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The purpose of this study is to investigate the role of trust, informational support and integrative behaviors in the effective outcomes of peer conflict in the workplace.

Deidentified secondary data were provided by a human resource management company that offers conflict resolution training. The authors studied a sample of 815 supervisors and middle-level managers (51% female; average age = 40) who reported their primary work experience was in the USA. Each respondent described a workplace conflict with a peer. A regression-based bootstrapping technique was used to test the hypothesized relationships between the constructs of trust, informational support, integrative behaviors and effective outcomes in peer conflict.

The relationship between trust and the use of integrative behaviors during peer conflict is conditional on the availability of informational support, such that those who solicit a third party’s views are more likely to exhibit integrative behaviors during the conflict under study, even at relatively lower levels of trust in the conflict relationship.

In this study, the authors add to social interdependence theory and the role of integrative behaviors by proposing the importance of interpersonal trust and informational support, which may reduce uncertainty during peer conflict. The authors also extend existing literature on cooperation, cooperative approaches to managing conflict and integrative behaviors in the workplace by examining peer-to-peer organizational conflict.

This paper tests the fit of three models of integrative and distributive bargaining using eight hostage negotiation transcripts. Putnam (1990) argues that integrative and distributive bargaining processes are best understood through the interdependence model that emphasizes the dynamic nature in which bargainers make transitions between integrative and distributive positions. The separate and the stage models predict more stable patterns of distributive and integrative behavior. To determine the goodness of fit for these three models, this paper compares integrative and distributive strategy use among actual and simulated hostage negotiations. These hostage negotiations, obtained from the FBI and a Midwest state police organization, were transcribed and coded using a scheme designed to tap cooperative and competitive strategy use of both hostage takers and police negotiators. The data reveal that the interdependence model best fits the simulated cases. This fit is evidenced by the major shifts between integrative and distributive orientations displayed by hostage takers and police negotiators. The separate models and the stage appear to fit several features of the authentic hostage negotiation cases. The study concludes that the extent to which each model emerges depends largely on which contextual parameters dominate the interaction.

This paper explores the relationship between integrative potential, information exchange, and behavioral and perceptual indicators of negotiation outcome. A measure of integrative potential is introduced that allows the researcher to quantify how much potential for integrativeness is contained in various bargaining scenarios. An experiment using a variant of Pruitt's (1981) bargaining scenario was conducted to investigate the usefulness of the measure. In particular, competitiveness interacted with information exchange to affect joint benefit. It is concluded that integrative potential can help develop useful theories of integrative bargaining.

The purpose of this paper is to advance the concept of “integrative capability” as a critical dynamic capability (DC) and empirically investigate its implications for a firm’s sustainable competitive advantage in business partnerships.

This study is based on an empirical analysis of a sample of 300 manufacturing firms in south and central China.

Integrative capability is an important mediator in relationship between operational capabilities (managerial, marketing and technological capabilities) and firm performance. Integrative capability has a significant direct impact on a firm’s performance (marketing effectiveness and financial performance) and also indirect impact via the creation of new operational capabilities.

Managers should recognise the significant payoffs of developing integrative capability. Integrative capability helps a firm transfer the benefits of operational capabilities from alliances partners to superior firm performance. Further, integrative capability also effectively updates and renews a firm’s operational capabilities that lead to an enhanced firm performance.

Extending the DC literature, this study untangles the complex relationship among operational capabilities, DC and firm performance. Moreover, the study adds new insights into extant literature by conceptualising, operationalising and empirically testing one specific DC – integrative capability.

This paper investigates the information dilemma in negotiations: if negotiators reveal information about their priorities and preferences, more efficient agreements may be reached but the shared information may be used strategically by the other negotiator, to the revealers' disadvantage. We present a theoretical model that focuses on the characteristics of the negotiators, the structure of the negotiation, and the available incentives; it predicts that experienced negotiators will out‐perform naive negotiators on distributive (competitive) tasks, especially when they have information about their counterpart's preferences and the incentives are high—unless the task is primarily integrative, in which case information will contribute to the negotiators maximizing joint gain. Two experiments (one small, one large) showed that the revelation of one's preferences was costly and that experienced negotialors outperformed their naive counterparts by a wide margin, particularly when the task and issues were distributive and incentives were large. Our results help to identify the underlying dynamics of the information dilemma and lead to a discussion of the connections between information and social dilemmas and the potential for avoiding inefficiencies.

The study explores structural devices designed to enhance collaboration between sales and marketing groups. The paper aims to develop a conceptual framework of how such integrative devices link to higher levels of sales‐marketing collaboration and also to higher levels of business performance.

A total of 20 in‐depth interviews and a review of the literature are used to examine the nature and effects of sales‐marketing integrative devices in UK consumer packaged goods firms.

The study identifies two main types of integrative device in operation: trade marketing and category management. The exploratory interviews highlight how these two types of integrative device operate, respectively, at operational and strategic levels. All of the organisations were found to operate some kind of integrative device. However, the organisations studied manifest different levels of collaboration between sales and marketing groups. The conclusion drawn from this and subsequently included in the conceptual framework is that it is the effectiveness of integrative devices, rather than their mere existence, that differentiates between higher and lower levels of sales‐marketing collaboration.

The effectiveness of sales‐marketing integrative devices appears to have positive effects for collaborative sales‐marketing intergroup relations. The results therefore support the development and effective use of such devices to enhance collaborative relations between sales and marketing.

This study reveals the importance and dimensions of effective sales‐marketing integrative devices and uses in‐depth interviews to support the development of a conceptual framework for future empirical testing. Specific hypotheses to test are developed, together with suggestions regarding the measurement of constructs.

