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Due to the rapid increase in environmental degradation and depletion of natural resources, there has been a recent shift in global focus from economic concerns to environmental ones. The purpose of this research is to examine the relevant literature on the use of blockchain technology to promote environmental sustainability through customer integration.

The proposed framework is based on the theoretical lens of systems theory (ST) and knowledge-based view (KBV) theory, and is developed by conducting a systematic literature review of 51 articles, (16) from 2022, (17) from 2021, (10) 2020, (5) 2019, (2) 2018 and (1) from 2017 on blockchain technology (BCT), environmental supply chain performance (ESCP) and customer integration.

Three main propositions are formulated and demonstrated using the developed framework, which shows that BCT has the potential to revolutionize the supply chain from an environmental sustainability perspective through facilitating waste management, reduction of energy consumption and reduction of carbon emissions/pollution. The technology will not only enhance the environmental sustainability but also facilitate customer integration through resolving transparency issues, protecting data/enhancing security, database decentralization, promoting trust and immutability.

The effects of blockchain on supply chain performance has been studied in the past; however, no studies were found which shed light on how BCT can affect ESCP through the mediation of customer integration.

Technology acquisition is a common phenomenon of acquiring external knowledge, but we have a limited understanding of conditions in which the acquirer integrates the target or not. On one hand, the acquirer may have a policy to integrate the target to benefit from its prior knowledge. On the other hand, the target may face challenges in continuing its knowledge creation and the acquirer may want to provide it autonomy to not disrupt it. This paper aims to identify conditions in which targets tend to be less integrated after acquisitions, allowing them to maintain more autonomy and contribute more to knowledge creation.

We test our arguments in the empirical setting of the global biopharmaceutical industry using a difference-in-difference approach on a longitudinal dataset of matched patents. We examine self-cites received by patents belonging to acquirers and the targets before and after the acquisitions.

We find that, on average, the targets’ prior patents do not receive more self-cites after the acquisition. We conclude that this is because their R&D activities are disrupted, suggesting a higher level of post-acquisition integration. However, more nuanced findings reveal that it may not be the case all the time. When the target has more research experience, is international or is specialized in complementary technologies, prior patents of targets continue to receive more self-cites after the acquisition. It indicates that the targets in such conditions continue knowledge creation, suggesting a lower level of post-acquisition integration.

Our findings contribute to post-acquisition integration research. While post-acquisition integration downside is common, we present conditions in which such a downside may be less likely. We highlight that the context of an acquisition may be an important determinant of the extent of integration of the target. Moreover, we supplement the integration research (cultural, structural and human resource and leadership perspectives of integration) by adding a knowledge-based perspective to it. Such dynamics have important implications for acquirers and targets in deriving value from the acquisition.

Suggests that while integration is a term that logistics discusses in an interorganizational context, integration within an interdepartmental integration is not as prevalent. Consequently, a common definition for “integration” is lacking. Literature has provided three characterizations: integration represents interaction or communication activities; integration consists of collaborative activities between departments; and integration is a composite of interdepartmental intraction and interdepartmental collaboration. Adopting the composite view, prescribes that managers and researchers consider integration to be a multidimensional process. Proposes a model is based on this perspective to suggest that different logistics situations will require varying degrees of integration via interaction and collaboration. Managerial implications are discussed for each situation.

The purpose of the paper is to identify the main characteristics of vertical integration strategies and discuss the effects of those characteristics on companies' ability to compete. Using a sample of 316 parent companies, the study found that industry uncertainty affected companies' decisions regarding their levels of vertical integration, but not companies' decisions to change those levels. The study also suggests that a significant number of companies have disintegrated to become more competitive.

