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This paper investigates the proposition that communication channel usage differs by gender. First the results of a communication channel exploratory analysis are reported which examined perceptions of communication channel usage in a group of office workers. These results are then examined in light of existing information processing theory. While these findings are limited in generalizability, this study shows the lack of gender specific information processing research. Researchers may find it useful when examining information processing and communication channel usage, in particular, to control for gender differences.

Replicates the Daft and Macintosh (1981) research that related the amount and equivocality of information processing to the variety and analysability of work unit activities. Conducted across 38 different work units in a single Fortune 500 firm, identifies some contradictions, but confirms Daft and Macintosh’s unhypothesized findings and suggests that within an organizational context the amount of information processed by work units serves as an uncertainty reducing mechanism. Thus, more information intensive work units are able to clarify equivocal information and increase the precision and analysability of their task work.

Examines the effectiveness of teaching business cases using collaborative groups of students. A quasi‐experiment was conducted in which a class of students was randomly placed in face‐to‐face groups and given a case with questions to answer collectively. Then for a different case, these same students were randomly assigned to electronic case groups. The electronic groups conducted all their group interactions with their fellow group members in universities in the USA, Canada and Mexico via e‐mail over the Internet. The groups rated both their group experiences, face‐to‐face and electronic. Also each student completed the Myers Briggs personality typing instrument. The four dimensions of personality type were then correlated with the case ratings; and significance tests across the two subgroups, electronic and face‐to‐face, were assessed. While there were few significant differences across the electronic and face‐to‐face groups, the extroverts found the electronic groups to be a novel experience. This may be explained by the technical frustrations encountered by the students and the lack of richness of the electronic group exchange.

This article describes in outline the different approaches used to support the management of information, information systems and information technology. It has a bias towards systems and technology, rather than information, if only because this is where most management effort is focused. Management information per se is neither frequently attempted nor easy.

The design and introduction of new pay programs may be particularly challenging for multinational corporations (MNCs) because, given their diverse employee base, they face varied employee expectations regarding pay. We offer a model of how national cultural norms affect employee expectations for, and judgments about, pay fairness. We also describe how firms can best use two international compensation strategies for MNCs (a global integration strategy and a local responsiveness strategy) to optimize employees' justice judgments regarding new pay programs. More favorable justice judgments should improve the chances of new pay program survival and, subsequently, contribute to firm competitiveness.

This research examined the relationships among a number of outcomes of mediation. The sample consisted of 73 hearings at two dispute settlement centers in New York State. Predictions from goal achievement theory were contrasted with predictions from procedural justice theory. In accordance with goal achievement theory, disputants who attained their goals in the agreement indicated immediate satisfaction with that agreement and with the conduct of the hearing. However, goal achievement was unrelated to long‐run success or long‐run satisfaction with the agreement, a result which may apply primarily to the mediation of interpersonal disputes. The predictions from procedural justice theory were more successful. Disputants who perceived that the underlying problems had been aired, that the mediator had understood what they said and that they had received a fair hearing also showed immediate satisfaction with the agreement and with the conduct of the hearing. In addition, these and related perceptions—especially in the eyes of the respondent—were predictive of several aspects of long‐run success.

In a study consisting of 202 currently‐employed undergraduate students, we examined relationships between employees' perceptions of organizational justice and the styles they use for managing conflict with their supervisors. Regression analysis of questionnaire data indicated that distributive, procedural, and interactional justice were generally positively related to the use of more cooperative conflict management styles (i.e., integrating, obliging, and compromising). Two 2‐way interaction effects were observed as well, such that higher interactional justice was related to greater use of the integrating style primarily when distributive justice was low and procedural justice was high. Additionally, distributive justice was positively related to use of the avoiding style. Theoretical and practical implications of the findings are discussed.

Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on work and employment in contemporary organizations. Covers the human resource management implications of organizational responses to globalization. Examines the theoretical, methodological, empirical and comparative issues pertaining to competitiveness and the management of human resources, the impact of organisational strategies and international production on the workplace, the organization of labour markets, human resource development, cultural change in organisations, trade union responses, and trans‐national corporations. Cites many case studies showing how globalization has brought a lot of opportunities together with much change both to the employee and the employer. Considers the threats to existing cultures, structures and systems.

In this chapter, I examine stories that foster care youth tell to legislatures, courts, policymakers, and the public to influence policy decisions. The stories told by these children are analogized to victim truth testimony, analyzed as a therapeutic, procedural, and developmental process, and examined as a catalyst for systemic accountability and change. Youth stories take different forms and appear in different media: testimony in legislatures, courts, research surveys or studies; opinion editorials and interviews in newspapers or blog posts; digital stories on YouTube; and artistic expression. Lawyers often serve as conduits for youth storytelling, translating their clients’ stories to the public. Organized advocacy by youth also informs and animates policy development. One recent example fosters youth organizing to promote “normalcy” in child welfare practices in Florida, and in related federal legislation.