Celebrating the Work of Keith Murnighan

In this tribute, four scholars highlight research published during the career of 2015 International Association for Conflict Management Lifetime Achievement Award Winner Keith Murnighan. In the four sections of the paper, each scholar highlights one of Keith’s published papers and discusses the impact it had on them, as well as the field of organizational behavior more generally. The authors close by going beyond each article to identify common themes that emerge across the works

Synthesis, spectral, electrochemical and magnetic properties of new asymmetric dicopper(II) complexes bearing chemically distinct coordination sites

Two new unsymmetrical binucleating ligands, 2-[bis(3- N, N -dimethylaminopropyl)-aminomethyl]-6-[prolin-1-yl)methyl]-4-bromophenol [H 2 L 1 ] and 2-[bis(3- N, N -dimethylaminopropyl)aminomethyl]-6-[prolin-1-yl)methyl]-4-methylphenol [H 2 L 2 ], and their dicopper(II) complexes with different exogenous bridging motifs (OAc, Br and Cl) have been prepared and characterized by spectral, electrochemical, magnetic and e.p.r. studies. Electrochemical studies indicate the presence of two irreversible reduction peaks in the cathodic region. Variable temperature magnetic susceptibility studies of the complexes show that the extent of antiferromagnetic coupling increases in the order: OAc − < Cl − < Br − . Broad isotropic or axial symmetric spectral features are observed in powder e.p.r. spectra of the complexes at 77 K. A comparison of the electrochemical and magnetic behaviour of the complexes derived from the ligands is discussed on the basis of an exogenous bridge as well as the substituent at the para position of the phenolic ring.Peer Reviewedhttp://deepblue.lib.umich.edu/bitstream/2027.42/43855/1/11243_2004_Article_5272793.pd

When beauty helps and when it hurts: An organizational context model of attractiveness discrimination in selection decisions

We propose and test a theory explaining how and why decision makers engage in attractiveness discrimination in selection decisions. We integrate status generalization with interdependence theories and contextualize attractiveness discrimination within interdependent relationships among decision makers and candidates. Drawing on status generalization theory, we propose that decision makers associate attractiveness with competence in male but not in female candidates. We then draw on interdependence theory to propose that cooperative and competitive interdependence result in opposing patterns of attractiveness discrimination. When decision makers expect to cooperate with the candidate, they perceive attractive male candidates as more capable cooperators and discriminate in their favor. When decision makers expect to compete with the candidate, they perceive attractive male candidates as more capable competitors, and discriminate against them. Four studies, using different samples, selection tasks, manipulations of candidate attractiveness, and manipulations of interdependence, found evidence consistent with the theory