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We bring together disparate negotiation theory research in order to identify a composite set of potential barriers to reaching agreement in environmental negotiations. This framework builds on behavioral decision theory, showing barriers that arise from personal values and institutional values and norms, as well as from situational elements that influence individual behaviors and organizational strategies. We contribute to the literature on organizational behavior by making explicit the relationship between the strength of the situation and organizational behavior related to negotiations. The elements of situational strength have not been addressed adequately in prior negotiation literature. We incorporate this concept into a comprehensive set of barriers to offer explanations for the intractability of many environmental disputes.

We studied two eco-entrepreneurial companies to determine whether they had an internal focus on environmental protection. To answer this question, we surveyed employees to understand their predisposition toward the natural environment as well as their willingness to propose eco-initiatives aimed at improving the company's environmental performance and/or reducing its environmental impacts. We report our findings for these two case studies, and using our small sample of employee data, develop a conceptual model for the eco-entrepreneurial context. We suggest future research.

The rising public concern for the natural environment is compelling business entities to revise their business models toward green management. Most manufacturing firms have realized that green innovation is a critical factor that drives their success. However, green human resource scholars have overlooked this research line despite the potential contribution it can advance in green management scholarship. This paper empirically models the extent to which green innovation culture (GIC) moderates the relationship between green human resource management (GHRM) and green competitive advantage (GCA). The paper has two-fold objectives. First, to investigate the effects of GHRM and GIC on the firm's GCA and second, to model the extent to which GIC moderates the link between GHRM practices and GCA of manufacturing firms in Zhejiang Province of China.

Data were collected from 324 Chinese employees from the manufacturing sector. The authors captured data from all levels of the organization. The authors made three models equations: two direct and one interactive. The authors then applied structural equation modeling (SEM) using AMOS 24 to test the study models and hypothesis.

The findings suggest that GHRM practices, which include recruitment and selection, training and development (green abilities); performance management and reward and compensation (green motivation); and employee involvement and leadership (green opportunities) have a significant positive effect on the firms GCA. The findings also indicate that firms that GIC, which include green product innovation (GPDI) and green process innovation (GPRI), promotes the firm's GCA. The paper further reveals that firms that combine GHRM and GIC attain higher GIC than those which practice GHRM only.

This paper draws a roadmap on how the top management in manufacturing firms can drive the firm's operations toward a higher GCA. It's the pioneer paper to suggest the combination of GHRM and GCI for enhanced GCA.

Is eco-entrepreneurship (the provision of new products, processes, services with environmental benefits) different from standard entrepreneurship, where the emphasis is on the provision of private goods, processes, and services? In some sense, it must be because of the nature of the public goods outcome. There will be measurement and enforcement problems in eco-entrepreneurship that exceed those found for more standard new ventures. It is for these reasons government is normally associated with the provision of public goods. At the same time, however, society is increasingly turning to private individuals to respond to growing demands for environmental improvement. Private entrepreneurs are seen as reacting more quickly, more completely, and more precisely to environmental concerns. New technology, on which many environmental benefits are linked, typically requires private entrepreneurs to engage in discovery, development, and delivery. Business plans are prepared and presented to venture capitalists and other investors seeking to capture the private returns from these new ventures that also provide critical public goods. Yet, eco-entrepreneurship is not well understood regarding its motives, returns, products, services, organization, and property rights.

This chapter explores how hybrid organizations navigate the challenges (and opportunities) associated with advancing unconventional logic combinations. It draws from a study of the 180-year history of sheltered workshops in the United States. Sheltered workshops are hybrids that combine social and commercial logics to provide gainful employment to individuals with disabilities. This chapter theorizes a connection between the governance system – that is, country-based social norms and regulatory settlements – framing hybrids and the agency that allows them the discretion required to advance unconventional combinations. It introduces the term hybrid agency to describe this connection and identifies four types: upstream, midstream, downstream, and crosscurrent. Upstream agency draws from the entrepreneurial vision of charismatic founders. It allows hybrids the discretion to advance unconventional logic combinations in unsupportive times, but it also requires them to observe certain dominant cultural norms. Midstream agency draws from hybrids’ adaptation and advocacy skills and resources in periods of historical change. It allows access to resources and legitimacy for unconventional combinations. Downstream agency draws from organizational slack possible in supportive times. Slack eases tensions and tradeoffs between conflicting logics but may also fuel mission drift. Finally, crosscurrent agency also draws from hybrids’ adaptation and advocacy skills and resources. It provides hybrids with the opportunity to grapple with challenges in periods of contestation.

This study aims to develop immersive scenarios (immersive videos) to foster generalization of learning while addressing social cognition, a factor associated to violence in schizophrenia. The authors sought to develop immersive videos that generate a sense of presence; are socially realistic; and can be misinterpreted and, if so, lead to anger.

A multiphase mixed method was used to develop and validate the immersive scenarios. The development phase consisted of preliminary interviews and co-design workshops with patients (n = 7) and mental health practitioners (n = 7). The validation phase was conducted with patients (n = 7) and individuals without mental disorders (n = 7).

The development phase led to the creation of five scenarios (S1, S2, S3, S4, S5); they included social cues which could lead to self-referential and intentional biases. Results of the validation phase showed that all scenarios generated a sense of presence and were considered highly realistic. Three scenarios elicited biases and, consequently, moderate levels of anger (annoyance).

Immersive videos represent a relevant and accessible technological solution to address social-cognitive domains such as self-reference bias.

No intervention using immersive technologies had been developed or studied yet for individuals with schizophrenia at risk of violence in secure settings. This project demonstrated the feasibility of creating immersive videos which have relevant attributes to foster generalization of learning in the remediation of social-cognitive deficits.

E‐Teaching as the use of information and communication technology (ICT) in education is of growing importance for educational theory and practice. Many universities and other higher education institutions use ICT to support teaching. However, there are contradicting opinions about the value and outcome of e‐teaching. This paper starts with a review of the literature on e‐teaching and uses this as a basis for distilling success factors for e‐teaching. It then discusses the case study of an e‐voting system used for giving student feedback and marking student presentations. The case study is critically discussed in the light of the success factors developed earlier. The conclusion is that e‐teaching, in order to be successful, should be embedded in the organisational and individual teaching philosophy.

The purpose of this research is to focus on understanding the work‐life conflict of never‐married women without children.

This study uses survey data from two full‐service health care organizations and a financial services organization. Quantitative methodologies were used to address the study's research questions and hypotheses.

The findings show that never‐married women without children do experience conflict, specifically work‐to‐life conflict, and often at similar levels to that experienced by other groups of working women. The findings also suggest that work‐life benefits typically provided by organizations are frequently regarded as less important and used less often by never‐married women without children than by other working women.

Future research should increase the sample of never‐married women without children, explore the sources of support these women use in juggling life roles, and incorporate comparative analysis across age and occupation groups as well as with never‐married childless men.

The research finds that not all employees value or utilize the benefits frequently offered by organizations. Human resource departments cannot assume a “one size fits all” approach to benefit administration but must recognize the unique sources of work‐life conflict for an array of employees and develop appropriate strategies to mitigate such conflict.

This study contributes to the work‐life literature by focusing on a vastly understudied group of employees whose growing presence in the workforce necessitates further exploration. This research advocates expanding the definition of work‐life as traditionally defined in the organizational behavior literature, allowing scholars to think more broadly about life roles other than spouse and parent that may have implications for conflict.