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Kevin Tasa

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Kevin Tasa

Kevin Tasa

Associate Professor of Organization Studies; Associate Dean, Academic

ktasa@schulich.yorku.ca

416 736 2100 ext. 77931

Office: N332, SSB

  • Area of Expertise

    • Health Industry Management ›
    • Organization Studies ›

    Research Interests

    • Collective Efficacy
    • Conflict Management
    • Group and Team Dynamics
    • Health Care Management
    • Managerial Cognition
    • Negotiation
    Download CV
  • Kevin Tasa is the Associate Dean, Academic and an Associate Professor of Organizational Behaviour. He has also served as the Program Director of the Master of Management and Area Coordinator of Organization Studies. He holds an MSc in Health Administration and a PhD in Organizational Behaviour, each from the University of Toronto. He also has received the MBA Teaching Excellence award at both McMaster and Schulich, and is a co-author of two widely used textbooks, Essentials of Negotiation and Canadian Organizational Behaviour. He currently serves on the editorial board of the Journal of Organizational Behavior. Kevin has published his research in journals such as Academy of Management Journal, Journal of Applied Psychology, Journal of Organizational Behavior and Journal of Experimental Social Psychology. His research currently focuses on negotiation and team dynamics; in particular, the assessment of negotiation-specific knowledge, the manner in which negotiation knowledge is acquired, and the within-group dynamics of negotiation teams.

    Honours

    2012, 2013, 2015, 2016, 2019, 2020 Nominated - Sydney Schulich MBA Teaching Award

    2008 Basu Teaching Award by McMaster MBA Student Association

    2002, 2008 Honourable Mention Award for Best Paper – ASAC Conference

    2006 Outstanding Reviewer Award - OB Division, Academy of Management

    2003 Honourary Member, Golden Key Society

    Recent Publications

    Kevin Tasa, Mehran Bahmani (2023), "Who is Cooperative in Negotiation? The Impact of Political Skill on Cooperation, Reputation and Outcomes", International Journal of Conflict Management, 34(4), 801-817.

    Keywords
    • Cooperation
    • Individual Differences
    • Negotiation
    • Political skill
    • Reputation

    View Paper

    Abstract

    Purpose

    The purpose of this study is to predict cooperation in negotiation through the lens of individual differences. Specifically, this paper examines how a social competence variable called “political skill” relates to cooperation and subsequent effects on negotiation process, outcomes and negotiator reputation. The authors demonstrate how political skill fits in the evolving literature focusing on individual differences in negotiation by comparing political skill to a wide range of other individual difference measures.

    Design/methodology/approach

    This study was conducted by assessing individual difference measures at the beginning of graduate-level negotiation courses and tracking negotiation behaviors and outcomes over several months. This approach was chosen to minimize the potential for short, time-limited interactions to mask existing relationships. It also allowed the authors to include multiple negotiation interactions, which takes a broader view of negotiation performance, and assess negotiator reputation by allowing it to emerge over time.

    Findings

    The results of this study show that political skill, self-rated at the beginning of this study, is significantly related to a negotiator’s overall use of cooperative behavior as rated by peers. Political skill also showed a significant relationship with reputation for cooperativeness and aggregate outcomes in negotiations. These results control for other individual difference measures such as personality, implicit negotiation beliefs, social value orientation and negotiation self-efficacy.

    Originality/value

    Using a method that allows the effects of an individual difference to materialize over time, this study empirically establishes the connection between political skill and negotiation reputation, process and outcomes. The methodological contributions of this study explore the relations between self-rated individual difference variables, peer-rated cooperative behaviors and objective coded negotiation outcomes in evaluating political skill in negotiation.

    Regina Kim, Jimena Y. Ramirez-Marin and Kevin Tasa (2022), "Do you hear my accent? How nonnative English speakers experience conflictual conversations in the workplace", International Journal of Conflict Management, 33(1), 155-178.

    Keywords
    • Conflict behaviors
    • Conflict outcomes
    • Nonnative accents
    • Stereotype threat

    View Paper

    Abstract

    Purpose

    The purpose of this paper is to investigate the experiences of nonnative speakers in conflictual situations with native speakers in the workplace. In three studies, the authors examine whether nonnative speakers experience stereotype threat in workplace conflict situations with native speakers, whether stereotype threat is associated with certain conflict managing behaviors (e.g. yielding and avoiding) and the relationship between stereotype threat, satisfaction with conflict outcomes and processes, and objective conflict outcomes.

