Negotiation, Conflict Management, Emotions, Chinese Management, Diversity (network groups, justice, race)
Organization Studies
An expert on negotiation, conflict resolution, Chinese management, and diversity, Ray Friedman brings a variety of business-relevant insights to his fields of study and the classroom.
Ray serves on the editorial board of Organizational Behavior and Human Decision Processes (OBHDP). Ray has served as President of the International Association for Chinese Management Research, Chair of the Conflict Management Division of Academy of Management, and as President of the International Association for Conflict Management. He served as Associate Dean for Faculty and Research at Owen from 2010 to 2013.
Ray has been published in many influential journals, including the Academy of Management Journal, Academy of Management Annals, Administrative Science Quarterly, Journal of Applied Psychology, Journal of Personality and Social Psychology, OBHDP, and Human Relations.
Professor Friedman teaches in the MBA and Executive MBA programs. Classes include Organizational Behavior, Negotiation, Leading Change, and Business, Society, and Politics in China.
Professor Friedman is currently working on studies of how contracts are understood in Chinese and Western contexts, the role of anger in organizations, and the use of Large Language Models (LLMs) to code negotiation transcripts.
Ph.D., Sociology, University of Chicago, 1987
M.A., Sociology, University of Chicago, 1983
B.A., Economics & Political Science, Yale University, 1980
(615) 495-6378
350
Rees, L., Chi, S., Friedman, R., & Shih, H. Journal of Applied Psychology, 2020, 105(7): 713–731
Friedman, R.A., Pinkley, R.L., Bottom, W.P., Liu, W., & Gelfand, M. (2020). Negotiation and Conflict Management Research, 13(2), 127-150.
Chi, S., Friedman, R., Chu, C., Shih, H. “Chinese acceptance of mistreatment by in-relation offenders can be neutralized by triggering a “group” collectivism perspective,” European Journal of Work and Organizational Psychology, 2019, 28 (3), 384-398
Reese, L., Friedman, Olekalns, M., Lachowicz, M. International Journal for Conflict Management, in press, 2019.
Friedman, R., Hong, Y.Y., Simons, T., Chi, S.C., Oh,
S.H., Lachowicz, M. “The Impact of Culture on Reactions to Promise Breaches:
Differences between East and West in BI Perceptions,” Group and Organization
Management, 2018, 43 (2): 273-315.
Chen, C.C., Friedman, R., & McAllister, D.J.
“Seeing and Studying China: On Leveraging Phenomenon-Based Research in China
for Theory Advancement,” Organizational Behavior and Human Decisions Processes,
2017, 143; 1-7.
Chen, C., Gaspar, J., Friedman, R., Xin, K.,
Newburry, W., Parente, R., Nippa, M. “Paradoxical Relationships between
Cultural Norms of Particularism and Attitudes toward Relational Favoritism: A
Cultural Reflexivity Perspective,” Journal of Business Ethics, 2017, 145,
1:63-79.
Chi, S., Friedman, R. & Lo, H. “Vicarious Shame
and Psychological Distancing Following Organizational Misbehavior,” Motivation
and Emotion, 2015, 39, 5:795-812.
Liu, W., Friedman, R. and Hong, Y. "Culture and accountability in negotiation: Recognizing the importance of in-group relations" Organizational Behavior and Human Decision Processes, 2011, pp 1-14
Friedman, R., Liu, W., Chi, S.C., Hong, Y.Y., and Sung, L.K. (2012). "Cross-Cultural Management and Bicultural Identity Integration: When Does Experience Abroad Lead to Appropriate Cultural Switching?" International Journal of Intercultural Relations, 36: pp. 130-139.
