An investigation of organizational reluctance to mediate employment disputes

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

Research output: Contribution to conferencePaper

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 languageEnglish (US)
StatePublished - Dec 1 2007
Event67th Annual Meeting of the Academy of Management, AOM 2007 - Philadelphia, PA, United States
Duration: Aug 3 2007Aug 8 2007

Other

Other67th Annual Meeting of the Academy of Management, AOM 2007
CountryUnited States
CityPhiladelphia, PA
Period8/3/078/8/07

Keywords

  • Mediation
  • Organizational learning
  • Reputation

ASJC Scopus subject areas

  • Management Information Systems
  • Management of Technology and Innovation

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    Goldman, B., Matthew, P. J., Gilliland, S. W., & Shapiro, D. L. (2007). An investigation of organizational reluctance to mediate employment disputes. Paper presented at 67th Annual Meeting of the Academy of Management, AOM 2007, Philadelphia, PA, United States.