The company closed the deal over two‐years ago, but the organization is still not operating as one company: results are lagging, customers are defecting, and shareholders are restless. Management thought that they checked off all of the right deal actions, including: a thorough due diligence (operations, finances, systems, and people); assigning appropriate integration resources early and keeping them available throughout the integration process; developing and executing detailed integration plans; and measuring, tracking, and reporting implementation progress against the integration plans. But, somewhere, somehow, something went wrong – and it has to be fixed, or else. The transaction itself was completed too long ago for any action now to be truly considered “post‐deal integration.” The situation the company now faces is “merger repair.” Unfortunately, they are not alone. Numerous, well‐intentioned deals have gone sour either due to gross negligence or because of a series of small – but in aggregate very powerful – mistakes and/or delays. This article provides a method to identify whether or not a company is in need of “merger repair,” and an approach (including supporting tools and templates) to perform the needed “repairs.”

In working with numerous clients on merger integration efforts we have identified that, not only do many companies struggle with their immediate M&A integration efforts, but they also suffer chronic performance issues caused by past integration efforts that have been allowed to linger and/or have been managed poorly.

Conducting M&A integration efforts poorly creates lasting business performance issues (e.g. poor customer service, lower than desired productivity, lack of cost control, and/or unrealized revenue improvement) long after a deal is closed. Almost half (49 percent) of the respondents to The University of Dallas Graduate School Of Management's, 2006 Mergers and Acquisitions Survey – The Current State of M&A Integration (including 124 executives and managers from 21 different industries), indicated that their company is in need of “merger repair.” There are two key tracks of “merger repair” companies can pursue to first get the business back on track, and then to improve the organization's future M&A integration competency.

This article advances the current theory and practice of post‐merger integration that, up to this point, has focused exclusively on integration activities conducted immediately (i.e. within the first 6 to 12‐months) of deal close. This article also addresses how to identify and address integration issues that still exist two or more years after a deal is closed, by providing pragmatic tools and templates that practitioners can immediately apply to both identify and resolve situations of “merger repair.” Lastly, the approach described has broad application to companies across multiple industries and geographies.

This article intends to provide guidance to HR professionals and others involved in the planning and implementation of post‐merger integrations. It seeks to argue that successful integration requires an “art and science” based approach to organizational change, and to illustrate the importance of this approach by drawing on a case study project from the financial services sector.

Using a case study approach, the article describes key learnings from a financial services sector post‐merger integration project in which the author was directly involved. The problems and challenges that arose in the case study organization are described, and it is shown how these were addressed using the “Art and Science of Transformation”^TM conceptual approach to achieve a successful integration.

In the case study project, a lack of detailed integration plans and the absence of integration performance metrics, as well as inadequate understanding of the likely impact of cultural incompatibilities, were identified as representing risks to successful merger. To mitigate these risks, an art‐ and science‐based approach was implemented. This included the development of an integration performance measurement system and a communications strategy, while a phased approach was taken to the integration. Use of the art and science approach to post‐merger integration helped contribute to a financially and operationally successful merger, despite the early risks and the contrasting corporate cultures involved.

The article is based on a single case study from the Canadian financial services sector, and is written from the perspective of the author, who worked on this project as an external consultant. The specific types of problems and challenges relating to post‐merger integration will vary between organizations and sectors, but the examples discussed in this article are believed to be typical, and of value in demonstrating the importance of an art and science approach to post‐merger integration.

Post‐merger integration represents just one form of organizational change, and the “Art and Science of Transformation” approach is equally relevant and valuable to other types of projects. The evidence from previous research is that a high percentage of organizational transformations fail to meet their objectives or are abandoned before completion, with project failures most often due to a lack of attention to people‐related factors. By adopting the approach discussed in this article, organizations can help to reduce the risk of failure by achieving a good balance between the art and the science of change.

Unsuccessful organizational change initiatives are wasteful of financial and human capital resources, and may result in demoralized employees – especially if they feel that their experience and skills are not being effectively utilized in the change initiative. The Art and Science of Transformation approach helps ensure that organizational change initiatives build efficiently and effectively on available human and other organizational resources to achieve positive outcomes.

The Art and Science of Transformation framework was developed by Schroeder & Schroeder Inc. on the basis of its experience of helping organizations achieve successful change. Although other studies have examined the factors associated with successful post‐merger integration using a case study approach, the application of this framework to the post‐merger integration context is unique.

