain Lempereur, Patricia Marquez, Rozhan Othman, Bert Overlaet, Penny Panagiotopoulou, Karl Peltzer, Lorena R. Perez-Florizno, Larisa Ponomarenko, Anu Realo, Vidar Schei, Manfred Schmitt, Peter B. Smith, Nazar Soomro, Erna Szabo, Nalinee Taveesin, Midori Toyama, Evert Van de Vliert, Naharika Vohra, Colleen Ward, Susumu Yamaguchi (2011). Differences Between Tight and Loose Cultures: A 33-Nation Study. Science 332, 1100-1104.
2016Behfar, K.J.; Peterson, R.S.; Mannix, E.A.; & Trochim, W.M.K. (2008).  The critical role of conflict resolution in teams: A close look at the links between conflict type, conflict management strategies, and team outcomes.  Journal of Applied Psychology, 93: 170-188.
2015Bowles, H.R., Babcock, L., & Lai, L. (2007).  Social incentives for gender differences in the propensity to initiate negotiations: Sometimes it does hurt to ask.  Organizational Behavior and Human Decision Processes, 103: 84-103.
2014Aquino, K., Tripp, T., & Bies, R. (2006).  Getting even or moving on?  Power, procedural justice, and types of offense as predictors of revenge, forgiveness, reconciliation, and avoidance in organizations.  Journal of Applied Psychology, 91: 653-668.
2013Curhan, J.R., Elfenbein, H.A., & Xu, H. (2006). What do people value when they negotiate? Mapping the domain of subjective value in negotiation. Journal of Personality and Social Psychology, 91: 493-512.
2012Adair, W.L., & Brett, J.M. (2005). The Negotiation Dance: Time, Culture, and Behavioral Sequences in Negotiation. Organization Science, 16: 33-51.
2011Kim, P.H., Ferrin, D.L., Cooper, C.D., & Dirks, K.T.  (2004). Removing the shadow of suspicion: The effects of apology versus denial for repairing competence- versus integrity-based trust violations.  Journal of Applied Psychology, 89, 104-118.
2010Two winners:

Van Kleef, G.A., De Dreu, C.K.W.; Manstead, A.S.R. (2004). The interpersonal effects of anger and happiness in negotiations. Journal of Personality and Social Psychology, 86, 57-76.

Tinsley, C. H., O’Connor, K. M., & Sullivan, B. A. (2002). Tough guys finish last: The perils of a distributive reputation. Organizational Behavior and Human Decision Processes, 88, 621-642.
2009De Dreu, C.K.W., & Weingart, L.W. (2003). Task versus relationship conflict, team performance, and team member satisfaction: A meta-analysis. Journal of Applied Psychology, 88, 741-749.
2007Jehn, K.A., Northcraft, G., & Neale, M. (1999). Why differences make a difference: A field study of diversity, conflict, and performance in workgroups.  Administrative Science Quarterly, 44, 741-763.
2006Miller, D., & Ratner, R. (1998). The disparity between the actual and assumed power of self-interest. Journal of Personality and Social Psychology, 74, 53-62.
2005Chatman, J., J. Polzer, S. Barsade, & Neale, M. (1998). Being different yet feeling similar: The influence of demographic composition and organizational culture on work processes and outcomes. Administrative Science Quarterly, 43, 749-780.
2004Two winners:

Jehn, K.A. (1995). A multi-method examination of the benefits and detriments of intragroup conflict. Administrative Science Quarterly, 40, 256-282.

Mayer, R.C., Davis, J.H., & Schoorman, F.D. (1995). An integrative model of organizational trust. Academy of Management Review, 20, 709-734.
2001Robinson, R. J., Keltner, D., Ward, A., & Ross, L. (1995). Actual versus assumed differences in construal: Naive realism in intergroup perception and conflict. Journal of Personality and Social Psychology, 68, 404-417.
1999Friedman, R.A., & Podolny, J. M. (1992). Differentiation of boundary spanning roles: Labor negotiations and implications for role conflict. Administrative Science Quarterly, 37, 28-47.
1998Carnevale, P. J. & Pruitt, D. G. (1992). Negotiation and Mediation. Annual Review of Psychology, 43, 531-582.

Best Theoretical or Empirical Paper Award

Sponsored by: Dispute Resolution Research Center (DRRC) at the Kellogg School of Management, Northwestern University

The Best Empirical or Theoretical Paper Award recognizes the best empirical or theoretical paper submitted to the Conflict Management Division for that year’s Academy of Management Annual Meeting. This award is determined by the program chair based on reviewer ratings and comments.

