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The purpose of this paper is to analyze the coexistence of independent and manufacturer-owned distributors within the same distribution system. In particular, the authors seek to identify those factors that determine the use of dual distribution and the effect of dual distribution systems on different economic outcomes.

Using a case study-based approach, the authors compare different brands in different European markets of a German automobile manufacturer using 24 expert interviews in Germany, Sweden and Spain.

Our results demonstrate the importance of limited resources, investment specificity, location, divergent interests and competitive strategies for the development of dual distribution structures. The results show that the overall distribution system performance is positively related to dual distribution.

The generalizability of the findings is limited due to the use of cases for different brands of one large corporation within a specific industry and the limited number of countries that were examined. This study is also limited to the subjective evaluation of firm performance and the qualitative evidence provided by the interviewees in our sample group. Our study contributes to the ongoing debate on the use of independent and manufacturer-owned distributors among distributive vertical chains. Based on the qualitative findings, propositions for future research and managerial implications are provided.

While in previous research, the explanatory approach of make-or-buy has often been used for examining dual distribution, the authors combine insights from different theoretical streams (transaction cost theory, market-based view, resource-based view and principal-agent theory) to identify and empirically investigate the antecedents and outcomes of dual distribution. Furthermore, while prior research focused on single-country studies and franchise systems, the authors examine a multi-country sample in the automobile industry and expand the findings of the existing literature by covering different brands.

This paper provides a primer on European multinational business groups (BGs) and their subsidiaries. Firms in these BGs appear to have higher sales performance than firms in domestic groups (15% higher). This leads us to investigate which elements increase the likelihood that a group will transition towards multinational status. BGs’ characteristics matter for foreign acquisition: groups becoming multinational are usually larger, have a more hierarchical structure with respect to the number of layers in a group, and are more diverse in terms of sectors. Groups tend to expand into bordering countries or countries providing particular advantages, such as a large internal market. The first acquisition is a corporate-level decision that appears to be made by the group’s controlling firm and is often a diversification into a different industry.

While Christmas and the holidays are widely celebrated in society at large in the US, the question arises whether doing so has value in today’s organizations. In this light, the present study examined the relationship of workplace holiday practices with positive affect and emotional engagement, along with some boundary conditions of these relationships. Specifically, this research examined the moderating influences of religious orientation, political orientation and political environment.

Data were collected at two points in time via an online survey. At time 1, the participant survey included measures of workplace holiday practices, political orientation and demographic characteristics. At time 2 (approximately two weeks afterward), the participant survey included measures of positive affect and emotional engagement.

Workplace holiday practices were related to both positive affect and emotional engagement. There were slightly stronger effects for the impact of workplace holiday practices among individuals who reside in more conservative (“red”) states in the US on emotional engagement, but not positive affect. Individual political orientation did not moderate the relationships between workplace holiday practices and the outcomes. Counter to expectations, the absence of workplace holiday practices had a stronger negative effect on non-Christians’ emotional engagement than Christians. The interaction between workplace holiday practices and religious orientation with positive affect was nonsignificant.

The data from this research were obtained via a survey methodology. Although data on the independent and dependent variables were obtained at two different points in time, future research could experimentally manipulate features of the work environment related to the celebration of the holidays to more definitively establish cause-and-effect relationships.

This research highlights the value of celebrating Christmas and the holidays. In this light, organizations should not underestimate the potential value of such celebratory activity in promoting employee goodwill. At the same time, organizations must be cognizant that some individuals may value the celebration of Christmas and the holidays more so than others.

This research provides a framework for further research on workplace holiday practices and identifies theories that can be used in future research to explore the mechanisms that influence how and under what conditions workplace holiday practices impact employees’ experiences at work.

Several theoretical models have been developed to describe the process of successful team adaptation. Testing the models through empirical research is lacking. This study aims to empirically examine the way teams adapt to unexpected or novel circumstances and investigate the four-phase team adaptation process (i.e. situation assessment → plan formulation → plan execution → team learning), as proposed by Rosen et al. (2011).

To test the positive relationship between the four team adaptation phases and their suggested sequence, a cross-sectional field study was conducted. Data were collected from 23 teams participating during an 8-week team project.

Results from random intercept models confirmed that the team adaptation process consisted of four phases that were positively related to each other. As expected, plan formulation mediated the positive relationship between situation assessment and plan execution. However, team learning was independently related to all three previous phases, and not only to situation assessment as theory suggests.

To the best of the authors’ knowledge, the present study is one of the first attempts to test the theoretical model of the team adaptation process presented by Rosen et al. (2011). Findings illustrated that the team adaptation process is not a simple four-phase sequence, but it constitutes four dynamic phases that are strongly interrelated to each other.

Much of the research associated with organizational politics has focused on negative outcomes such as stress, burnout, and turnover intention. Only a limited amount of research has focused on identifying the psychological mechanisms that explain the influence of negative organizational politics on individual and organizational outcomes. In this chapter, we propose a more positive conceptualization of organizational politics and explore potential associations between both positive and negative politics and employee engagement. More specifically, we propose a model showing how the psychological conditions of psychological safety, availability, and meaningfulness explain the relationship between perceptions of positive and negative politics and employee engagement. We conclude by suggesting practical interventions to assist organizations develop a more positive organizational political climate.

