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The purpose of this paper is to examine how the rational and experiential systems according to the cognitive‐experiential self theory (CEST) are related to conflict‐handling styles.

Using a correlational design, data were collected using an on‐line survey system examining CEST information‐processing systems and five conflict‐handling styles. A total of 426 undergraduate students, with paid jobs, complete the on‐line survey.

Results showed that the rational system, experiential system and constructive thinking had significant positive relationships with both the integrating and compromising conflict‐handling styles. Additionally, the rational system had a positive relationship with the dominating conflict‐handling style and the experiential system and constructive thinking had a positive relationship with the obliging conflict‐handling style. The rational system and constructive thinking had a negative relationship with the avoiding conflict‐handling style.

The study established a positive connection between CEST information‐processing systems and conflict‐handling styles among undergraduate students, however the results of the study may not be as directly comparable with real and established leaders.

Being the first study to examine the connection between the CEST information‐processing systems and the five conflict‐handling styles, the paper offers interesting insights about how the choice of information‐processing systems can influence the choice of conflict‐handling styles across a wide range of situations.

This study contributes to the literature on sexual harassment by explicitly modeling race as a significant predictor of sexual harassment in combination with gender and occupation, rather than regarding each demographic characteristic (i.e. age, gender, race, marital status) as though experienced separately from all others. As represented in the larger literature on sexual harassment in the workplace, the female respondents in this study report more sexual harassment than men, though men do report sexual harassment. Moreover, the gender context (i.e., whether respondent’s occupation is predominantly female or male) of occupation makes a difference for both men and women. These results reveal that women are more likely to be reporting sexual harassment based upon demographic factors in the labor market and appear to be unaffected by labor force characteristics. The men, on the other hand, report more sexual harassment based upon occupational characteristics than demographic factors.

Native peoples living within their cultures find themselves the focus of increased attention and are renewing their own ties in a cultural renaissance. Non‐Natives are becoming more intrigued with both scholarly and popular interpretations of some aspects of Native cultures. Those Native Americans living outside the culture are trying, in varying degrees, to recover old ways, thus attempting to reverse generations of assimilation. It is with the latter group that this article is concerned: the non affiliated Native Americans who are intellectually and/or spiritually as well as physically removed from traditional teachings. What kinds of assistance can libraries provide to Native Americans wishing to reclaim their cultural legacy?

Traces the growth in the use of economic value added (EVA, previously known as residual income) and uses two previous research studies to assess some claims for its merits. Compares EVA’s ability to explain stock returns with that of earnings before extraordinary items (EBEI) and cash flow using 1984‐1993 US data; and finds EBEI is most closely related. Examines EVA’s incentive effects on management investing, financing and operating decisions and shows that, although EVA users decreased new investment, increased dispositions of assets, increased share repurchases, used assets more intensively and increased residual income, market reactions to this were weak. Suggests possible reasons for this and concludes that EVA may align management incentives with shareholders’ interests but this does not necessarily increase shareholder value.

Investigates the theory and practice of negotiation through studying British managers in a role playing situation; observations then formed the basis of this questionnaire survey, which was sent to 300 UK managers, and follow‐up interviews were carried out with 30 managers. Refers to earlier research conducted by the same authors and explains how this research builds on their previous findings. Explains the methodology of this study. Reports on the use of teams in negotiating behaviour, the size of the teams, team preparation and formation, team roles, team management, acquiring information, understanding agreements, demonstrating a united front, establishing facts, attempting to split the opposition, exaggerating divisions in an opposing team, tactics, and the use of adjournments. Concludes that smaller teams, consisting of people used to working together, are perceived to be more effective. Highlights the areas where teams new to negotiations or working together should focus their attention. Suggests areas for further research.

The purpose of this paper is to empirically investigate firms’ motives to patent in general, and more specifically how some of these motives depend upon firms’ technology strategies and especially their level of open innovation.

The paper is based on a questionnaire survey sent to chief technology officers (or equivalent) of the largest R&D spenders among Swedish large firms (e.g. ABB, AstraZeneca, Ericsson, and Volvo) and among Swedish small and medium-sized enterprises. Principal component analysis and multiple linear regressions were used to check the impact from open innovation upon the importance of 21 different motives to patent, with a specific focus on protection and bargaining related motives.

The most important motive to patent is to protect product technologies, but protecting freedom to operate is almost as important, followed by a number of other motives. Increasing importance of open innovation in firms is related to stronger bargaining motives to patent, and even stronger protection motives. In fact, when comparing with closed innovation, the results show that open innovation is more strongly positively related with all different motives to patent except for one (to attract customers). This indicates that firms find it more important to patent when engaged in open innovation than when engaged in closed innovation.

The paper reports results from the first study that links patenting motives to technology strategies. It contributes to an emerging stream of empirical studies investigating the role of patents in external technology strategies and open innovation, showing that the motives to patent are strengthened within open innovation settings.