In response to the somewhat paradoxical combination of increasing diversity in the global workforce and the resurgence of nationalism in an era of global mobility, the purpose of this paper is to uncover how employees on international assignments respond to exposure to new cultures. Specifically, the paper aims to explicate the underlying psychological mechanisms linking expatriates’ monocultural, multicultural, global and cosmopolitan identity negotiation strategies with their responses toward the host culture by drawing upon exclusionary and integrative reactions theory in cross-cultural psychology.

This conceptual paper draws on the perspective of exclusionary vs integrative reactions toward foreign cultures – a perspective rooted in cross-cultural psychology research – to categorize expatriates’ responses toward the host culture. More specifically, the study elaborates how two primary activators of expatriates’ responses toward the host culture – the salience of home-culture identity and a cultural learning mindset – explain the relationship between cultural identity negotiation strategies and expatriates’ exclusionary and integrative responses, providing specific propositions on how each type of cultural identity negotiation strategy is expected to be associated with expatriates’ exclusionary and integrative responses toward the host culture.

The present study proposes that expatriates’ adoption of a monocultural identity negotiation strategy is positively associated with exclusionary responses toward the host culture and it is negatively associated with integrative responses toward the host culture; expatriates’ adoption of a multicultural identity negotiation strategy is positively associated with both exclusionary responses and integrative responses toward the host culture; expatriates’ adoption of a global identity negotiation strategy is negatively associated with exclusionary responses toward the host culture; and expatriates’ adoption of a cosmopolitan identity negotiation strategy is negatively associated with exclusionary responses, and positively associated with integrative responses toward the host culture. The following metaphors for these different types of cultural identity negotiation strategies are introduced: “ostrich” (monocultural strategy), “frog” (multicultural strategy), “bird” (global strategy) and “lizard” (cosmopolitan strategy).

The proposed dynamic framework of cultural identity negotiation strategies illustrates the sophisticated nature of expatriates’ responses to new cultures. This paper also emphasizes that cross-cultural training tempering expatriates’ exclusionary reactions and encouraging integrative reactions is crucial for more effective expatriation in a multicultural work environment.

Information exchange is a significant factor in the achievement of integrative agreements in negotiation. However, it is not clear what factors govern information exchange. While tutoring negotiators in information exchange has clearly been shown to be effective, the experiment reported here was concerned with less directive interventions. Negotiators were either (a) alerted to the possibility that the other party's issue priorities were not the same as their own—and hence the problem not fixed pie in nature—(Priority condition); or (b) made aware of the need to look at problems from another's perspective (Perspective condition). Interest was in how these interventions would effect negotiators' spontaneous exchange of potential outcome information, their understanding of the integrative nature of the problem, and their joint outcome from their negotiated agreement, as compared with a control condition. In addition, the role of negotiator firmness in the achievement of integrative agreements was examined. It was found that Priority negotiators engaged in more information exchange, tended to be more accurate in their understanding of the nature of the bargaining problem, and achieved higher joint profits in their agreements than did control negotiators. Pairs whose summed perspective‐taking ability was higher made agreements with higher joint profits than those with lower perspective‐taking ability. Negotiator firmness was higher for the Priority condition than for the control condition. It was concluded that (a) spontaneous exchange of outcome information does occur when negotiators are cued to doubt the fixed pie hypothesis about possible outcomes of negotiation; (b) this exchange is associated with higher joint profits, i.e., with more integrative bargaining; but (c) firmness as well as information exchange appears to play an important role in integrative bargaining; in addition, (d) perspective‐taking does seem to encourage integrative bargaining, but it is difficult to induce, and how it operates is unclear.

The internet-based transition is the major trend for Chinese organizations with increasing demands imposed on their organization and management. As the organizational structures gradually improve flexibility, employees desire respect and development to a greater degree, which has given rise to a new leadership model-integrative leadership. This paper aims to investigate the impact of integrative leadership on employee’s innovation performance through a multilevel analysis.

This paper proposes the two situational factors employee psychological empowerment and human resource flexibility as the mediating factors impact the relationship between integrative leadership and employee innovation performance. Valid questionnaires were collected from 619 employees from 135 leader groups of High-tech companies in China.

The results show that integrative leadership has positive impact on employees’ innovation performance through its multilevel impacts on two mediation factors include psychological empowerment of employees and human resource flexibility.

This research used cross-sectional studies due to constraints of research conditions. The measurements of all variables are done simultaneously, whereas the effects of integrative leadership on the development of corporations should be presented in a dynamic process. Therefore, in the future research, vertical research design should be adopted to deeply explore the effectiveness mechanism of integrative leadership in the context of corporate internet-based transition.

In the internet era, leaders cannot blindly pursue organizational performance. They must establish a flexible organizational structure and institutions to provide a platform for employee development, and integrative leaders need to pay attention to inspire the potential of employees and stimulate the enthusiasm of employees.

This study investigates a new leadership-integrative leadership and the relationship between integrative leadership and innovation performance in the context of Internet-based transitional Chinese organizations, thereby making important theoretical contributions as well as offering practical suggestions for improving leadership efficiency and innovation performance.

The nature of the negotiated outcomes of the eight issues of the Dayton Peace Agreement was studied in terms of their integrative and distributive aspects. In cases where integrative elements were found, further analysis was conducted by concentrating on Pruitt's five types of integrative solutions: expanding the pie, cost cutting, non‐specific compensation, logrolling, and bridging. The results showed that real world international negotiations can arrive at integrative agreements even when they involve redistribution of resources (in this case the redistribution of former Yugoslavia). Another conclusion was that an agreement can consist of several distributive outcomes and several integrative outcomes produced by different kinds of mechanisms. Similarly, in single issues more than one mechanism can be used simultaneously. Some distributive bargaining was needed in order to determine how much compensation was required. Finally, each integrative formula had some distributive aspects as well.