    Design/methodology/approach

    Studies 1 and 2 use critical incident recall methodology to examine nonnative speakers’ conflict behaviors and satisfaction with conflict outcomes. In Study 3, data were collected from a face-to-face simulation with a random-assignment design.

    Findings

    Findings suggest that nonnative speakers indeed experience heightened stereotype threat when interacting with native speakers in conflict situations and the experience of stereotype threat leads to less satisfaction with conflict outcomes, perceptions of goal attainment, as well as worse objective conflict outcomes.

    Originality/value

    The current study is one of the first studies to document the effects of accent stereotype threat on conflict behaviors and outcomes. More broadly, it contributes to the conflict studies literature by offering new insight into the effects and implications of stereotype threat on workplace conflict behaviors and outcomes.

    Tatiana V. Astray, Peter R. Darke and Kevin Tasa (2021), "Understanding the effects of counterfeit quality on consumer attitudes toward genuine brands: An associative judgment model", Canadian Journal of Administrative Sciences, 38(3), 229-244.

    View Paper

    Abstract

    Using an associative judgment framework, the authors examine the implications that negative feedback about counterfeit performance can have on subsequent evaluations for both the imitated genuine brand and competing genuine brands. Findings from two studies suggest that poor–quality counterfeits can carry over to produce negative evaluations for the target brand and closely associated competitors, but not to weakly associated competitors. These negative carry–over effects were qualified by country–of–origin differences and increased cognitive elaboration. These findings have important theoretical and managerial implications for the problems that counterfeits pose to genuine brands.

    Adair, W.L., Chao, M.M., Fu, J.H., Kung, F.Y.H., Tasa, K. and Yao, D.D. (2018), "Bridging Racial Divides: Social Constructionist (vs. Essentialist) Beliefs Facilitate Interracial Trust", Journal of Experimental Social Psychology, 74, 121-134.

    Keywords
    • Intergroup
    • Interracial Conflict
    • Lay Theory
    • Trust

    Open Access Download

    Abstract

    Trust serves as the foundation for social harmony and prosperity, but it is not always easy to build. When people see other groups as different, e.g., members of a different race or ethnicity, the perceived boundary often obstructs people from extending trust. This may result in interracial conflicts. The current research argues that individual differences in the lay theory of race can systematically influence the degree to which people extend trust to a racial outgroup in conflict situations. The lay theory of race refers to the extent to which people believe race is a malleable social construct that can change over time (i.e., social constructionist beliefs) versus a fixed essence that differentiates people into meaningful social categories (i.e., essentialist beliefs). In our three studies, we found evidence that social constructionist (vs. essentialist) beliefs promoted interracial trust in intergroup contexts, and that this effect held regardless of whether the lay theory of race was measured (Studies 1 and 3) or manipulated (Study 2), and whether the conflict was presented in a team conflict scenario (Study 1), social dilemma (Study 2), or a face-to-face dyadic negotiation (Study 3). In addition, results revealed that the lay theory’s effect on interracial trust could have critical downstream consequences in conflict, namely cooperation and mutually beneficial negotiation outcomes. The findings together reveal that the lay theory of race can reliably influence interracial trust and presents a promising direction for understanding interracial relations and improving intergroup harmony in society.

    Bell, C. and Tasa, K. (2017), "Effects of Implicit Negotiation Beliefs and Moral Disengagement on Negotiator Attitudes and Deceptive Behavior", Journal of Business Ethics, 142(1), 169-183.