Liu, L..A., Friedman, R., Barry, B., Gelfand, M.J. and Zhang, Z.X. "The Dynamics of Consensus Building in Intracultural and Intercultural Negotiations," Administrative Science Quarterly, 2012, 57(2), pp 269-304
Chen, Y., Friedman, R., Yu, E. & Sun, F. "Examining the Positive and Negative Effects of Guanxi Practices: A Multi-Level Analysis of Guanxi Practices and Procedural Justice Perceptions." Asia Pacific Journal of Management, 2011, 28: pp 715-735
Friedman, R., Olekalns, M and Oh, S. "Cross-Cultural Difference in Reactions to Facework During Service Failures." Negotiation and Conflict Management Research, 2011, 4(4) pp 352-380
Friedman, R. & Liu, W. (2009). "Biculturalism in Management: Leveraging the Benefits of Intrapersonal Diversity," Understanding Culture: theory, Research and Applications. pp. 343-360
Chen, Y., Friedman, R., Yu, E., Fang, W., Lu, W. "Developing a Three-Dimensional Model and Scale for Supervisor-Subordinate Guanxi," Management and Organization Review, 2009, 375-399
Marx, D., Ko, S.J., & Friedman, R. "The 'Obama Effect': How a Salient Role Model Reduces Race-based Performance Differences," Journal of Experimental Social Psychology, 2009, 45, pp 953-956
Ferguson, M., Moye, N. & Friedman,R. (2008). "The Lingering Effects of the Recruitment Experience on the Long-Term Employment Relationship." Negotiation and Conflict Management Research, 1,3 pp. 246-262
Friedman, R., Liu, W., Chi, S. & Chen, C. (2007). "Causal Attribution for Inter-firm Contract Violation: A Comparative Study of Chinese and American Commercial Arbitrators," Journal of Applied Psychology, 92, 3 pp.856-864
Simons, T., Friedman, R., Liu, L., & McLean-Parks, J. (2007). "Racial Differences in Sensitivity to Behavioral Integrity: Attitudinal Consequences, In-Group Effects, and 'Trickle Down' among Black and Non-Black Employees," Journal of Applied Pyschology. 92,3 pp.650-665
Brett, J., Olekalns, M., Friedman, R., Goates, N., Anderson, C., Lisco, C. (2007). "Sticks and Stones: Language, Face and On-Line Dispute Resolution," Academy of Management Journal, 50, 1 pp.85-99
Friedman, R., Chi, S., & Liu, L.A. (2006). "An Expectancy Model of Chinese-American Differences in Conflict Avoiding," Journal of International Business Studies. 37, pp.76-91
Liu, L.A, Friedman, R. & Chi, S. (2005) "'RenQing' versus the 'Big 5': The Need for Culturally Sensitive Measures of Individual Differences in Negotiations," Management and Organization Review, 2005, 1, 2: 225-247
Friedman, R. & Craig, K. (2004). "Predicting Joining and Activism in Minority Employee Network Groups," Industrial Relations,2004, 43(4), 793-816
Friedman, R., Anderson, C., Brett, J., Olekalns, M., Goates, N., & Lisco, C.C. (2004). "The Positive and Negative Effects of Anger on Dispute Resolution: Evidence from Electronically-Mediated Disputes," Journal of Applied Psychology, 2004, 89 (2), 369-376.
Friedman, R. & Currall, S., "Conflict Escalation: Dispute Exacerbating Elements of E-mail Communication," Human Relations, 2003, 56 (11): 1325-1348.
Friedman, R. & Holtom, B. "The Effects of Network Groups on Minority Employee Turnover Intentions," Human Resource Management, 2002, 41(4):405-421.
Friedman, R. "The Case of the Christian Network Group," Harvard Business Review, July-August, 1999, pp.28-40.
Davidson, M. and Friedman, R. "When Excuses Don't Work: The Persistent Injustice Effect among Black Managers." Administrative Science Quarterly, 1998, 43: 154-183.
Barry, B. and Friedman, R. "Bargainer Characteristics in Distributive and Integrative Negotiation," Journal of Personality and Social Psychology, 1998, 74(2):345-359.
Friedman, R., Kane, M. and Cornfield, D. "Social Support and Career Optimism: An Empirical Test of Network Group Effectiveness Among Black Managers" Human Relations, 1998, 51(9): 1155-1177.
Friedman, R. and Shapiro, D. "Deception and Mutual Gains Bargaining: Are They Mutually Exclusive?," Negotiation Journal, July, 1995: 243-254.
Friedman, R. "Bringing Mutual Gains Bargaining to Labor Negotiations: The Role of Trust, Understanding, and Control," Human Resource Management, 1993, 32(4):435-459.
Friedman R., and Podolny, J. "Differentiation of Boundary Spanning Roles: Labor Negotiations and Implications for Role Conflict," Administrative Science Quarterly, 1992, 37(1):28-47.
Hirsch, P., Friedman, R., and Koza, M. "Collaboration or Paradigm Shift?: Caveat Emptor and the Risk of Romance with Economic Models for Strategy and Policy Research," Organization Science, 1990, 1(1):87-97.
Friedman, R. & Olekalns, M. “From Shared Climate to Personal Ecosystems: Why Some People Create Unique Environments," Organizational Psychology Review, 2021, 11(4), 365-389. https://doi.org/10.1177/20413866211013415
Friedman, R., Cho, J., Brett, J., Zhan, X. et al. “An Application of Large Language Models to Coding Negotiation Transcripts,” https://arxiv.org/abs/2407.21037.
Chu, C. C., Friedman, R., & Chi, S. C. “Early-life power and self-interested behavior: The interplay between past and present.” Negotiation and Conflict Management Research, 2024, 17(1), 72-105.
(615) 495-6378
350
