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To develop an understanding of communication among agribusiness journals and to examine patterns of citations that allow the measurement and description of the structure of communication flows among those journals in a network.

The data for this study were gathered from the Journal Citation Reports (JCR) published by Thomson Scientific (Philadelphia). The authors conducted a bibliometric analysis, based on an international trade analogy to explain the network of agribusiness journals and how these journals communicate with business and economics journals.

Business and economics journals and, particularly the traditionally major ones, surprisingly were scarcely every used. However, the British Food Journal stood out with 50 citations to marketing and strategic management journals.

There are predominantly four such limitations: only 33 journals were studied, only one 5-year time period was involved, that time period is a few years old and the journal characteristics were derived using data from the “Scopes” and “Information for Authors” text on the website of each journal.

Exchanges of agribusiness knowledge and information among diverse stakeholders (consumers, suppliers and public agencies) in a complex environment require a better understanding of the network of agribusiness journals and their relation to traditional business and economics journals.

Networks of journals facilitate cooperation and interactions to improve developments in the field.

Examining citations from and to the field of agribusiness is interesting and important because knowledge is transferred through networks comprise those who contribute to journals, read them and learn from them, i.e. by “talking” to each other as well as by practitioners who also read and learn from those journals.

Currently, only a small number of manuscripts dealing with management history are being submitted to journals, and few of those are being accepted for publication. What is needed to change this situation is more high‐quality research that is more interesting to a wider audience. The purpose of this paper is to offer some suggestions for overcoming current deficiencies.

The perspective of one editor about what is being done and what might be done in terms of publishing management history research is presented.

The unique perspective of an individual who is a past editor of a major management journal and current editor of an online journal each of which has published a variety of management history articles is presented.

The paper stresses that too few management history manuscripts submitted to journals are of high‐enough quality or sufficiently interesting to merit publication and that more good quality research that is interesting to a wider audience is needed. The paper offers suggestions to management history scholars as a means of changing this situation.

The purpose of this paper is to proffer an alternative conceptualization of food integrity and a market-based food integrity intelligence system.

Food fraud is interpreted as a symptom of asymmetric knowledge. Consumer collaboration for knowledge exchange and diffusion of innovation (KEDI) safeguards food markets. The concept of communicative action is applied to conceptualize and analyze key elements for designing a collaborative food integrity intelligence system.

The model of market-based KEDI consists of three dimensions: intelligence flows, organization memory, and social sensitivities. Decentralized control is crucial to effect system innovation.

The paper integrates managerial, marketing, and economic approaches and develops a model for managing food integrity intelligence.

The paper aims to expand and extend previous work on the role of employees who act in non‐violent ways to achieve their personal ends through inducing fear in others in organizations.

The literature surrounding internal terrorists is reviewed and preliminary survey results are presented to support the conclusions derived from that literature.

A model is developed that more carefully identifies how the role of internal terrorists comes about and why they are more likely to engage in non‐violent as opposed to violent behavior.

Research is needed to identify those aspects of organizations that seem to foster or “bring out” violent and non‐violent internal terrorists. Given the differences between internal terrorists and other terrorists, more careful study of those two groups is clearly needed. Since most terrorists express feelings of injustice, stronger links should be attempted between the research on organizational justice and internal terrorism. Just as employee theft has been linked to perceived injustice, so, too, internal terrorism may be linked to higher levels of such perceived injustice.

Research is needed to indicate how terrorism evolves over time as well as what measures seem to be most effective in countering such developments within organizations. Of particular interest to practitioners would be determining the extent to which profit‐seeking versus non‐profit organizations accommodate internal terrorists and the extent to which gender matches between the internal terrorist and the target person are common.

This paper fills a gap in the literature about the role of internal terrorists by delineating more fully the dysfunctional role those individuals play in organizations.

The purpose of this paper is to examine the management innovations developed and implemented by the Harvey House restaurants with specific attention to those human resource policies and procedures that were created to use what many believe to be the first large-scale use of single women working away from home, the famous Harvey Girls. A second purpose of this paper is to use bricolage theory to frame the innovations that Harvey pioneered to illustrate how the theory pertains to this entrepreneur who civilized dining in the “Wild West.”

This paper relies on secondary and archival sources to inform its points and rationale.

Fred Harvey applied his experience-gained knowledge to invent a system that would provide meals to railroad travelers along the Atchison, Topeka and Santa Fe railroad that were not only consistently excellent and reasonably priced but also could be served within the tight time limits of train stops for fuel and water. The precision of his service standards was innovative and required trained and disciplined servers. To deliver the quality of service for which his company became known across the “Wild West.” Harvey invented his famous Harvey Girls.

