Group Decision and Negotiation 

About: Group Decision and Negotiation is an academic journal published by Springer Science+Business Media. The journal publishes majorly in the area(s): Negotiation & Group decision-making. It has an ISSN identifier of 0926-2644. Over the lifetime, 1171 publications have been published receiving 32164 citations.

A Classification Scheme for Negotiation in Electronic Commerce

Abstract: In the last few years we have witnessed a surge of business-to-consumer and business-to-business commerce operated on the Internet. However many of these systems are often nothing more than electronic catalogues on which the user can choose a product which is made available for a fixed price. This modus operandi is clearly failing to exploit the full potential of electronic commerce. Against this background, we argue here that in the next few years we will see a new generation of systems emerge, based on automatic negotiation. In this paper we identify the main parameters on which any automatic negotiation depends. This classification schema is then used to categorise the subsequent papers in this book that focus on automatic negotiation.

Automating Linguistics-Based Cues for detecting deception in text-based asynchronous computer-mediated communication

Abstract: The detection of deception is a promising but challenging task. A systematic discussion of automated Linguistics Based Cues (LBC) to deception has rarely been touched before. The experiment studied the effectiveness of automated LBC in the context of text-based asynchronous computer mediated communication (TA-CMC). Twentyseven cues either extracted from the prior research or created for this study were clustered into nine linguistics constructs: quantity, diversity, complexity, specificity, expressivity, informality, affect, uncertainty, and nonimmediacy. A test of the selected LBC in a simulated TA-CMC experiment showed that: (1) a systematic analysis of linguistic information could be useful in the detection of deception; (2) some existing LBC were effective as expected, while some others turned out in the opposite direction to the prediction of the prior research; and (3) some newly discovered linguistic constructs and their component LBC were helpful in differentiating deception from truth.

Some Hesitant Fuzzy Aggregation Operators with Their Application in Group Decision Making

Abstract: Hesitancy is the most common problem in decision making, for which hesitant fuzzy set can be considered as a suitable means allowing several possible degrees for an element to a set. In this paper, we study the aggregation of the hesitancy fuzzy information. Several series of aggregation operators are proposed and the connections of them are discussed. To reflect the correlation of the aggregation arguments, two methods are proposed to determine the aggregation weight vectors. Based on the support degrees among aggregation arguments, the weight vector of decision makers are obtained more objectively. To deal with the correlation of criteria, we apply the Choquet integral to get the weights of criteria. A method is also proposed for group decision making under hesitant fuzzy environment.

Cracks in Diversity Research: The Effects of Diversity Faultlines on Conflict and Performance

Abstract: In this quasi-field study, we investigate the effects of diversity faultlines on the conflict experience, performance, and morale of 79 groups. This is one of the first studies to operationalize the construct of diversity-related faultlines (Lau and Murnighan 1998). One of the most important contributions of this research is that faultlines incorporate multiple characteristics of group members simultaneously rather than assessing just one demographic characteristic at a time as most past diversity research has done. We develop a measure to capture the complexity of the faultline construct and to examine the effects of various group diversity faultline profiles on group outcomes. Linear results with a limited range of data show that faultlines are negatively related to conflict and positively related to morale and performance. Supplemental analyses that take into account the unique characteristics of our dataset indicate curvilinear relationships between diversity faultlines and relationship conflict, process conflict, group morale, and group performance. Groups with either virtually no faultlines (very diverse members) or strong faultlines (split into 2 fairly homogeneous subgroups) had higher levels of conflict and lower levels of morale and performance than groups with medium faultlines. The results suggest a more complex relationship between diversity and group process and outcome variables than typically described in diversity research. A detailed discussion of the faultline measure we developed and the methodological issues associated with measuring and interpreting faultlines are reported.