An investigation of organizational reluctance to mediate employment disputes

Barry Goldman; Pearsall J. Matthew; Stephen W Gilliland; Debra L. Shapiro

An investigation of organizational reluctance to mediate employment disputes

Barry Goldman, Pearsall J. Matthew, Stephen W Gilliland, Debra L. Shapiro

Research output: Contribution to journal › Conference article › peer-review

Abstract

Organizations agree to participate in employment mediation sponsored by federal Equal EmploymentOpportunity Commission (EEOC) at much lower rates than individual claimants (31% vs. 89%). Thispaper investigates reasons why this phenomenon occurs. We surveyed 997 organizations that wereinvited to participate in EEOC-sponsored mediation to assess reasons for participating-or not-inmediation. Support was found for a model that incorporates perceived merit, organizational learning, and three anticipated outcome variables (economic, reputation, and equity) to understand the issue.Organizational learning accounted for the most variance in the decision to participate in mediation.

Original language	English (US)
Journal	Academy of Management Annual Meeting Proceedings
State	Published - 2007
Externally published	Yes
Event	67th Annual Meeting of the Academy of Management, AOM 2007 - Philadelphia, PA, United States Duration: Aug 3 2007 → Aug 8 2007

Keywords

Mediation
Organizational learning
Reputation

ASJC Scopus subject areas

Management Information Systems
Management of Technology and Innovation

Cite this

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title = "An investigation of organizational reluctance to mediate employment disputes",

abstract = "Organizations agree to participate in employment mediation sponsored by federal Equal EmploymentOpportunity Commission (EEOC) at much lower rates than individual claimants (31% vs. 89%). Thispaper investigates reasons why this phenomenon occurs. We surveyed 997 organizations that wereinvited to participate in EEOC-sponsored mediation to assess reasons for participating-or not-inmediation. Support was found for a model that incorporates perceived merit, organizational learning, and three anticipated outcome variables (economic, reputation, and equity) to understand the issue.Organizational learning accounted for the most variance in the decision to participate in mediation.",

keywords = "Mediation, Organizational learning, Reputation",

author = "Barry Goldman and Matthew, {Pearsall J.} and Gilliland, {Stephen W} and Shapiro, {Debra L.}",

year = "2007",

language = "English (US)",

journal = "Academy of Management Annual Meeting Proceedings",

issn = "0065-0668",

publisher = "Academy of Management",

note = "67th Annual Meeting of the Academy of Management, AOM 2007 ; Conference date: 03-08-2007 Through 08-08-2007",

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AU - Goldman, Barry

AU - Matthew, Pearsall J.

AU - Gilliland, Stephen W

AU - Shapiro, Debra L.

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Y1 - 2007

N2 - Organizations agree to participate in employment mediation sponsored by federal Equal EmploymentOpportunity Commission (EEOC) at much lower rates than individual claimants (31% vs. 89%). Thispaper investigates reasons why this phenomenon occurs. We surveyed 997 organizations that wereinvited to participate in EEOC-sponsored mediation to assess reasons for participating-or not-inmediation. Support was found for a model that incorporates perceived merit, organizational learning, and three anticipated outcome variables (economic, reputation, and equity) to understand the issue.Organizational learning accounted for the most variance in the decision to participate in mediation.

AB - Organizations agree to participate in employment mediation sponsored by federal Equal EmploymentOpportunity Commission (EEOC) at much lower rates than individual claimants (31% vs. 89%). Thispaper investigates reasons why this phenomenon occurs. We surveyed 997 organizations that wereinvited to participate in EEOC-sponsored mediation to assess reasons for participating-or not-inmediation. Support was found for a model that incorporates perceived merit, organizational learning, and three anticipated outcome variables (economic, reputation, and equity) to understand the issue.Organizational learning accounted for the most variance in the decision to participate in mediation.

KW - Mediation

KW - Organizational learning

KW - Reputation

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M3 - Conference article

AN - SCOPUS:85207425917

SN - 0065-0668

JO - Academy of Management Annual Meeting Proceedings

JF - Academy of Management Annual Meeting Proceedings

T2 - 67th Annual Meeting of the Academy of Management, AOM 2007

Y2 - 3 August 2007 through 8 August 2007

ER -

An investigation of organizational reluctance to mediate employment disputes

Abstract

Keywords

ASJC Scopus subject areas

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