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Justice research has established that voice enhances procedural justice—a phenomenon known as the ‘voice effect’—through both instrumental and non‐instrumental mechanisms. However, limited research attention has been devoted to the underlying motivational bases for the operation of one or the other explanatory mechanism in a given situation. We report the findings of two laboratory studies examining situational, motivational, and attributional underpinnings for the voice effect. We found that motivation to voice varied with characteristics of the authority to whom a grievance is directed. In both studies, an interaction revealed that non‐instrumental motivation for voice is more important when instrumental motivation is lacking or unavailable. In Study 2, we introduce the role of social attributions into research on the voice effect, finding that grievants' judgments about their objectives in using voice vary with the attributions they make about the motives behind the authority's actions. We discuss implications of our findings for both theory and practice.

What does it mean to be a “smart” negotiator? Few scholars have paid much attention to this question, a puzzling omission given copious research suggesting that cognitive ability (the type of intelligence commonly measured by psychometric tests) predicts individual performance in many related contexts. In addition to cognitive ability, other definitions of intelligence (e.g., emotional intelligence) have been proposed that theoretically could influence negotiation outcomes. Aiming to stimulate renewed attention to the role of intelligence in negotiation, we develop theoretical propositions linking multiple forms of intelligence to information acquisition, decision making, and tactical choices in bargaining contexts. We outline measurement issues relevant to empirical work on this topic, and discuss implications for negotiation teaching and practice.

Organizational staffing strategies are turning increasingly to workers removed from the core workforce, a practice known as externalization. Our survey of 153 growing firms examined environmental and organizational predictors of three forms of externalization: part‐time workers, temporary workers, and work‐at‐home arrangements. The results indicated that firms externalize in response to labor market conditions, although the predictive role of labor market forces varied across externalization forms. Various employee‐centered human resource management policies were associated with externalization practices, and there was evidence that internal labor market policies are negatively associated with externalization. Findings are discussed in terms of externalization strategies and implications for future research.

In this issue, IJCM begins what we hope will become a regular practice: publishing an article based on the address given by the recipient of the International Association for Conflict Management (IACM) Lifetime Achievement Award. This award is currently given every other year to someone whose work over many years achieves scope and impact of the first order. In a year when the lifetime award is to be given, a committee consisting of IACM's current president, past president, and president‐elect solicits and evaluates nominees, and recommends a recipient to the association's board of directors. Although IACM is a relatively young professional society (it was founded in 1984), the roster of past Lifetime Achievement Award recipients is an outstanding group of thinkers and scholars in the field of conflict.

The objective of the paper is to amalgamate theories of text retrieval from various research traditions into a cognitive theory for information retrieval interaction. Set in a cognitive framework, the paper outlines the concept of polyrepresentation applied to both the user's cognitive space and the information space of IR systems. The concept seeks to represent the current user's information need, problem state, and domain work task or interest in a structure of causality. Further, it implies that we should apply different methods of representation and a variety of IR techniques of different cognitive and functional origin simultaneously to each semantic full‐text entity in the information space. The cognitive differences imply that by applying cognitive overlaps of information objects, originating from different interpretations of such objects through time and by type, the degree of uncertainty inherent in IR is decreased. Polyrepresentation and the use of cognitive overlaps are associated with, but not identical to, data fusion in IR. By explicitly incorporating all the cognitive structures participating in the interactive communication processes during IR, the cognitive theory provides a comprehensive view of these processes. It encompasses the ad hoc theories of text retrieval and IR techniques hitherto developed in mainstream retrieval research. It has elements in common with van Rijsbergen and Lalmas' logical uncertainty theory and may be regarded as compatible with that conception of IR. Epistemologically speaking, the theory views IR interaction as processes of cognition, potentially occurring in all the information processing components of IR, that may be applied, in particular, to the user in a situational context. The theory draws upon basic empirical results from information seeking investigations in the operational online environment, and from mainstream IR research on partial matching techniques and relevance feedback. By viewing users, source systems, intermediary mechanisms and information in a global context, the cognitive perspective attempts a comprehensive understanding of essential IR phenomena and concepts, such as the nature of information needs, cognitive inconsistency and retrieval overlaps, logical uncertainty, the concept of ‘document’, relevance measures and experimental settings. An inescapable consequence of this approach is to rely more on sociological and psychological investigative methods when evaluating systems and to view relevance in IR as situational, relative, partial, differentiated and non‐linear. The lack of consistency among authors, indexers, evaluators or users is of an identical cognitive nature. It is unavoidable, and indeed favourable to IR. In particular, for full‐text retrieval, alternative semantic entities, including Salton et al.'s ‘passage retrieval’, are proposed to replace the traditional document record as the basic retrieval entity. These empirically observed phenomena of inconsistency and of semantic entities and values associated with data interpretation support strongly a cognitive approach to IR and the logical use of polyrepresentation, cognitive overlaps, and both data fusion and data diffusion.

