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This paper aims to examine the development of trust during online collaboration. The purpose of the inquiry is to improve the understanding of individual trust development in longitudinal online collaboration teams.

The paper reveals the conclusion of a longitudinal online collaboration case study of two student cohorts over a two‐year period, where each cohort is in their first year, based on a previous trust research model. However, the study is conducted in a new context through the implementation of online collaboration tools. Data is collected using longitudinal surveys and in‐depth interviews.

The paper demonstrates that trust development in different online collaboration groups does not follow a particular pattern in this case study. This development is characterised by fluctuation and complexity. Trust development does not attain the ideal state discussed in previous research and trust development is different within each team. The paper provides insight into the complexities of trust development in an online collaboration environment and information system understanding.

The paper demonstrates the findings regarding development features are context‐specific and have not been subjected to testing for replication within other settings. The authors intend this for future research.

The observations will help team leaders to understand changes in trust. It will also aid system developers and designers to consider trust development features in future system design for online collaboration environment and tools.

The paper builds upon a previous trust development model but applies it to the context of online collaboration using student groups to analyse the findings over time.

The authors have traced the development of Italian knitwear production and marketing and attempted to contextualise a number of issues in conjunction with contemporary business and management theories. Using a chronological style to illustrate developments, they have focused, in particular, upon the theory and practice of supply chain collaboration as being the principal reason for this industry sector's continued success in the face of intense and growing global competition. It is considered that a variety of lessons can be learned by, among others, sectors of the UK textile industry, wherein lie similar features.

This article explores the situation whereby small and medium sized enterprises (SMEs) communicate with the many agencies that attempt to provide information, training programmes and other initiatives. The problems encountered are explained in terms of Clegg’s (1989) (Circuits of Power’ model. By this means, it is demonstrated that systemic power is exerted on the basis of (resource dependency’, firstly by government (EU and national) and its selected agencies and subsequently by the agencies to the SMEs. As a result it provides a political and theoretical contribution that addresses the hegemonic effect of a knowledge management system. Within such a critical epistemology, it is almost inevitable that Habermasian notions of the (ideal speech situation’ are invoked. As the discussion on power relationships unravels, instances of (systematically distorted’ communication are uncovered (Habermas, 1968; 1971; 1979). The linkage between knowledge and power (Introna, 1997) is also used to demonstrate how prevailing attitudes amongst agencies damage communication with SMEs.

This paper seeks to examine the notion of trust as an enabler or restrictor to online engagement. The purpose of the inquiry is to improve knowledge acquisition within small businesses (SMEs) through engagement in an online network.

The paper explains the outcomes from a three‐year long Action Research (AR) study into online participation utilising a purpose built Information and Communication Technology (ICT) based networking tool.

The paper finds that the overall notion of trust is deconstructed into component conditions, which are shown to represent conflicting priorities for individuals. These components are reconstructed to form a model that illustrates how trust needs to develop at the level of the individual for an online community to be formed. The paper provides an insight into the complexities of socio‐technological engagements in an online environment.

The paper shows that the proposed model is context‐specific and has not been subjected to testing for replicability within other settings.

The model proposed in this paper is of use to Information System (IS) developers, helping to identify the reasons for participation or non‐participation in online networks/communities.

The paper builds upon existing theories, by applying an extended notion of trust incorporating interrelated individual factors, such as risk, interest, power and information utility, to the development of online communities.

The purpose this paper is to expand upon existing knowledge of this important topic by providing an expanded inventory of the causes and consequences of having enemies at work.

Qualitative data were collected from 412 respondents using an internet‐based questionnaire with respondents spanning a wide range of occupations, industries and nationalities. Using a structured methodology for handling a large data sample of qualitative responses, emergent thematic categories are identified and explained by means of verbatim text.

It was found that several aspects of the work environment directly exacerbated or created negative relationships which, in turn, negatively impacted respondents' experiences of work. Findings illustrate some strongly held employee expectations of behaviour and felt‐obligations defining both formal and informal organisational roles.

The findings discussed here emanate only from data emphasising negative relationships at work. A study into other relational factors may provide interesting and important points of comparison as well as serving to overcome the inevitable bias towards the negative within this inquiry.

The conclusions present a number of important challenges to employers and managers for anticipating and dealing with negative co‐worker relationships. Employees seek an equitable and reciprocal relationship with their organisations. An important lesson for management is that workers expect and depend upon their managers to provide support and assistance in overcoming negative workplace relationships.

The data, discussions and conclusions are derived from specific questions which have not previously been expressed in the literatures.

To examine how public servants are depicted in film, I discuss the changes over time of Batmanʼs Commissioner Gordon, particularly his character arc in the contemporary The Dark Knight trilogy. An important aspect of Gordonʼs evolution is in contrast to the filmsʼ other prominent public servant, District Attorney Harvey Dent. The Gordon-Dent contrast illustrates aspects of the Friedrich-Finer debate over administrative discretion, a classic debate in public administration. The trilogyʼs verdict on public service is mixed: the flawed, rule-bending, expedient public servant survives while the fabricated hero is a sham. Commissioner Gordon is far more interesting than he had been for decades, but is he just an expedient bureaucrat ultimately pursuing self preservation? In contrast, the (pre-villain) Harvey Dent, who refuses to compromise his principles, is ultimately undone by his absolutism. For the complexity of his character and its centrality to the plot, I judge the depiction of Commissioner Gordon-warts and all-to be better than simplistic caricatures of bureaucrats and promising for future public servants in film.

Herbert Krugman (1971) was among the first marketing scholars to utilize electroencephalography (EEG) to examine advertising. However, nearly five decades have transpired since this innovative research, making it potentially valuable to use a modern-day approach to reproduce a first-generation neuromarketing study. Thus, the purpose of this study is to replicate and extend Krugman’s original work.

To measure participants’ neural activity, two within-subject experiments were conducted to test the effectiveness of advertising using EEG. Independent factors, as defined by Krugman (1971), were three national brand ads differentiated by their level of effectiveness (high/low) associated with recall and arousal.

Results from Study 1 largely support Krugman’s original findings, in that an inverse relationship is observed among brain waves (beta, theta and alpha) across multiple exposures and levels. Meaning, similar patterns of activation and dissipation occur regardless of ad type or frequency. Findings from Study 2 were successful in accomplishing what Krugman originally could not by distinguishing between the ads utilizing an event-related potential (ERP) design.

This study demonstrates that a single neuromarketing approach can be used in multiple ways to provide richer insight while adding value during the research process. At the very least, the re-inquiry is an informative act associated with the theoretical relevance of using EEG measurement in marketing research.

Organizational Development and Change (ODC) has been called to aid organizational greening goals. Carbon labeling of products by organizations is a common greening strategy. However, its effectiveness is dependent on supportive consumer behavior. The Theory of Planned Behavior (TPB) is used to explain actor choice in buying low carbon products (LCPs). Actual buying behavior of 873 subjects in China, a country new to carbon labeling, demonstrated that Declarative norms, Attitude, and Perceived behavioral control explained significant variance in actual buying behavior of LCPs. The TPB model may be better served by observing actual behavior versus behavioral intention. Revisions to the TPB model for diagnosis and interventions in behavioral change are indicated. ODC should revert to theoretically informed practice versus the increasing reliance on A-theoretical tools and techniques.