Ray Friedman

Ray Friedman

Brownlee O. Currey Professor of Management
Professor of Asian Studies

Research Interests/Areas of Expertise

Negotiation, Conflict Management, Emotions, Chinese Management, Diversity (network groups, justice, race)

Subject Areas

Organization Studies

Biography

Expertise

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.

Leadership

Ray is the President of the International Association for Chinese Management Research, and serves on the editorial board of Organizational Behavior and Human Decision Processes (OBHDP).  Ray has served as 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.

Publications

Ray has been published in many influential journals, including Journal of Academy of Management Journal, Administrative Science Quarterly, Journal of Applied Psychology, Journal of Personality and Social Psychology, OBHDP, and Human Relations.

Teaching

Professor Friedman teaches in the MBA and Executive MBA programs. Classes include Organizational Behavior, Leading Change, and Doing Business in China.

Research Interests

Professor Friedman is currently working on studies of how contracts are understood in Chinese and Western contexts, the ways that people sometimes create their own personal “environments,” and different concepts of cultural “collectivism”.

Education

Ph.D., Sociology, University of Chicago, 1987

M.A., Sociology, University of Chicago, 1983

B.A., Economics & Political Science, Yale University, 1980

Select Publications

Articles

Anger as a trigger for information search in integrative negotiations

Rees, L., Chi, S., Friedman, R., & Shih, H. Journal of Applied Psychology, 2020, 105(7): 713–731


Implicit Theories of Negotiation: Developing a Measure of Agreement Fluidity

Friedman, R.A., Pinkley, R.L., Bottom, W.P., Liu, W., & Gelfand, M. (2020). Negotiation and Conflict Management Research, 13(2), 127-150.

Chinese acceptance of mistreatment by in-relation offenders can be neutralized by triggering a “group” collectivism perspective

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

Limiting fear and anger responses to anger expressions

Reese, L., Friedman, Olekalns, M., Lachowicz, M. International Journal for Conflict Management, in press, 2019.

The Impact of Culture on Reactions to Promise Breaches: Differences between East and West in BI Perceptions

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.


Seeing and Studying China: On Leveraging Phenomenon-Based Research in China for Theory Advancement

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.


Paradoxical Relationships between Cultural Norms of Particularism and Attitudes toward Relational Favoritism: A Cultural Reflexivity Perspective

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.


Vicarious Shame and Psychological Distancing Following Organizational Misbehavior

Chi, S., Friedman, R. & Lo, H. “Vicarious Shame and Psychological Distancing Following Organizational Misbehavior,” Motivation and Emotion, 2015, 39, 5:795-812.


Culture and accountability in negotiation: Recognizing the importance of in-group relations

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

Cross-Cultural Management and Bicultural Ientify Integration: When Does Experience Abroad Lead to Appropriate Cultural Switching?

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.

The Dynamics of Consensus Building in Intracultural and Intercultural Negotiations

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

Examining the Positive and Negative Effects of Guanxi Practices

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

Cross-Cultural Difference in Reactions to Facework During Service Failures

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

Biculturalism in Management: Leveraging the Benefits of Intrapersonal Diversity

Friedman, R. & Liu, W. (2009). "Biculturalism in Management: Leveraging the Benefits of Intrapersonal Diversity," Understanding Culture: theory, Research and Applications.  pp. 343-360 

Developing a Three-Dimensional Model and Scale for Supervisor-Subordinate Guanxi

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

The Obama Effect

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

The Lingering Effects of the Recruitment Experience on the Long-Term Employment Relationship

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

Causal Attribution for Inter-firm Contract Violation: A Comparative Study of Chinese and American Commercial Arbitrators.

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

Racial Differences in Sensitivity to Behavioral Integrity: Attitudinal Consequences, In-Group Effects, and 'Trickle Down' among Black and Non-Black Employees.

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

Sticks and Stones: Language, Face and On-Line Dispute Resolution.

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

An Expectancy Model of Chinese-American Differences in Conflict Avoiding.

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

'RenQing' versus the 'Big 5': The Need for Culturally Sensitive Measures of Individual Differences in Negotiations.

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

Predicting Joining and Activism in Minority Employee Network Groups

Friedman, R. & Craig, K. (2004). "Predicting Joining and Activism in Minority Employee Network Groups," Industrial Relations,2004, 43(4), 793-816

The Positive and Negative Effects of Anger on Dispute Resolution: Evidence from Electronically-Mediated Disputes

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.

Conflict Escalation: Dispute Exacerbating Elements of E-mail Communication

Friedman, R. & Currall, S., "Conflict Escalation: Dispute Exacerbating Elements of E-mail Communication," Human Relations, 2003, 56 (11): 1325-1348.

The Effects of Network Groups on Minority Employee Turnover Intentions

Friedman, R. & Holtom, B. "The Effects of Network Groups on Minority Employee Turnover Intentions," Human Resource Management, 2002, 41(4):405-421.

The Case of the Christian Network Group

Friedman, R. "The Case of the Christian Network Group," Harvard Business Review, July-August, 1999, pp.28-40.

When Excuses Don't Work: The Persistent Injustice Effect among Black Managers

Davidson, M. and Friedman, R. "When Excuses Don't Work: The Persistent Injustice Effect among Black Managers." Administrative Science Quarterly, 1998, 43: 154-183.

Bargainer Characteristics in Distributive and Integrative Negotiation

Barry, B. and Friedman, R. "Bargainer Characteristics in Distributive and Integrative Negotiation," Journal of Personality and Social Psychology, 1998, 74(2):345-359.

Social Support and Career Optimism: An Empirical Test of Network Group Effectiveness Among Black Managers

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.

Deception and Mutual Gains Bargaining: Are They Mutually Exclusive?

Friedman, R. and Shapiro, D. "Deception and Mutual Gains Bargaining: Are They Mutually Exclusive?," Negotiation Journal, July, 1995: 243-254.

Bringing Mutual Gains Bargaining to Labor Negotiations: The Role of Trust, Understanding, and Control

Friedman, R. "Bringing Mutual Gains Bargaining to Labor Negotiations: The Role of Trust, Understanding, and Control," Human Resource Management, 1993, 32(4):435-459.

Differentiation of Boundary Spanning Roles: Labor Negotiations and Implications for Role Conflict

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.

Collaboration or Paradigm Shift?: Caveat Emptor and the Risk of Romance with Economic Models for Strategy and Policy Research

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.