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Spring 2001: negotiations between unions and the Dutch Railroad Company (in Dutch: Nederlandse Spoorwegen, NS) were becoming increasingly difficult. At stake were management proposals to change the order of divisions of routes for engine drivers and conductors: in order to enhance efficiency they should be allocated to distinct sections instead of working throughout the whole country. The workers opposed these proposals, referring to them as “rounds around the church,” by which they indicated the loss of variation in their work. Strikes were called and the public transport system was severely hindered for several days in a period of four months. The clients, as well as their employers, complained about the reliability of the system. The conflict encroached deeply on social life not only because of the failure of public transportation. It also illuminated severe weaknesses of the Dutch system of labor relations, especially the position of unions. Behind the content of the conflict some crucial labor relations came under pressure. This was not only the case for the relations between management and unions who were not able to reach an agreement with enough support of both parties. Also at stake were relations within the unions. Rank and file members no longer felt represented by the union officials. The centralized policymaking in the union blocked discussion, disconnecting union policy from the daily problems of the members. Collective groups organized both union and non-union members and made their own policy. The organization rate of the greatest union in the company for instance dropped dramatically from 24,000 in the seventies to 8,000 members in the late nineties to 3,000 in May 2001.¹ In the end, the union dismissed itself from negotiations and admitted its failure in its own core business. The work council came to represent workers on this point. Internally, union officials stopped discussion with their radical members. Union members had to choose between their union membership and their participation in the collective groups. The combination of the two activities led to the exclusion of the union. Traditional union organization reached rock bottom.In our opinion, this case exemplifies the situation of traditional unionism in our country, a position we will explain in this contribution. That does not mean we reject the idea of the revitalization of labor movement. On the contrary, we think that the labor movement has new chances, but that these chances are not necessarily to be found within the existing unions. We see in our country an upheaval of organizational forms without the unions, as illustrated by the collective groups in the railroad company we mentioned above. These groups seem to shed light on a new development of the union movement in the Netherlands.

Respect is an important indicator of intragroup status, and it can influence within-group behavior. Being respected by other group members indicates a positive standing within the group that is relevant to two important identity concerns: belongingness and social reputation. Belongingness refers to the extent to which a person feels included in the group, and social reputation refers to how other in-group members evaluate a person. We review a series of studies that show that respect indeed communicates information relevant to these identity concerns, and as such influences a person's sense of affiliation, self-esteem, and cooperation (all variables considered to be important for the viability of groups). In addition, we also discuss whether the source of respect (i.e., peers vs. authority), culture, and group size matter in influencing these group-related variables. Finally, some implications for research on groups are discussed.

This chapter presents the principal interpretations that took place in Denmark and Sweden regarding the discourse on ‘Diversity Management’. We organise our presentation around three major themes that are central to the local Scandinavian context: gender equality, migration and moral grounds. This chapter shows the important role of gender equality work practices and how these practices now tend to be progressively incorporated in a broad Diversity Management construct, possibly leading to a less radical stance. Moreover, the comparison between Denmark and Sweden reveals the political associations with Diversity Management and migration in Denmark, but not in Sweden. Our third contribution unveils the tensions between the value of equality, which remains strong in the Scandinavian welfare state model, and the actual practices of Diversity Management.

This study aims to examine how cultural tightness at the national level and individual level influences consumer attitudes toward a brand's wrongdoing depending on the brand's country of origin and severity of the transgression.

Employing data from two tight-culture countries (China and South Korea) and a loose-culture country (the USA), two experiments were conducted to examine the proposed hypotheses.

The authors found that although consumers across cultures universally punish strong (vs weak) transgressions more severely, consumers in a tight-culture country, China, are more forgiving of a local (vs foreign) brand in both strong and weak transgression conditions, and forgiveness is higher for the strong transgression. Moreover, this buffering effect observed for Chinese consumers is stronger for those with high personal cultural tightness in the strong transgression condition. However, it emerges only in the weak transgression condition for South Korea, another tight-culture country. As hypothesized, no buffering effect for a local brand was found in a loose-culture country, the USA. Consumers from a loose culture assess transgression severity independently, and the punishment is harsher for strong transgressions than for weak transgressions.

This study fills a research gap by revealing that consumers from tight (vs loose) cultures would react differently to brands following a transgression depending on the brand's country of origin. It provides implications by examining how national-level and individual-level cultural tightness jointly affect post-transgression attitudes. It also presents a more nuanced perspective that the local brand's buffering effect is contingent on the degree of tightness and severity of transgression, even in similar culturally tight countries.