This brief history of the International Study Association on Teachers and Teaching (ISATT) documents developments and trends during the decade 2013–2023. To situate recent ISATT history, we begin with an overview of the association's first 30 years (1983–2012). The dominant theme of those early years was developing ISATT as a recognized and influential professional organization connecting researchers on teaching and teacher education from a growing list of nations and regions of the world. During the most recent decade, there has been a concerted effort toward broad internationalization through biennial conferences and regional meetings, and a growing network of national representatives from across the world. Also, the ISATT journal, Teachers and Teaching: Theory and Practice, the journal, which began in 1995, has published hundreds of peer-reviewed articles written by more than 1000 authors and coauthors, contributing to a growing body of knowledge about teaching and teacher education in many cultures. In the last 20 years and especially in the past 10, the locations of ISATT meetings have become significantly more diverse, following a trend of greater internationalization compared with ISATT's European and North American beginnings. At the same time, the number of ISATT members remains stable and small thereby preserving a collegial and collaborative tone in our exchanges. In sum, ISATT's recent decade finds the association intellectually healthy, successful in managing the challenges of the Covid-19 pandemic, and enriched by the proliferation of multinational points of view and styles of research.

This paper aims to investigate the phenomenon of co-competition, within service-dominant logic, whereby multiple parties with mutually exclusive goals compete for the rights to co-create with a firm.

Within the context of a massively multiplayer online role-playing game, the paper uses a naturalistic inquiry approach guided by the core objectives of qualitative research provided by Belk et al. (2012). These objectives include understanding the construct of study, the antecedents and consequences of what is being studied and, finally, the process used by the consumer during the phenomena. Additionally, the results are presented within an idiographic framework.

This study finds that co-competition arises when heterogeneous segments of consumers attempt different co-creation strategies with the firm, an overlooked dark side of co-creation and co-production of value. Additionally, the study finds evidence that co-competition may have led to co-destruction of value for both consumer parties and the firm.

The outcomes of this process could have significant financial and reputational impacts for the firm resultant from alienating both types of consumers competing for the rights to co-create. The conceptual framework established here provides a guide through which further investigation of co-creative forces can occur.

Data from sophisticated portable heart‐rate monitors and “work diaries” were used to relate in Mintzberg's “nature of managerial work” to physiological stress in a small sample of working principals. Subjects were categorised by years of experience, Type A and Type B personality, and were “shadowed” for three complete work days in their schools doing regular activities to learn what management functions were stressful. Principals were found to be working under extreme stress (a few at catastrophically high levels), for long hours, and that certain managerial activities were more physiologically stressful than others. Implications for training, deployment and the use of bio‐feedback techniques are discussed.

The purpose of this qualitative study was to evaluate if the environment of the State 4-H Council fosters transfer of training to life after the 4-H program. Purposive sampling identified former members of a State 4-H Council. The research methods included semi-structured and unstructured interviews. Major findings of the study noted that most areas of the council environment encourage the transfer of training, however, some facets of the council environment need improvement to promote training transfer. Recommendations include conducting a needs assessment of all incoming State 4-H Council members, developing an experiential training method, implementing training on working with different personality types, improving communication among the group, and continuing to reward council members for using the skills they gain while on the council.

The purpose of this paper is to take a serious look at the relationship between joint consultation systems at the workplace and employee satisfaction, while at the same time accounting for the (possible) interactions with similar union and management-led high commitment strategies.

Using new, rich data on a representative sample of British workers, the authors identify workplace institutions that are positively associated with employee perceptions of work and relations with management, what in combination the authors call a measure of the “good workplace.” In particular, the authors focus on non-union employee representation at the workplace, in the form of joint consultative committees (JCCs), and the potential moderating effects of union representation and high-involvement human resource (HIHR) practices.

The authors’ findings suggest a re-evaluation of the role that JCCs play in the subjective well-being of workers even after controlling for unions and progressive HR policies. There is no evidence in the authors’ estimates of negative interaction effects (i.e. that unions or HIHR negatively influence the functioning of JCCs with respect to employee satisfaction) or substitution (i.e. that unions or HIHR are substitutes for JCCs when it comes to improving self-reported worker well-being). If anything, there is a significant and positive three-way moderating effect when JCCs are interacted with union representation and high-involvement management.

This is the first time – to the authors’ knowledge – that comprehensive measures of subjective employee well-being are being estimated with respect to the presence of a JCC at the workplace, while controlling for workplace institutions (e.g. union representation and human resource policies) that are themselves designed to involve and communicate with workers.