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The purpose of this paper is to provide recommendations for making a conceptual shift from current document‐centric to data‐centric metadata. The importance of adjusting current library models such as Resource Description and Access (RDA) and Functional Requirements for Bibliographic Records (FRBR) to models based on Linked Data principles is discussed. In relation to technical formats, the paper suggests the need to leapfrog from machine readable cataloguing (MARC) to Resource Description Framework (RDF), without disrupting current library metadata operations.

This paper identified and reviewed relevant works on overarching topics that include standards‐based metadata, Web 2.0 and Linked Data. The review of these works is contextualised to inform the recommendations identified in this paper. Articles were retrieved from databases such as Emerald and D‐Lib Magazine. Books, electronic articles and relevant blog posts were also used to support the arguments put forward in this paper.

Contemporary library standards and models carried forward some of the constraints from the traditional card catalogue system. The resultant metadata are mainly attuned to human consumption rather than machine processing. In view of current user needs and technological development such as the interest in Linked Data, it is found important that current metadata models such as FRBR and RDA are re‐conceptualised.

This paper discusses the implications of re‐conceptualising current metadata models in light of Linked Data principles, with emphasis on metadata sharing, facilitation of serendipity, identification of Zeitgeist and emergent metadata, provision of faceted navigation, and enriching metadata with links.

Most of the literature on Linked Data for libraries focus on answering the “how to” questions of using RDF/XML and SPARQL technologies, however, this paper focuses mainly on answering “why” Linked Data questions, thus providing an underlying rationale for using Linked Data. The discussion on mixed‐metadata approaches, serendipity, Zeitgeist and emergent metadata is considered to provide an important rationale to the role of Linked Data for libraries.

With the aim of developing a conceptual framework which aims to facilitate semantic metadata interoperability, this paper explores overarching conceptual issues on how traditional library information organisation schemes such as online public access catalogues (OPACs), taxonomies, thesauri, and ontologies on the one hand versus Web 2.0 technologies such as social tagging (folksonomies) can be harnessed to provide users with satisfying experiences.

This paper reviews works in relation to current metadata creation, utilisation and interoperability approaches, focusing on how a social constructivist philosophical perspective can be employed to underpin metadata decisions in digital libraries. Articles are retrieved from databases such as EBSCO host and Emerald and online magazines such as D‐Lib and Ariadne. Books, news articles and blog posts that are deemed relevant are also used to support the arguments put forward in this paper.

Current metadata approaches are deeply authoritative and metadata deployments in digital libraries tend to favour an objectivist approach with focus on metadata simplicity. It is argued that unless information objects are enriched with metadata generated through a collaborative and user‐driven approach, achieving semantic metadata interoperability in digital libraries will remain difficult.

In this paper, it is indicated that the number of metadata elements (fields) constituting a standard has a direct bearing on metadata richness, which in turn directly affects semantic interoperability. It is expected that this paper will contribute towards a better understanding of harnessing user‐driven metadata.

As suggested in this paper, a conceptual metadata framework underpinned by a social constructivist approach substantially contributes to semantic interoperability in digital libraries.

This conceptual paper aims to offer a theoretical contribution that explicates the “blind spot” cultural diversity and reward diversity team conflict contingencies, and personal audit as a mechanism for managing the consequences.

The paper suggests a framework for analysing and managing diversity (cultural and reward) driven team conflicts. Given the theoretical foundation, personal audit among team members is recommended as a tool for managing the consequences of such conflict factors.

This paper underlines the team building intervention utility for team effectiveness. It reinforces theoretical foundation that highlights conflict as a determinant of team effectiveness, and reviews two diversity dimensions of team conflicts. Finally, it suggests and explains an “active learning” personal audit model for achieving the conceptualised team effectiveness perspective.

The paper highlights critical but usually overlooked team conflict intricacies in football team management. This framework offers practical relevance in enabling understanding of “attitudes and behaviours” of team members and human resource management in football marketing. Managers would benefit from this perspective and improve team effectiveness, performance and organisation's performance.

The paper offers valuable conceptual insight for development, one that serves the interest of management of football clubs and academia.

This paper aims to examine the relationship between self‐efficacy and the outcomes that individuals achieve when they manage conflict at work. The authors propose that self‐efficacy is related to performance following a positive linear or curvilinear model depending on the outcomes assessed (objective versus subjective outcomes) and the conflict setting considered (transaction versus dispute).

Two studies were conducted. Study 1 was a face‐to‐face transaction in which self‐efficacy was measured using a survey. In study 2, participants were involved in a dispute and their self‐efficacy was manipulated using a false feedback technique.

