Papers by Katalien Bollen
Industrial Relations & Conflict Management, 2016
Industrial Relations & Conflict Management, 2016
Nederlands Vlaams Tijdschrift Voor Mediation En Conflictmanagement, 2012
Nederlands Vlaams Tijdschrift Voor Mediation En Conflictmanagement, 2012
Negotiation Journal, Oct 1, 2010
AbstractThis study explores the influence of hierarchical position on both mediation satisfaction... more AbstractThis study explores the influence of hierarchical position on both mediation satisfaction and uncertainty about the mediation. As parties involved in hierarchical conflict typically behave differently and have different perceptions and experiences, we think it is most likely that hierarchical position will affect the mediation process and its outcomes. In this article, we investigate the influence of hierarchical position on both uncertainty about the mediation and satisfaction with the mediation and its potential moderating role on the relationship between uncertainty and satisfaction. To test our hypotheses, we use data from fifty real mediation cases dealing with hierarchical labor conflicts in the Netherlands. As expected, uncertainty has a stronger negative effect on subordinates' satisfaction with the mediation than it does on the supervisors who were involved in mediation. Implications for mediation theory and practice are discussed.
Nederlands Vlaams Tijdschrift Voor Mediation En Conflictmanagement, 2013
Journal of Family Studies, Aug 1, 2013
ABSTRACT
Negotiation Journal, 2013
ABSTRACT
Zeitschrift für Konfliktmanagement, 2011
SSRN Electronic Journal, 2000
This paper focuses on mediation in conflicts between employer and employee. Based on theories of ... more This paper focuses on mediation in conflicts between employer and employee. Based on theories of power, we expect differences in both the perception and effects of the conflict, as well as differences in the evaluation of the mediation between employers and employees in hierarchical conflict; moreover we expect that employees express more of their anger in the mediation. Based on gender role theories we expect that these hierarchical conflicts have stronger negative effects on women, compared with men, and that gender influences the expression of anger, as well as the perception and evaluation of the mediation. Data were collected from 35 respondents who had been involved in mediation. We used both qualitative (coded reports of meetings and agreements), and quantitative data (survey); 30 out of 35 mediations had resulted in exit of the employee. Results show that there are major differences between the employers and employees. Employees define the problem as a relational conflict, report low well being due to the conflict and to the mediation, and express more anger during the mediations. Females report less well being and satisfaction with the mediation. The results are discussed in terms of the information processing model Electronic copy available at: http://ssrn.com/abstract=1298621 and further implications for mediators.
Negotiation Journal, 2010
This study explores the influence of hierarchical position on both mediation satisfaction and unc... more This study explores the influence of hierarchical position on both mediation satisfaction and uncertainty about the mediation. As parties involved in hierarchical conflict typically behave differently and have different perceptions and experiences, we think it is most likely that hierarchical position will affect the mediation process and its outcomes. In this article, we investigate the influence of hierarchical position on both uncertainty about the mediation and satisfaction with the mediation and its potential moderating role on the relationship between uncertainty and satisfaction. To test our hypotheses, we use data from fifty real mediation cases dealing with hierarchical labor conflicts in the Netherlands. As expected, uncertainty has a stronger negative effect on subordinates' satisfaction with the mediation than it does on the supervisors who were involved in mediation. Implications for mediation theory and practice are discussed.
Negotiation and Conflict Management Research, 2013
ABSTRACT
Journal of Family Studies, 2013
ABSTRACT
European Journal of Work and Organizational Psychology, 2014
ABSTRACT
European Journal of Work and Organizational Psychology, 2013
ABSTRACT
Computers in Human Behavior, 2014
Despite the increasing use of e-mediated services to settle divorce, research on its effectivenes... more Despite the increasing use of e-mediated services to settle divorce, research on its effectiveness is limited. In this paper, we investigate the effectiveness of an asynchronous e-supported tool to mediate divorces in the Netherlands. In order to do so, we rely on (a) the number of agreements reached and (objective) (b) with the help of a survey, we ask men and women about their perceptions of justice when involved in an e-mediated divorce (subjective). Results show that in more than 75% of the cases parties reach an agreement. Furthermore, findings indicate that both Dutch men and women evaluate e-supported divorce mediation favorably with high levels of perceived distributive, procedural, interpersonal as well as informational justice. Although men and women do not differ regarding perceptions of distributive and informational justice, women perceive significantly more procedural and interpersonal justice than men. Theoretical and practical implications are discussed.
Group Decision and Negotiation, 2012
Investigating mediations of hierarchical labor conflicts, this study focuses on the influence of ... more Investigating mediations of hierarchical labor conflicts, this study focuses on the influence of hierarchical position on perceptions of procedural justice, mediation effectiveness and its moderating effect on this relationship. Since the influence of hierarchical position is omnipresent in organizational life, it is most likely that also parties' perceptions and appreciation of the mediation will be affected. To test our hypotheses, we use data from real mediation cases dealing with hierarchical labor conflicts in the Netherlands. In line with our hypotheses, results indicate that supervisors-compared with subordinates-perceive more procedural justice and perceive the mediation as more effective. The most striking result however, is that especially subordinates' perceptions of mediation effectiveness are determined by perceptions of procedural justice: especially when confronted with low levels of procedural justice, their perceptions of mediation effectiveness are negatively affected. This is not true for supervisors. Implications for mediation theory and practice are discussed.
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Papers by Katalien Bollen