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Cultural, social, and psychological perspectives on mergers assume conflict to be an important mediator of post-merger outcomes. Yet, despite a growing literature on the human side of mergers, conflict in mergers remains poorly understood.

Based on the disputing perspective and negotiated order theory, a contextual and dynamic approach is presented along with propositions to guide future empirical research in the form of a process model of post-merger order negotiation.

When negotiating the post-merger order, different issues emerge that are embedded in the broader context of the merger.

Adopting this theoretical framework allows us to understand the intergroup dynamics and antagonistic behavior observed in mergers.

Group and team meetings are important organisational processes. These teams, therefore, should be managed and supported appropriately in order to produce effective outcomes. One method of undertaking this is to use skilled and competent facilitators. Facilitators not only support the meeting process but they should also be actively involved before and after the meeting has taken place in order to help develop objectives, timescales, agendas and so on. It is important, therefore, that organisations either train their own facilitators or employ external facilitators with the necessary and appropriate competences. This paper describes what competences may be required by a facilitator and how these can be used effectively.

Knowledge is critical for employee and firm success. We show that being perceived as prototypical organizational members is a source of prominence in knowledge exchange that operates beyond preexisting communication or affective relationships. Self-categorization processes produce – through depersonalization – a positive attitude among the members which represents an autonomous mechanism of social attraction for knowledge exchange, while social network mechanisms are triggered by interpersonal attraction. Our findings also suggest that including perceived members’ prototypicality can avoid a potentially spurious relationship in assessing the role played by social identity and categorization theory in explaining attitude and behaviors.

This research examined fans' purchase intentions towards the sponsor of a NASCAR (National Association for Stock Car Auto Racing) event and towards the previous sponsor. The study shows that fans are more likely to purchase from the current sponsor and less likely to purchase from the previous sponsor. Fan identification and perceived group norms were significant predictors of purchase intentions towards the current sponsor, but only perceived group norms predicted purchase intentions towards the ex-sponsor. Additionally, perceived group norms partially mediated the relationship between fan identification and purchase intention.

We examine two conceptualizations of consumer-brand relationships: identification, as identity-based relationships between a consumer and a brand, and the related construct of attachment as a bond based on security and personal history with the brand.

Predictions emanating from the two constructs’ disparate theoretical traditions regarding the relative antecedents and outcomes of these brand relationship constructs are tested in a survey of real consumer-brand relationships, where the two are likely to co-occur.

Identification is more socially motivated, wherein the brand is used for “identity building” and impression management, such as through public endorsement. In contrast, attachment is more personally motivated; it is more likely to be founded on an intimate history with the brand and feelings of security inspired by the brand.

This is the first work in marketing to explicitly compare identification with attachment in contexts where they co-occur. In doing so, it underscores the validity and usefulness of these two related but distinct relationship constructs.

Groups are an integral part of organisational life. It is important, therefore, that these teams are managed both efficiently and effectively. One method of undertaking this process is to employ skilled facilitators who can support and direct the group’s processes. This paper discusses a method of facilitation that not only will help a problem‐solving group to remain structured and focused but will also help to encourage creative thought and output. A conceptual model has been developed which managers can use as a handy checklist or reference while undertaking the process of facilitation.

The purpose of this paper is to investigate the moderating roles of two distinct styles of coping and decision latitude on the relationship between three facets of role stress and psychological strain in six national contexts.

The objective of the research is to examine the relative predictive efficacies of three theory specific moderators in six countries which differ on the cultural dimension of individualism‐collectivism. The data are analyzed using moderated regression analysis.

The results show that problem‐focused coping is a better moderator in the individualistic countries and that emotion‐focused coping is a better moderator in the collectivistic contexts. None of the three moderators moderate the relationships in Germany and South Africa – the two countries which had scores in the mid‐range of the individualism‐collectivism continuum. Findings are discussed for their significance into the interplay of cultural variations and coping with work stress in predicting psychological strain or distress on the job.

Practical implications for managing human resources in various subsidiaries of multinational and global organizations are discussed.

This paper confirms existing theories and expands the authors’ understanding of role stress and psychological strain in different cultural contexts.

This paper aims to raise some important questions for cross‐cultural research on occupational stress and well‐being and sets the stage for the five papers in the special issue.

This paper reviews some previous literature on cross‐cultural understanding of occupational stress and well‐being, why such research is difficult to undertake, and summarizes the five original manuscripts that comprise this special issue.

Manuscripts in this special issue represent authors from several countries and report data collected from over a dozen countries. Some contributions attempt to replicate previous North American and European research findings in other countries while others undertake comparative studies of two or more countries.

It is important to undertake more cross‐cultural comparative research of the effects of occupational stress and well‐being to determine whether any boundary conditions exist for previous results based in North American and European samples. In addition, future research should include assessments of some national culture values.

US Premium Beef Ltd is a cooperative partnership between all segments of the beef industry value chain, affording each segment an interest in the key stages of beef production and processing, as well as an equal share of the financial risks and rewards. This “value‐added” strategy is accomplished through vertical integration and adding a quality‐based pricing structure to more closely link beef producers and consumers. The case study is an example of supply chain management as a strategic response to a mature industry. It also exemplifies how ownership structure of the firm, particularly the emergence of new‐generation cooperatives, is employed as a strategic factor in developing a new competitive approach in an industry characterized by sales decline and aggressive competition from substitute products such as poultry and pork.

US Premium Beef Ltd is a cooperative partnership between all segments of the beef industry value chain, affording each segment an interest in the key stages of beef production and processing, as well as an equal share of the financial risks and rewards. This “value‐added” strategy is accomplished through vertical integration and adding a quality‐based pricing structure to more closely link beef producers and consumers. The case study is an example of supply chain management as a strategic response to a mature industry. It also exemplifies how ownership structure of the firm, particularly the emergence of new‐generation cooperatives, is employed as a strategic factor in developing a new competitive approach in an industry characterized by sales decline and aggressive competition from substitute products such as poultry and pork.