Results suggest that high self‐efficacy participants obtain better objective (economic/substantive) outcomes. However, there is a curvilinear relationship, in a U‐inverted shape, between self‐efficacy and subjective (relational) outcomes, indicating that an increase in self‐efficacy improves subjective outcomes, but there are certain levels at which self‐efficacy may be dysfunctional.

Recent controversial findings in research into the relationship between self‐efficacy and performance are addressed in these studies. The present paper is one of the first to explore the role of self‐efficacy in a dispute and to consider the effects of self‐efficacy on subjective outcomes. Practical implications are discussed in light of the results.

Prior research suggests both formal and informal norms influence employee behavior. While increased training is a typical recommendation to strengthen formal norms by increasing adherence to organizational codes of conduct, and therefore improve ethical behavior, there is little empirical evidence that code training actually strengthens formal norms or improves ethics-related behavior. Conversely, prior observations of unethical behavior serve as strong indicators of informal norms. These observations may be unknown to management and therefore difficult to moderate using other means, including with training on a code.

We test the impact of prior observations of unethical behavior and training for a code of conduct on intentions to report unethical behavior in the future, as well as possible mediators of these relationships. We find some support that training on the code increases intention to report and strong support for the notion that prior observations of unethical behavior decrease intentions to report. Responsibility to report and norms against whistle-blowing both mediate the prior observation-to-reporting intentions relationship, but not the training-to-reporting intentions relationship. An interesting by-product of training seems to be that, by increasing awareness of unethical behavior, and therefore the salience of prior observation, training may have indirectly influenced intentions in the opposite direction intended.

Britain's merchant navy dominated the international maritime trade in the 19th century. The strong ship owners' lobby imposed on the shippers the only choice to contract either under bills of lading drafted almost totally on the ship owners' terms or not to contract. The conflict between Britain and its rival the American merchant navy precipitated a movement for the use of model contracts of shipment (carriage) and towards standardisation of the liability of International liner carriers by legislative intervention. The bill of lading through its use in international trade gained the characteristic of being the document which incorporates the contractual terms. So, the orally agreed contract of carriage gave way to the contract of carriage in the form of a bill of lading.

This study examines the impact of mediator style, mediation outcome, and mediator background variables on community mediation participant satisfaction and fairness perceptions along several dimensions. Our data were collected from a community mediation program located in a justice court in the Southwestern United States. During a twelve‐month period, 40 mediation sessions, each involving a single mediator, were videotaped. The 108 mediation participants completed surveys assessing their perceptions of and satisfaction with their specific mediation experiences. The findings indicate important impacts of mediator facilitativeness on all perceptions and of conflict resolution success on satisfaction. Mediator experience impacted perceptions of the mediator; mediator gender and law background had no impacts.

In this article, we focus on alternative dispute resolution procedures, in particular third party procedures. We describe eight different procedures and provide examples of how these procedures are used in different cultural contexts. We then evaluate the procedures in terms of how they impact four key criteria that have been noted in the literature related to negotiation: process criteria, settlement criteria, issue-related criteria, and relationship criteria. We subsequently explore the potential impact of culture on evaluations of these criteria. We finish with a discussion of future directions for research and practice, emphasizing that procedural recommendations should be made carefully when the criteria for effectiveness and applicability are derived from US-centric research. In other words, there is not “one best choice” for third party procedures universal to the myriad cultures on our planet.

The purpose of this study is to analyze whether negotiators stick to one single negotiation style or whether their styles vary during the negotiation process. The paper seeks to identify different combinations of phase-specific negotiation styles and investigates the relationship between these combinations and negotiation performance and satisfaction.

The study is based on a large online negotiation simulation that allows a phase-specific analysis of negotiation styles via an elaborate coding scheme.

The findings reveal that negotiators generally do not limit themselves to a single negotiation style. Instead, they vary their style in the course of different negotiation phases. The authors distinguish between five distinct phase-specific negotiation style patterns that differ with regard to their impact on negotiation performance but not negotiation satisfaction.

The study demonstrates that a phase-specific analysis of negotiation styles allows deeper insights into a negotiator’s style behavior. For future studies, the authors recommend taking a phase-specific view when analyzing negotiation styles.

Negotiation practitioners get to know different phase-specific negotiation style patterns and get insights into which pattern is the most promising for negotiation performance. As a result, they can acquire this phase-specific negotiation style pattern to enhance their performance.

The paper contributes to existing negotiation style literature, because it is the first to analyze negotiation styles from a phase-specific point of view.