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Ray Friedman

Brownlee O. Currey Professor of Management

Subject Area(s): Organization Studies

Professor Friedman specializes in negotiation, conflict resolution, Chinese management, and diversity.

Negotiation.He has published articles on personality and negotiation, team-based negotiations, and Chinese negotiation style and a book on changing labor negotiations. He has taught negotiation in MBA, EMBA and executive programs, and provides negotiation consulting.

Chinese Management. He has published articles on Chinese conflict styles, negotiation arbitration and biculturalism in management. His has twice won the best article award from the International Association for Chinese Management Research, and teaches Doing Business in China. He is on the board of the Tennessee Chinese Chamber of Commerce and the Chinese Arts Alliance of Nashville.

Diversity. He is an expert on employee network groups for women and minorities, and has written about racial difference in justice perceptions in organizations.

Conflict Management. He has written about conflict styles, on-line mediation, and the effects of e-mail on conflict. He is the past president of the International Association for Conflict Management and was division chair of the Conflict Management division of the Academy of Management.

Professor Friedman has won the Dean's Award for Teaching Excellence at Owen. Prior to Owen he taught at HBS, and was a faculty ember of the Program on Negotiation at Harvard.

B.A., Economics and Political Science, Yale University, 1980
M.A., Sociology, University of Chicago, 1983
Ph.D., Sociology, University of Chicago, 1987

Research Interest(s):
Negotiation, dispute resolution, Chinese culture and management, diversity in organizations, and labor relations.

Area(s) of Expertise:
Negotiation processes and personalities, conflict styles and arbitration, Chinese negotiation and business practices, e-mail disputes, minority network groups, electronic mediation.


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
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
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.
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
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. & 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.  Front Stage, Backstage: The Dramatic Structure of Labor Negotiations.  Cambridge: MIT Press, 1994.