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The purpose of this paper is to present how previous research has shown that, in negotiations that have integrative potential, men negotiate greater outcomes than do women. The primary purpose of this set of studies was to determine whether gender difference could be attributed to more effective performance in dividing value, more effective performance in creating value, or both.

In study 1, participants negotiated a case situation that had integrative potential. Participants were randomly assigned to a side of the case and to a negotiation counterpart. This provided a comparison of all possible dyad gender combinations – female‐female, female‐male, and male‐male. Statistical tests included actor‐partner interdependence model (APIM) analysis, ANOVA, χ², and t‐tests. Study 2 replicated a sub‐set of the study 1 tests using a different sample and a different negotiation case situation.

Male‐male dyads created more value than female‐female dyads in both study 1 and study 2. No differences were found in the proportion of the negotiation “pie” claimed by men versus women. These combined results indicate that, in mixed‐motive negotiations, gender differences in individual‐level outcomes are a function of the amount of value created by the dyad, not in differences in the division of value.

The paper extends research regarding gender and negotiation performance by pinpointing that, while men obtain greater outcomes than women in negotiations that have integrative potential, the difference in outcomes emanates from differences in creating value, not from differences in dividing value.

The current studies examine the relationship between negotiation performance and negotiation self‐efficacy of both the focal negotiator and the negotiating counterpart. This paper seeks to further examine the possibility that these relationships are moderated by contextual ambiguity. It proposes that contextual ambiguity is asymmetrical with regard to gender: that a given situation is less ambiguous to the stereotype‐consistent gender and more ambiguous to the other gender.

Two negotiation cases are constructed. One was a feminine‐stereotyped situation and the other was a masculine‐stereotyped situation. Study participants negotiated one of the two cases. The primary statistical analysis was moderated regression analysis.

Results show that both focal negotiator self‐efficacy and counterpart self‐efficacy are significant predictors of focal negotiator performance. However, for both men and women, counterpart self‐efficacy had a stronger association with performance in negotiation situations of higher contextual ambiguity (stereotyped to the other gender) than in negotiation situations of lower contextual ambiguity.

In these studies, the paper responds to recent calls to include negotiation counterpart variables in negotiation research. Further, this study extends research regarding gender and negotiation performance by examining two previously unexplored topics: gender‐based asymmetrical contextual ambiguity and the moderation by gender of the relationship between negotiation self‐efficacy and negotiation performance.

Communications regarding this column should be addressed to Mrs. Cheney, Peabody Library School, Nashville, Term. 37203. Mrs. Cheney does not sell the books listed here. They are available through normal trade sources. Mrs. Cheney, being a member of the editorial board of Pierian Press, will not review Pierian Press reference books in this column. Descriptions of Pierian Press reference books will be included elsewhere in this publication.

Communications regarding this column should be addressed to Mrs. Cheney, Peabody Library School, Nashville, Tenn. 37203. Mrs. Cheney does not sell the books listed here. They are available through normal trade sources. Mrs. Cheney, being a member of the editorial board of Pierian Press, will not review Pierian Press reference books in this column. Descriptions of Pierian Press reference books will be included elsewhere in this publication.

On April 2, 1987, IBM unveiled a series of long‐awaited new hardware and software products. The new computer line, dubbed the Personal Systems 30, 50, 60, and 80, seems destined to replace the XT and AT models that are the mainstay of the firm's current personal computer offerings. The numerous changes in hardware and software, while representing improvements on previous IBM technology, will require users purchasing additional computers to make difficult choices as to which of the two IBM architectures to adopt.

We enjoin stakeholder theory, radical-cultural feminist theory, and critical race theory with critical intersectionality to critique findings which suggest that there still are significantly more men than women on nearly every Fortune 500 board of directors, with only six corporations featuring (50-50%) gender equity in 2017. Also, only 4.1% board members are women of color and 9% are men of color. Sixty-five people of color on corporate boards serve on more than one board. This means there are even fewer people of color filling top corporate leadership positions than meets the eye. The proposed alternative course of action is for boards of directors to follow the example of the small handful of peer Fortune 500 corporations that have achieved greater levels of board diversity, equity, and inclusion.

Travels and vacations organised by a large number of people to certain destinations in certain periods cause some negative impacts on the destinations in question. The concept of overtourism, which has become a current issue especially with the anti-tourism demonstrations in certain destinations such as Venice, Barcelona and Dubrovnik as a result of the increasing tourism carrying capacity, has been drawing attention in recent years regarding the sustainability in the destinations. Popular destinations that are affected by overtourism try to develop some strategies in order to minimise the negative impacts of overtourism. One of these strategies is the demarketing strategy that is developed by the destination stakeholders towards the target group. In this chapter of the book, the significance of the concept of demarketing in terms of struggle against overtourism was revealed and how demarketing strategies applied to the marketing mix and different strategies were approached in tourism studies was discussed in detail by addressing the current literature. In addition, suggestions were proposed to the popular destinations that feel the negative impacts of overtourism and will be affected by overtourism also in the future concerning creating their own demarketing strategies and destination planning.

Next year is less the end of the 1990s than the beginning of the next millennium.

The offshore boom in campus branches has produced enough evidence to make an initial assessment of how well academic freedoms are being observed in the illiberal locations – East Asia and the Gulf states – that are now hosting Anglophone universities. Reviewing the history of American Association of University Professors (AAUP) policy making on the topic, and the circumstances under which a “gold rush” developed, this chapter analyzes the crackdown on speech in China and focuses on the case study of New York University Abu Dhabi, where a vigorous debate about freedoms and labor standards was followed by a series of conflicts with state authorities, resulting in violations of AAUP principles. Though it may be too early to offer conclusive arguments, the record of the liberal arts in illiberal places so far suggests that Herbert Marcuse’s “repressive tolerance” may be cropping up in new versions.