The purpose of this paper is to investigate if religious food laws can provide answers to current issues with the food systems.

This paper provides a discussion of the dietary and food system principles from a Judaism, Christianity and Islamic perspective for the design of a more sustainable and healthy food system.

The commercialisation of the natural resources, industrial food production approach and consumerism is endangering the food security, health and environment. Current industry practices are not sustainable and do not comply with Jewish, Christian and Islamic scriptures. Kosher, Christian and halal food laws share common principles in prohibition of certain animals (like pig), prohibition of blood, role of fasting and animal welfare. As a change in the diet is the solution, there is a key role for the food industry to comply and for religious leaders to radically reduce meat consumption and food waste of its followers.

This viewpoint paper shows that religious food laws provide answers to current problems with the industrialised food production approach and consumerism.

New food industry directives should convert meat-based to plant-based ingredients and additives; replace porcine by bovine sources; and emphasise on animal welfare to better serve the Jewish, Christian and Muslim consumer. Religious logos (kosher and halal) should incorporate nutrient profiling through a traffic light system to promote healthy food choice.

Religious food laws are important for a big part of the world population (Jews, Christians and Muslims), which share many common principles. This study contributes to a better understanding of the commonalities and differences in these religious food laws.

Research on perceptions of organizational politics has mostly explored the negative aspects and detrimental outcomes for organizations and employees. Responding to recent calls in the literature for a more balanced treatment, we expand on how positive and negative organizational politics perceptions are perceived as stressors and affect employee outcomes through their influence on the social environment. We propose that employees appraise positive and negative organization politics perceptions as either challenge or hindrance stressors, to which they respond with engagement and disengagement as problem-focused and emotion-focused coping strategies. Specifically, employees who appraise the negative politics perceptions as a hindrance, use both problem- and emotion-focused coping, which entails one of three strategies: (1) decreasing their engagement, (2) narrowing the focus of their engagement, or (3) disengaging. Although these strategies result in negative outcomes for the organization, employees’ coping leads to their positive well-being. In contrast, employees appraising positive politics perceptions as a challenge stressor use problem-focused coping, which involves increasing their engagement to reap the perceived benefits of a positive political environment. Yet, positive politics perceptions may also be appraised as a hindrance stressor in certain situations, and, therefore lead employees to apply emotion-focused coping wherein they use a disengagement strategy. By disengaging, they deal with the negative effects of politics perceptions, resulting in positive well-being. Thus, our framework suggests an unexpected twist to the stress process of politics perceptions as a strain-provoking component of employee work environments.

The purpose of this paper is to examine, theoretically and empirically, whether an employee training program can enhance the collective perception of empowerment of work units within an organization. The authors hypothesized that training participation relates to empowerment by enhancing the potency, meaningfulness, impact, and autonomy of the employees.

The authors collected data at two time points, before and after the training intervention. Over the two periods, the sample consisted of an average of 2,383 employees nested in 36 work units of a large multinational company.

The results indicated a positive relationship between training participation and increased levels of collective psychological empowerment, with differential effects on the dimensions of empowerment.

This study provides evidence of the positive relationship between training and empowerment, suggesting training effects across levels of analysis. The results indicated dimensions of empowerment that are more and such that are less prone to training. Such knowledge may help to inform organizations in developing training strategies. The authors provide recommendations for a respective training program.

This is one of the first studies to investigate the relationship between training participation of individual employees and shared empowerment perceptions within their work units, adding an important antecedent to the research on empowerment. In addition, the authors propose ways of how individual employees can affect shared perceptions among work-unit members. The study offers insights into the development of empowered work units, the vertical transfer of training across levels of analysis and implications for training programs.

To propose a conceptual paradigm for unifying concepts of material, living and spiritual nature, based on the natural philosophy of Gregory Bateson and the more formal relational theories of Robert Rosen.

The paper combines Bateson's natural philosophy with the relational meta‐theory of Robert Rosen to develop the world view we believe Bateson argued for. It shows that the assumptions of this view correspond with Vedic philosophy. An integral view of nature that can underlie mechanistic and relational science is provided.

Bateson's natural philosophy can be interpreted in terms of Rosen's relational concepts to provide a unifying view of nature based on information entailments. This is described in terms of an irreducible complementarity between abstract and material aspects of nature (corresponding to Bateson's “mind and nature”) that forms a causally effective, or “necessary” unity. Encoding and decoding relations correspond with Bateson's ideas of patterns and information. The general application of this view suggests a reality not unlike the “immortal luminous being” described in the Vedas and Upanishads of India.

The paper shows why the dualistic/mechanistic view of nature is inadequate for understanding living systems and natural complexity. It describes a more general foundation from which living and generative aspects of nature can be studied. This corresponds with the Vedic concept of intrinsic value (divinity) in nature, and lends support to deep ecology ethics. As Bateson argued, the relational view can be an ethical instrument, leading away from conflict as to understand better the roots of interconnectedness.