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Looking Back to Leap Forward: The Potential for e-mediation at Work

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Advancing Workplace Mediation Through Integration of Theory and Practice

Part of the book series: Industrial Relations & Conflict Management ((IRCM))

Abstract

In this chapter, we provide an overview of the broad field of Online Dispute Resolution (ODR) so that we can set the stage for a more nuanced discussion of how e-mediation might contribute to dispute resolution mechanisms in the workplace. We discuss the context in which e-mediation has developed and grown, and consider non e-commerce uses for e-mediation such as the use of e-mediation in workplace conflicts. The primary aims of this chapter are (a) providing an overview of the ODR field and (b) provoking new and promising areas of expansion for e-mediation generally and in the workplace specifically. We propose several research avenues as well as suggestions for the application of e-mediation to online and on-ground workplace disputes based on relevant research. It is our hope that this chapter encourages further exploration and experimentation in the field of e-mediation at work.

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Notes

  1. 1.

    In particular, we will note that a lot of the optimism and historic successes underlying the positive narrative of ODR’s potential has its roots in ODR’s application to resolving specific issues pertaining to buyer/seller transactions on internet marketplaces. This is not to imply that ODR cannot be applied successfully to deeply transforming complex, ongoing, relationships – it is only to provide the type of tempering comment we alluded to in the text.

  2. 2.

    Whatever the delineation between e-mediation and eNegotiation might be, the delimitation between e-mediation and eArbitration is crystal clear. As online mediation has developed, so too has online arbitration. In online arbitration processes, the decision might be made by a human arbitrator or generated by a fourth party applying a set of algorithimic rules. Whoever the decision maker is, though, the outcome is clear: parties either abide by the outcome (in binding arbitration, the process which most online arbitration falls under) or one party (or both) rejects it (in non-binding arbitration); one way or another, the outcome does not reflect a party-negotiated and agreed decision. In mediation, the outcome is always dependent upon party agreement. For more on online arbitration, see Abdel Wahab 2012.

  3. 3.

    We review these findings from a variety of contexts, given the general paucity of research conducted on e-mediation. Of course, one should be cautious in generalizing any set of outcomes and insights across contexts; for example, generalizing from divorce mediation to workplace mediation. Each area has its own particular set of patterns and interests which may not exist, or may not be as salient, in other contexts. We hope to see research and evaluation components attached to e-mediation projects in a variety of areas, providing insights of how each is affected by the online environment.

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Author information

Authors and Affiliations

  1. University of San Francisco, San Francisco, CA, USA

    Jennifer Parlamis

  2. Creighton University, Omaha, NE, USA

    Noam Ebner

  3. East Tennessee State University, Johnson City, TN, USA

    Lorianne D. Mitchell

Authors
  1. Jennifer Parlamis
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  2. Noam Ebner
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  3. Lorianne D. Mitchell
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Correspondence to Jennifer Parlamis .

Editor information

Editors and Affiliations

  1. Educational Research and Development, Maastricht University, Maastricht, Limburg, The Netherlands

    Katalien Bollen

  2. Faculty of Psychology and Educational Sciences, University of Leuven, Leuven, Belgium

    Martin Euwema

  3. Faculty of Psychology, University of Seville, Seville, Spain

    Lourdes Munduate

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Parlamis, J., Ebner, N., Mitchell, L.D. (2016). Looking Back to Leap Forward: The Potential for e-mediation at Work. In: Bollen, K., Euwema, M., Munduate, L. (eds) Advancing Workplace Mediation Through Integration of Theory and Practice. Industrial Relations & Conflict Management. Springer, Cham. https://doi.org/10.1007/978-3-319-42842-0_13

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