The purpose of this study was to investigate forgiveness and mental well-being amongst Forgiveness and mental well-being were investigated amongst British European and Nigerian African samples to compare and determine the similarities and differences in dispositional forgiveness levels between the two populations conducted in terms of their general samples, gender and age and the difference in mental well-being scores between the two samples. Finally, the relationship between forgiveness and mental well-being in both groups was examined.

The Bolton Forgiveness Scale and the Short Warwick–Edinburgh Mental Well-Being Scale were administered to the participants (Nigerian n = 1,164, British n = 855). SPSS was used to analyse data; a series of t-test was conducted; and Eta-squared and Z-value were calculated to determine the magnitude of each significant difference among variables and the magnitude of the difference in the correlation coefficient among variables, respectively.

Statistically significant results suggested significant differences in the way and manner dispositional forgiveness is conceptualised and practised within one group relative to the other, whereas non-significant results indicated similarities in forgiveness opinions and practises between the two groups. Overall British sample, men and those aged 36–55 reported higher levels of forgiveness than their Nigerian counterparts. However, Nigerians under the age of 35 reported higher levels of forgiveness than their British counterparts, and there was no statistically significant difference between the forgiveness levels of British and Nigerian women. Furthermore, the British total sample, men and women, all had higher well-being scores than their Nigerian counterparts.

Forgiveness varies according to culture. The findings of this study suggest that the individualistic/collectivistic cultural arguments long held by some authors may not adequately explain the differences and similarities in forgiveness conceptualization and practise across cultures. As a result, research may focus on a variety of factors such as educational background, income, socioeconomic level and religion, among others. Second, consistent with previous studies, this research suggests that forgiveness is positively related to mental health and well-being. Finally, one of the limitations of this study is its exclusive focus on two countries, namely, the UK and Nigeria. Future research could include more countries with both individualistic and collectivistic societies.

This paper, which is, to the best of the authors’ knowledge, the first to examine forgiveness and mental well-being in a comparative perspective between British European and Nigerian African samples, has made a unique contribution to the forgiveness and mental well-being literature and in particular, has provided a solid foundation and resources for future research of a similar nature in Africa, where little or no research had been conducted previously.

Blockchain technology is predicted to revolutionize the tourism and hospitality industry through peer-to-peer hotel bookings with little or no involvement of intermediaries. Outstanding features of this technology are its distributed form of storing data, its collaborative way of identifying the “true state” of a system and the immutability of data. These features may lead to a perceived loss of controllability among travelers. Based on the Agentic Theory of Human Behavior, the purpose of this study is to propose that this assumed loss of control matters more to travelers with an individualistic rather than a collectivistic predisposition.

In two studies (n = 475 and n = 196) using verbal scenarios, this study manipulates the perceived controllability of a blockchain-enabled hotel booking app by varying the number of additional services linked to the app. This study tests for the interaction of controllability with individual-level measures of individualistic versus collectivistic (I-C) predisposition.

Collectivistic travelers are more willing than individualistic travelers to use blockchain technology for their hotel bookings. This effect can be mitigated by offering additional services that give individualistic travelers an enhanced sense of “being in control”.

Blockchain-enabled applications facilitating direct hotel bookings without any additional intermediary services are more readily accepted by travelers with a collectivistic mindset. Blockchain applications addressing individualistic travelers require added services that establish a sense of controllability.

To the best of the authors’ knowledge, this paper is the first to investigate the interaction of I-C predisposition with perceived controllability in tourism and hospitality. Furthermore, it is the first in the technology-acceptance literature to test this interaction using individual-level measures of I-C predisposition and an experimental manipulation of perceived controllability.