One of the main motivations associated with the adoption of electronic commerce (e‐commerce) is the integration and automation of business processes. Yet, for many years the integration of systems has been a barrier to business process automation. However, a new generation of software called application integration (AI) efficiently addresses integration problems and leads to more flexible and maintainable solutions. AI incorporates functionality from disparate applications through a diversity of integration technologies. Regardless, confusion surrounding terminology in the integration area has led to a debate regarding the capabilities of AI, as each term proposes a different range of AI technologies. Therefore, there appears a clear need to clarify this confusion. In doing so, a novel taxonomy is proposed, which is based on the critical analysis and evaluation of existing case studies extrapolated from the AI literature. The proposed taxonomy separates AI into intra‐organisational AI, hybrid AI and inter‐organisational AI. The novelty of the taxonomy centres on the synthesis of a comprehensive set of systems that efficiently describe the range of AI technology in terms of application. In doing so, the taxonomy presented will allow developers and integrators to navigate better through the portfolio of integration technologies and therefore better understand the integration area. The proposed taxonomy might also be used as a tool for decision making.

The purpose of this paper is to provide the key dos and don'ts when integrating the people, processes, and systems of companies undertaking mergers and/or acquisitions.

The paper provides the current state of M&A integration across industries, integration dynamics and common pitfalls, integration best practices, and a section regarding how to conduct “merger repair” activities in order to correct integration efforts that have gotten off track.

The measurable impacts of well‐conducted M&A integration efforts is presented and discussed.

Key implications for management who are pursuing a merger and/or acquisition strategy are demonstrated throughout the key success factors described in this paper.

The value to the reader is found in the practical recommendations and tangible actions identified. Likewise, the section describing the need for and how to conduct “merger repair” is new to the literature pertaining to M&A integration.

The purpose of this study follow a process perspective approach to examine post M&A integration studies focusing on HR function and to make the research literature relevant to HR integration.

Data is gathered from a systematic literature review of sixty six peer-reviewed empirical and theoretical articles published in forty one journals between 1990 and 2018. These predominantly use qualitative methods and include case studies, conceptual studies, interviews, surveys, literature reviews and mixed methodology. Each paper is then sorted into three areas of research focus, integration, change management and HR strategy, and the main findings noted.

A conceptual framework for the content and process in HR integration in cross-border M&A’s is presented consisting of three stages : pre-integration (preparation), HR integration and integration outcome.

This framework can be used to help managers and policy makers to profit from potential synergy in this situation, to support HR interventions at all stages of the M&A including screening, planning and negotiation and to deal with some of the more difficult cultural impacts of cross-border M&A’s.

This paper has an original approach as it considers a gap in the research and enables researchers to examine HR as a strategic partner during M&As within an integrated process perspective.

The purpose of this paper is to look at perspectives of new minority entrepreneurs towards entrepreneurship, either as a facilitator or as a barrier to the integration of minorities. The research objective is to explore the role of hospitality and tourism entrepreneurship in the integration process of new minorities. It is attempted to explore the perspectives of new minority entrepreneurs about the concept of integration, the possibility of integration through self‐employment in hospitality and the relationship between entrepreneurship and integration.

This research adopts a subjective perspective and a social constructionist approach to understand what the new minorities perceive as their reality. An in‐depth qualitative methodology is adopted for this research as it tries to understand inductively the phenomenon of hospitality entrepreneurship and ethnic minority integration.

The findings suggest hospitality entrepreneurship can act both as a facilitator and as a barrier to integration of the new minorities. Although it facilitates economic integration of the new minorities into the host society by providing wealth for them, at the same time it acts as a barrier to their social and cultural integration. It was revealed that ultimate integration is not possible because of high cultural differences between the host and their original cultures.

The paper proposes that integration is a continuum rather than a predefined point to achieve. Integration happens between two extreme points of complete isolation of migrants to their complete assimilation. The respondents of this research did not locate themselves in either ends of this continuum.