The 2018 Winner is…

2017Unpacking BATNA Availability: How Probability Can Impact Power in Negotiation by Robin Pinkley, Donald Conlon, John Sawyer, Dustin Sleesman, Don Vandewalle, and Maribeth Kuenzi.
2016High SDO Individuals Display Moral Concern for Harm to High Status (but not Low Status) Targets by Brian Lucas & Nour Kteily
2015A Conceptual Model of Territory Management Among Groups in Organizations by Lisa Kwan
2014The Directness and Oppositional Intensity of Conflict Expression by Laurie Weingart, Kristin Behfar, Corinne Bendersky, Gergana Todorova, & Karen Jehn
2013Unbundling Workplace Conflict: Developing a Theory of Conflict Mobilization by Sung-Chul Noh
2012The Dysfunctional Side of Status by Nathan Pettit
2011Falling from Great Heights: How Original Status Position Influences Reactions to Status Loss by Jennifer T. Carson & Stefan Thau
2010Powerful and Unpersuaded: The Implications of Power for Confidence, Advice Taking, and Accuracy by Kelly E. See, Naomi B. Rothman, & Jack B. Soll
2009The Relational Versus Collective ‘We’ and Intergroup Allocation Decisions by Sujin Lee, Wendi L. Adair, & Elizabeth A. Mannix
2008In the mood for advice: The influence of emotions on advice taking by Francesca Gino & Maurice Schweitzer
2007Disentangling Concepts: The Role of Affect in Trust Development and Cooperation by Michele Williams
2006Fair control: Complementarities between managerial controls and employees’ fairness evaluations by Christopher Long, Corinne Bendersky, & Calvin Morrill
2005Silence Speaks Volumes: The Effectiveness of Reticence in Comparison to Apology and Denial for Responding to Integrity- and Competence-Based Trust Violations by Donald Ferrin, Peter Kim, Cecily Cooper, & Kurt Dirks
2004The interdependency of task and relationship conflict over time by Amy Henley & Kenneth H. Price
2003Feeling and believing: The influence of emotion on trust by Jennifer R. Dunn & Maurice Schweitzer
2002From self-prediction to self-defeat: The effect of expecting a competitive opponent on negotiator predictions, behaviors, and outcomes by Tina Diekmann, Ann Tenbrunsel, & Adam Galinsky
2001When sheep turn into wolves: An integration of organizational justice and social information processing theories in understanding employment discrimination claiming by Barry M. Goldman
2000The ‘delay-of-game’ effect: The self-imposed costs of impatient responses to negotiation slowdowns by Greg Janicik & Sally Blount-Lyon
1999A social identity perspective on organizational justice among layoff survivors by Kelly Mollica
1998The social construction of injustice: Fairness judgments in response to own and others’ unfair treatment by authorities by Laura Kray, Leigh Thompson, & Allan Lind
1997Constructive conflict at work by Evert Van de Vliert, Aukje Nauta, Ellen Giebels, & Onne Janssen
1996Breaking the bonds of reciprocity in negotiation by Jeanne Brett, Debra Shapiro, & Anne Lytle

Best Paper: Conflict in Context Award

Sponsored by: Emerald Publishing and the International Journal of Conflict Management.

The Best Conflict-in-Context Paper Award recognizes the most outstanding field-based paper studying organizational, political, or social conflict that was submitted to the Conflict Management Division for that year’s Academy of Management Annual Meeting. This award is determined by the program chair based on reviewer ratings and comments.

The 2018 Winner is…

2017Multi-Homing and Strategic Re-Entry: Conflict and Behavioral Responses in the Rideshare Industry by Michael Maffie
2016Make or Break Alliances: A Process Model of Faultline Contagion and Alliance Instability by Martijn van der Kamp & Brian Tjemkes
2015The Role of Worker-Priests in Industrial Relations: An Analysis of the French Case by Francois Grima & Lionel Prud’homme
2014Conflict in the Kitchen: Temporal Diversity and Temporal Disagreements in Chef Teams by Susan Mohammed, Kent Alipour, Patricia Martinez, David Livert, & Dinora Fitzgerald
2013Can Conflict be Energizing? A Study of Task Conflict, Positive Emotions, and Job Satisfaction by Gergana Todorova, Julia Bear, & Laurie Weingart
2012How Managers’ Trust and Control Activities Influence Subordinates’ Perceptions by Chris P. Long & Tim Carroll
2011Task Conflict and Idea Sharing in Interdisciplinary Research Groups: Diversity Salience Matters by Gergana Todorova, Matthew R. Brake, and Laurie R. Weingart
2010Social Exchange from the Supervisor’s Perspective: Does Employee Trustworthiness Predict Justice? by Cindy P. Zapata & Jesse E. Olsen
2009Effects of (Inter)Organizational Conflict: Policy Drift by Annemarije Oosterwaal, & René Torenvlied
2008A contingency model of conflict and team effectiveness by Jing Zhu, Jason D. Shaw, & Kristin L. Scott
2007An Investigation of Organizational Reluctance to Mediate Employee Disputes by Barry Goldman, Matthew Pearsall, Stephen Gilliland, & Debra Shapiro
2006Knowledge, action, and public concern: The logic of mediators’ actions in French labour conflicts by Georges Trepo & Francois Grima
2005Do we prefer coworkers who are better or worse than us? Evidence from the “weakest link” game by Madan Pillutla & Sarah Ronson
2004The effect of policy on fairness perception by Brian Bemmels, Graham Brown, & Laurie Barclay
2003Dispute resolution system effectiveness: Complementarities and mediators by Corinne Bendersky

Best Paper: New Directions Award

Sponsored by the International Association of Conflict Management and the Negotiation and Conflict Management Research journal.