预计区块链技术将通过点对点酒店预订彻底改变旅游业和酒店业, 而中介机构很少或根本不参与。该技术的突出特点是其存储数据的分布式形式、识别系统“真实状态”的协作方式以及数据的不变性。这些特征可能会导致旅行者感觉失控。基于人类行为的代理理论, 我们提出这种假设的失控对具有个人主义而非集体主义倾向的旅行者更重要。

在两项使用口头场景的研究（n = 475 和 n = 196）中, 我们通过改变与应用程序链接的附加服务的数量来操纵支持区块链的酒店预订应用程序的感知可控性。我们测试了可控性与个人主义与集体主义 (I-C) 倾向的个体水平测量的相互作用。

集体主义旅行者比个人主义旅行者更愿意使用区块链技术进行酒店预订。这种影响可以通过提供额外的服务来减轻个人主义旅行者增强了“掌控感”。

本文首次研究了旅游和酒店业中 I-C 倾向与感知可控性的相互作用。此外, 它是技术接受文献中第一个使用 I-C 倾向的个体水平测量和感知可控性的实验操作来测试这种相互作用。

研究建议具有集体主义心态的旅行者更容易接受支持区块链的应用程序, 无需任何额外的中介服务即可直接预订酒店。针对个性化旅行者的区块链应用程序需要额外的服务来建立可控感。

区块链, 、文化, 、个人主义, 、集体主义, 、自我建构, 、技术接受, 、可控性, 、人类行为的代理理论

In this meta-analysis, the authors investigate the relationship between self-construal and conflict management strategies and shed light on the inconsistent findings in the literature. Moreover, they examine the mediating role of face concerns in this relationship. Importantly, the present meta-analysis is the first to test the assumptions of face-negotiation theory with the meta-analytic structural equation modeling (MASEM), which enabled the authors to test the hypothesized relationships in one single model.

The authors used the method of MASEM to test the relationship between self-construal and conflict management and assess the mediating role of face concerns. In this regard, the authors employed one-stage meta-analytic structural equation modeling to perform MASEM and its moderators.

Two hundred fifty-four effect sizes based on thirty-three studies were pooled in this meta-analysis. The authors found that individuals with stronger independent self-construal and stronger self-face concerns were more likely to use forcing. Moreover, the relationship between independent self-construal and forcing was mediated by self-face concerns. Individuals with a stronger interdependent self-construal and individuals with stronger other-face concerns were more likely to use problem-solving and yielding. The relationship between interdependent self-construal and problem-solving and yielding was mediated by other-face concerns. Finally, interdependent self-construal also had an indirect effect, via other-face concern, on avoiding and compromising.

The present meta-analysis is the first effort that the authors are aware of to test the assumptions of face-negotiation theory (FNT) using MASEM method. The authors used one-stage meta-analytic structural equation modeling viewed as the state of the methods to perform MASEM and its moderators. They employed full information meta-analytic structural equation modeling to show the generalizability and heterogeneity of structural equation modeling parameters. They applied studentized deleted residuals to assess outlier analysis and also conducted different methods to perform MASEM to check the robustness of the findings resulted. Finally, the current study adds multiple methods of assessing for publication bias.

Practitioners and academics are starting to recognize the benefits of green IT/IS practices. Despite these benefits, this study aims to know more regarding the factors that would drive organizations to use green IT/IS practices within their IT function and across the enterprise. To further understanding in this area, this study applies a strategic cognition framework of firm responsiveness and institutional theory to determine the extent to which an organization uses green IT/IS practices in response to stakeholder concerns. This study investigates the extent to which two organizational logics – expressive and instrumental – and three institutional pressures – coercive, mimetic and normative – jointly affect an organization's use of both green IT practices and green IS practices.

This study tested the hypotheses with survey data collected from 306 organizations. Structural equation modeling was used for data analysis.

Findings support four joint effects: (1) individualistic identity orientation and coercive pressure positively affect green IT practices; (2) collectivistic identity orientation and normative pressure positively influence green IS practices; (3) cost reduction orientation and mimetic pressure positively affect green IT practices; and (4) revenue expansion orientation and normative pressure positively influence green IS practices.

This study contributes to the literature by providing evidence for joint drivers of green IT and green IS practices. Green IT and IS practices represent organizations' different levels of commitment to environmental sustainability and responsiveness to stakeholders (i.e. green IT/IS practices). Organizations of different expressive and instrumental orientations are attuned to institutional pressures to various degrees, which leads to different green IT/IS practices.

We compare the development over fifty years of two family chemical companies, leaders in their market niches: Zobele Chemical Industries (Italy) and Chemical Group of Sinon Corporation (Taiwan). We follow the evolution of the two companies from serving the domestic market through product and market expansion and finally to globalization. We conclude that their parallel but finally divergent evolutionary patterns are strongly influenced by the cultural dimensions of their countries and, to a lesser degree, by other environmental and structural factors. The insights provided by this dual case study may be of value to owners and managers of family companies, to outside investors, to global business scholars, and to national economic development officials.