    Keywords
    • Deception
    • Ethics in Negotiation
    • Implicit Negotiation Beliefs
    • Moral Disengagement
    • Negotiator Attitudes

    View Paper

    Abstract

    In three studies, we examined the relationship between implicit negotiation beliefs, moral disengagement, and a negotiator’s ethical attitudes and behavior. Study 1 found correlations between an entity theory that negotiation skills are fixed rather than malleable, moral disengagement, and appropriateness of marginally ethical negotiation tactics. Mediation analysis supported a model in which moral disengagement facilitated the relationship between entity theory and support for unethical tactics. Study 2 provided additional support for the mediation model in a sample of MBA students, whereby predispositions to morally disengage mediated the effect of dispositional entity beliefs on unethical behavior in a negotiation exercise. In study 3, we manipulated implicit beliefs prior to a negotiation simulation and found that entity beliefs predict deception through two sequential mediators, extreme opening bids and state moral disengagement.

    Bell, C., Celani, A. and Tasa, K. (2013), "Goals in Negotiation Revisited: The Impact of Goal Setting and Implicit Negotiation Beliefs", Negotiation and Conflict Management Research, 6(2), 114-132.

    Keywords
    • Achievement Goals
    • Distributive Bargaining
    • Goal Setting
    • Impasserates
    • Implicit Negotiation Beliefs
    • Integrative Bargaining
    • Learning Goals
    • Negotiation

    Open Access Download

    Abstract

    In two studies, we investigated whether learning goals, which focus attention on task strategies rather than outcomes, affect negotiator behavior and results differently than performance goals. In Study 1, negotiators with learning goals had lower rates of impasse and were judged to be most cooperative. Study 2 replicated these results using a different task and also compared the impact of learning and performance goals to dispositional goal orientation. We found that implicit negotiation beliefs, derived from theories of dispositional goal orientation, were associated with value claiming and interacted with goal type such that the relationship was strongest in the learning goal condition. In addition, negotiators with learning goals developed greater understanding about their counterpart’s interests and created more integrative deals. These results show that negotiated outcomes are influenced by both goal type and the extent to which negotiators view their skills as malleable.

    Connelly, C.E., Safayeni, F., Tajeddin, G. and Tasa, K. (2012), "The Influence of Emergent Expertise on Group Decision Processes", Small Group Research, 43, 50-74.

    Keywords
    • Decision Schemes
    • Expertise
    • Group Decision Making
    • Majority Influence

    Open Access Download

    Abstract

    This study examines how group decision processes are affected by the perceived emergent expertise of a group member in situations where a correct solution is not readily verifiable. Using a moderately judgmental task, as opposed to an intellective task, the results of our experiment suggest that when group members are aware of performance feedback: (a) they gradually form a perception about their colleague’s expertise, (b) the emergence of expert recognition at the group level shifts the balance of individual influence on the group decision in favor of the expert, and (c) the group decision scheme thus changes as the perception of expertise emerges in the group. Moreover, the expert’s influence is stronger when there is a greater discrepancy between the expert’s proficiency and that of his or her fellow group members.

    Courses Taught

    Negotiation (ORGS 6560)

    Organizational Behaviour (ORGS 5100)

    Grants

    Project Title Role Award Amount Year Awarded Granting Agency
    Project TitleDesigning Effective Negotiation Teams RolePrinciple Investigator Award Amount$86,850.00 Year Awarded2015-2019 Granting AgencySocial Sciences and Humanities Research Council - Insight Grant
    Project TitleThe origins of team confidence: Elaboration of the processes and predictors influencing development and change in collective efficacy RolePrincipal Investigator Award Amount$65,300.00 Year Awarded2010-2013 Granting AgencySocial Sciences and Humanities Research Council - Standard Research Grant
    Project TitleThe antecedents of collective efficacy in teams: A multi-method investigation RolePrincipal Investigator Award Amount$68,050.00 Year Awarded2006-2009 Granting AgencySocial Sciences and Humanities Research Council - Standard Research Grant
    Project TitleThe impact of self-efficacy and collective efficacy on group decision making RolePrincipal Investigator Award Amount$5,000.00 Year Awarded2004 Granting AgencySocial Sciences and Humanities Research Council - McMaster University - 4a Incentive Fund
    Project Title RolePrincipal Investigator Award Amount$7,600.00 Year Awarded2003-2004 Granting AgencyUniversity of Toronto - Open Masters Fellowship
    Project Title RolePrincipal Investigator Award Amount$80,000.00 Year Awarded1996-2000 Granting AgencyUniversity of Toronto - Open Doctoral Fellowship
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