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The purpose of this article is to introduce a framework for internet supported inter‐organizational product development, which enables companies to efficiently configure their development processes according to their needs.

Three ideal types of partner integration are identified and specific design guidelines for each type are proposed. Current approaches for product development collaboration are analysed. Based on their shortcomings the main approach of this paper evolves. Additionally the main results of interviews with experts are used to develop and introduce a framework which has been tested partially in the shipbuilding industry.

The paper identifies three types of partner integration and proposes specific design guidelines.

The framework introduced in this paper provides guidance for future research in the area of product development collaboration.

The framework further supports managers in designing efficient and effective inter‐organizational product development collaboration by choosing the appropriate level of partner integration.

The paper presents a practical and usable framework for internet supported inter‐organizational product development collaboration. The main focus is on designing the partnership interaction.

The purpose of this paper is to conduct a literature review to provide an overview of surveys focussing on business process management (BPM)/business process orientation (BPO) or on BPM-related topics in order to describe the status quo, uncover trends, classify survey contributions and assess the possible further development of survey research.

In order to achieve the research goals, the authors conduct a literature review. The authors analyze the retrieved literature by means of a developed analysis framework which allows the authors to examine the surveys from the meta-perspective and content-based perspective.

A lot of surveys focussing on BPM/BPO or on BPM-related topics have been published in German- and English-speaking literature over the last years. Nevertheless, the authors find out that while some topics, countries/regions and industries are well explored others were neglected in the past. Moreover, the authors provide first evidence that companies have a different BPM demand. Finally, the authors conclude that although the implications of the incorporated surveys provide a good starting point for practitioners they seem to be too abstract to be helpful for them. Thus, the authors recommend the conduction of qualitative research endeavors to develop adaptable theories for practitioners.

This literature review focusses on survey research in BPM. It could be repeated in order to verify the findings and moreover to track progress. However, although the authors followed the steps proposed for a literature review, the selection of relevant articles might be a limitation of this paper.

The literature review provides an overview of surveys focussing on BPM/BPO or on BPM-related topics that have been published so far. The developed and strictly applied analysis framework supports a systematic analysis of survey research and could therefore provide a detailed picture of the current state of this research field. To the best of the authors’ knowledge, no comparable literature review has been undertaken until now.

This paper aims to examine the effects of age on counteractive team meeting behaviors (e.g. complaining). Forgiveness is included as a potential buffer against these behaviors. A multilevel model is developed to test individual and team level age effects.

A total of 313 employees nested in 54 teams completed a forgiveness questionnaire and were videotaped during regular team meetings.

Multilevel modeling revealed that both individual age and average team age predicted counteractive team meeting behavior. Team level age diversity was linked to decreased counteractive behavior. Forgiveness moderated the negative link between individual age (but not team average age) and counteractive behavior.

This is the first study examining age effects in the context of counteractive meeting behavior. Although the authors' findings need to be substantiated in further research, they show that older team members engage in significantly more counteractive communication – forgiveness can help alleviate this effect.

Teams with older team members should be sensitized to avoid counteractive behavior. Moreover, team composition should target high age diversity. Managerial interventions should also aim to facilitate forgiveness in the work environment, especially among older team members.

Research on dysfunctional team meeting behavior is sparse, and the role of age effects has not been examined in this context. The authors identify a significant link between age and counteractive meeting behavior. This multilevel model shows differential effects of individual age, team average age, and age diversity on counteractive communication. Furthermore, a buffer against these dysfunctional behaviors is identified: forgiveness.