The Best New Directions Paper Award recognizes the paper submitted to the Conflict Management Division for that year’s Academy of Management Annual Meeting that makes the most significant new contribution to the conflict literature involving, but not limited to, the innovative use of new methods or a new approach/venue for the study of conflict and negotiation in organizations and broader society. This award is determined by the program chair based on reviewer ratings and comments.

International Association of Conflict Management
Negotiation and Conflict Management Research

The 2018 Winners are…

2017The Costs of Co-Leadership in Fashion Houses, Mountaineering Teams, Qualitative Reports, and the Lab by Eric Anicich, Frederic Godart, Roderick Swaab, and Adam Galinsky
2016The Big Bluff Theory: A Reconceptualization of Business Bluffing by Lutz Kaufmann & Jorg R. Rottenburger
2015Creative Agreements in Negotiation: When and Why Negotiators Redefine the Issues under Discussion by Jeff Loewenstein & Hyeran Choi
2014Daily Experiences of Justice: A Within-person, Dynamic, and Event-Based Perspective by Laurie Barclay & Tina Kiefer
2013The Hot Seat: Over-Attribution to Leaders and Dismissal for Bad Luck by Daniel C. Feiler & Evan J. Taylor
2012Blind Spots and Mirages: A Dyadic Approach to the Study of Team Conflict by Eric J. Neuman & Ariel C. Avgar
2011The Forgiving Organization: Building and Benefiting From a Culture of Forgiveness by Ryan Fehr
2010Cultures of Conflict: How Leaders and Members Shape Conflict Cultures in Organizations by Michele J. Gelfand, Lisa M. Leslie, Kirsten M. Keller, & Carsten K.W. De Dreu
2009But I Said I Was Sorry! On the Importance of Matching Apologies to Victim Self-Construals by Ryan Fehr & Michele Gelfand
2008The muck stops here: How interpersonal deviance spreads within work groups by Meredith Ferguson & Bruce Barry
2007Chameleons Bake Bigger Pies and Take Bigger Pieces: Behavioral Mimicry Facilitates Negotiations by William Maddux, Elizabeth Mullen, & Adam Galinsky
2006Socio-emotional conflict in teams: A social relations analysis and exploration of causes by Jacqueline Z. Bergman

Best Student Paper Award

Sponsored by: Dispute Resolution Research Center (DRRC) at the Kellogg School of Management, Northwestern University

The Best Student Paper Award recognizes the best empirical or theoretical paper submitted by a graduate student or students to the Conflict Management Division for that year’s Academy of Management Annual Meeting. To be eligible for the student paper award, all authors must be enrolled in graduate school at the time of submission. (Authors should note this on the cover page of their submission.) This award is determined by the program chair based on reviewer ratings and comments.

The 2018 Winner is…

2017The Asymmetrical Influence of Status Change on Helping by Sarah Doyle
2016Shaking Hands while Trading Punches: Exploring the Paradox of Rival Cooperation by Jeffrey P. Thomas
2015Bargaining Zone Distortion in Negotiations: The Elusive Power of Multiple Alternatives by Michael Schaerer
2014The Effects of Lying on the Relationship Between Voice and Self-Perceived Status by Andrew Soderberg
2013The Threat versus Challenge of Intragroup Conflict during Group Decision Making by Frank de Wit
2012Misattribution and Eye of the Beholder: Effect of Arousal on Negotiation Depends on Prior Attitudes by Ashley Brown (with Jared Curhan)
2011The Blame-taker’s Dilemma: Actions and Reactions in the Wake of Organizational Failure by Brian C. Gunia
2009Beyond BATNA: The Dynamic Role Alternatives Play in Negotiation Initiation by Jason Myrowitz
2008The black box deciphered: A meta-analysis of team diversity, conflict and team performance by Frank de Wit & Lindred Greer
2007Are High-Power Teams High Performers? by Lindred Greer & Heather Caruso
2006A Happy Coincidence: Complementarities between Incentives and emotions in agency problems by Alexandra A. Mislin
2005No award given
2004Group and organizational identification and effective inter-group relations by Andreas Richter, Rolf van Dick, & Michael A. West
2003Trust and reciprocity decisions: The differing perspective of trustors and trusted parties by Deepak Malhotra
2002Shame, guilt and justice: Self-conscious emotions as mediators of the positive effects of perceived justice by C. Bell
2001Embedded change interventions: Role of organizational context in changing workplace conflict behavior by Corinne Bendersky
2000The unexpected benefits of revealing time pressure in negotiation by Don A. Moore
1999Exploring the norm of reciprocity in the global market: U.S. and Japanese intra and inter-cultural negotiations by Wendi Adair
1998Social context and fairness: The relationship between gender and workgroup composition on perceptions of fairness by Lucy Gilson
1997Asymmetrical caucusing in group negotiations: Whom to include when and why by Peter Kim
1996How negotiators get to yes: Predicting the constellation of strategies used across cultures to negotiate conflict by Catherine Tinsley