Fred Harvey’s invention of the Harvey Girls represents the first large-scale employment of women and required the invention of human resource management policies, procedures and processes. This is the story of how this management innovator successfully applied entrepreneurial bricolage to bring civilized dining to the “Wild West.”

The purpose of this paper is to present the results of exploratory research designed to develop an awareness of healthcare behaviors, with a view toward improving the customer satisfaction with healthcare services. It examines the relationship between healthcare providers and their consumers/patients/clients.

The study uses a critical incident methodology, with both effective and ineffective behavioral specimens examined across different provider groups.

The effects of these different behaviors on what Berry (1999) identified as the common core values of service organizations are examined, as those values are required to build a lasting service relationship. Also examined are categories of healthcare practice based on the National Quality Strategy priorities.

The most obvious is the retrospective nature of the method used. How accurate are patient or consumer memories? Are they capable of making valid judgments of healthcare experiences (Berry and Bendapudi, 2003)? While an obvious limitation, such recollections are clearly important as they may be paramount in following the healthcare practitioners’ instructions, loyalty for repeat business, making recommendations to others and the like. Further, studies have shown retrospective reports to be accurate and useful (Miller et al., 1997).

With this information, healthcare educators should be in a better position to improve the training offered in their programs and practitioners to better serve their customers.

The findings would indicate that the human values of excellence, innovation, joy, respect and integrity play a significant role in building a strong service relationship between consumer and healthcare provider.

Berry (1999) has argued that the overriding importance in building a lasting service business is human values. This exploratory study has shown how critical incident analysis can be used to determine both effective and ineffective practices of different medical providers. It also provides guidelines as to what are effective and ineffective behaviors in healthcare.

To introduce an innovative communicative platform to be constructed to facilitate food hazard communications as new policy initiatives shift the direction of food safety management from reaction to prevention..

Literature from economics and management is examined for concepts that would yield potential solutions to accomplish the purpose.

An innovative synthesis of four interrelated structural elements – resource, identity, standard, and knowledge (RISK) – is proposed as the framework for hazard communication.

Exchanges of food hazard knowledge and information among diverse stakeholders (consumers, suppliers, public agencies) in a complex environment requires an information architecture, a “knowledge warehouse,” that explicitly organizes interactive elements in social networks to facilitate knowledge communication among those stakeholders.

Drawing upon the management literature and merging it with concepts from economics yields unique perspectives, creating value and contributing to a more effective and efficient market-based food safety system.

The health and safety of members of organizations is a long‐standing human resource issue of interest to those in the field of management. While its history is long and complicated, one part of that history – the role of Howard Pyle – is outlined here. The voluntary safety movement approach to this issue was supported strongly by Howard Pyle. A former radio station announcer who became Governor of the State of Arizona, Pyle was extremely active in the voluntary safety movement. In addition to becoming Governor of Arizona, he rose to be Deputy Assistant to the President of the United States, President of the National Safety Council, and first Chairman of the Board of Directors of the National Advisory Committee for Occupational Safety and Health. His contributions should not go unremembered.

The purpose of this article is to expand and extend previous work on the role of organizations in influencing deviant or dysfunctional behavior in those organizations.

Conclusions from previous work on the role of individuals and organizations in influencing dysfunctional behavior is used to lead to a discussion of the interactions between those two especially through organizational culture and leadership.

A model is developed that more carefully identifies how all of these factors come together, resulting in no, little, some, or a lot of dysfunctional behavior.

The model developed here can be employed to improve understanding of the role of organization culture and leadership in motivating dysfunctional work behaviors. Both the individual and the organization constructs utilized in the framework need more complete conceptual development. In each instance, a more complex and integrative analysis of diverse literatures needs to be undertaken. Clear messages regarding individual tendencies toward violent behaviors are embedded in the literatures from such diverse areas as psychology, psychiatry, criminal justice, medicine, sociology, organizational behavior, biology, social psychology, and anthropology. A comprehensive review and synthesis could theoretically yield far more insights than currently exist.

The proposed manifestations of dysfunctional behavior are most likely to occur as the result of the interactive relationship between an individual displaying a relatively high predisposition for violent behavior and an organization with a relatively high propensity to elicit violence. Clearly, a better understanding of the characteristics of such an organization would assist practicing managers in reducing the likelihood of occurrence of dysfunctional behavior.

This paper fills a gap in the literature about the role of organizations in influencing dysfunctional behavior by delineating more fully the role of organizational culture and leadership.

Robert L. Katz first called attention to the problem of identifying those skills necessary for successful performance in managerial roles. This paper identifies the impact of Katz's classic 1955 work on managerial skills and notes the continuing legacy of his work. Modifications and additions appearing in the management literature, particularly introductory or principles textbooks, are noted with a suggested expansion of Katz's work that would subsume the dominant ones of those. The importance of managerial skills to the carrying out of managerial functions is also discussed.