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Promoting changes in human behavior is crucial for mitigating and reducing environmental damage. While there is much research focused on private-sphere or generalized pro-environmental behavior, there is a relative dearth of research explicitly examining public-sphere pro-environmental behavior from a collective action perspective. In response to the mixed empirical results from previous applications of the value-belief-norm model in organizational contexts, this study explores the full value-belief-norm model, taking into account public-sphere and private-sphere pro-environmental behaviors. A sample of 504 hospitality industry employees in Kazakhstan and 515 hospitality industry employees in the United States participated in this study. The results indicate a hierarchical relationship between values, beliefs, and behaviors and confirm that values indirectly influence pro-environmental behaviors through belief variables. The findings suggest that these beliefs play vital roles in translating values into actionable behaviors. Theoretical and practical implications are provided. • NEP is positively related to AC. • AC is positively related to AR. • AR is positively related to pro-environmental PN. • PN positively influences pro-environmental behaviors. [ABSTRACT FROM AUTHOR]

This study proposes and examines the role server-friendly customers play in the customer-employee exchange stage of service encounters, and how customer-employee exchange relates to employee organizational citizenship behaviors toward customers, colleagues, and hotel organizations. To further explain how service employees could reenergize through the psychological resources gained from server-friendly customers at the point of customer-employee exchange, conservation of resources theory was applied. Hotel employees in the United States and China were sampled to jointly examine our proposed model. Findings of this study contribute valuable theoretical implications by emphasizing the role of customer-employee exchange in the formation of employee citizenship behaviors, as well as practical implications with regard to mentoring employees, thus strategically reenergizing psychological resources and obtaining tacit knowledge of citizenship behavior and its practice. [ABSTRACT FROM AUTHOR]

The ability to retain employees is a tenacious phenomenon in the restaurant workplace. Focusing on job embeddedness (JE) as possible explanatory factor in the application of the broaden-and-build theory and the social exchange theory, this study assesses the relationships among restaurant employees' workplace humor, perceived workplace fun, perceived workplace aggression, and organizational JE (OJE). It examines to what extent these relationships vary across contexts, depending on national culture. A structural modeling analysis of data from 540 employees in restaurants in the United States and China provides broad support for our hypothesis: Workplace fun is positively associated with restaurant employees' OJE while only coworker aggression is negatively related to employees' OJE. Restaurant employees' use of affiliative humor and aggressive humor is positively related to perceived workplace fun and negatively associated with perceived workplace aggression. Furthermore, national culture moderates the relationships between affiliative humor and perceived workplace aggression, aggressive humor and perceived workplace fun, as well as between workplace fun and OJE. Our findings contribute to clarifying the dynamics between perceptions of certain organizational factors for understanding when employees may develop OJE. The implication is that restaurant companies with international operations can foster OJE by placing various levels of emphasis on types of humor, workplace fun, and workplace aggression, in societies where individuals perceive these variables differently. [ABSTRACT FROM AUTHOR]

It becomes critical to the success of organizations to figure out how to effectively remedy female employees’ stress, given the sheer number of female employees in most organizations. The present study aimed to enhance our understanding of female employees’ strain, and suggest job resources to reduce their stressful feelings at work. With a sample of U.S. federal employees, female employees were compared with male counterparts in terms of their satisfaction about diverse work environments and the effects of work environment on stressful feelings. According to the findings, the strain of female employees was significantly higher than that of male counterparts. Work-life balance became a significant job resource for both male and female employees. Some work environment factors, such as public support and relationship with outside organizations, showed different effect on job strain, depending on the gender. [ABSTRACT FROM AUTHOR]

Purpose: Challenges with acculturation in organizations may make employees an easy target of workplace incivility and awareness of what constitutes uncivil behaviors at work can influence the association between acculturation and incivility. The current study examined the links between acculturation, incivility and tested mentor holding behavior as a moderator. Design/methodology/approach: Survey data including responses to incivility vignettes were collected from 163 full-time first- and second-generation immigrant employees in the southeastern United States. The data were analyzed through moderated hierarchical regression analysis. Findings: The results indicated that those experiencing separation or marginalization in trying to acculturate into the dominant culture reported experiencing uncivil behaviors from supervisors and coworkers. Also, one's awareness of incivility moderated the positive relationship between experience of separation and experiences of incivility, such that this relationship was stronger for those who had higher awareness of what constitutes uncivil behavior. Additionally, the effect of marginalization on reported incivility was dampened with higher levels of mentor holding behavior. Originality/value: This study's findings extend the application of the selective incivility theory beyond the minoritized categories of race and gender to the immigrants struggling with acculturation in organizations. Also, our study lends support to widening the theoretical lens for mentoring to include relational systems theory. [ABSTRACT FROM AUTHOR]

Summary: While the impact of negative customer treatment on service employees and their organizations is often emphasized in both scholarship and the popular press, relatively little work has examined the effects of customer courtesy. We draw on the social cognitive theory to theorize that customer courtesy can enhance service performance via its positive effect on employee self‐efficacy. Although getting customers to display courtesy may be outside an organization's direct control, we reason that management can amplify these benefits by establishing a strong organizational support climate. To examine our predictions, we developed a customer courtesy scale, then deployed it among service employees in the United States (Study 1) and hotel employees and their supervisors in East Asia (Study 2). We also collected experimental data (Study 3) to test our causal model. Across our studies, our data support the benefits of customer courtesy on employee self‐efficacy and, by extension, employee service performance. Moreover, our data reveal that when organizational support climate increases, the effect of customer courtesy on self‐efficacy and thus, service performance increases. Although it may be the case that bad is sometimes stronger than good, our work highlights the importance of positive workplace interactions (e.g., customer courtesy) on valued employee outcomes. [ABSTRACT FROM AUTHOR]

This study examined how employees' perceptions of organizations' use of bridging and buffering public relations strategies affected their positive responses to organizational change. Drawing from two theoretical frameworks (i.e., social exchange theory and the strategic management of public relations), the current study tested three models that had employees' openness to change as a mediator and three forms of behavioral support (i.e., compliance, cooperation, and championing) as outcomes. Through an online survey of 439 employees in the United States, this study found that perceived bridging strategies effectively induced employees' openness to change, which in turn resulted in stronger behavioral compliance, cooperation, and championing for change. By contrast, while a perceived buffering strategy had a direct and positive association with employees' compliance and cooperation, it did not enhance employees' championing for change. Furthermore, perceived use of buffering strategies did not lead to employees' openness to change. [ABSTRACT FROM AUTHOR]

The theory of workplace trauma as presented in this paper builds upon the fundamental principles of the betrayal trauma theory. In response to the family level of hierarchy that is established and the increased level of betrayal to those employees who are dependent, the management industry needs a theory to understand the experiences that happen within the organization. As leaders, we are responsible for creating a positive working environment for our employees but all too often that is not the situation that they experience. Half of all employees in the United States can expect to work for an abusive leader at least once in their lives. This means eighty million people can expect to experience destructive culture because their leaders are playing favorites, humiliating, bullying, publicly criticizing, name-calling, and making threats. Destructive culture affects employees by causing depression, anxiety, low job satisfaction, reduced performance, health problems, and trauma responses. Organizations can expect to have reduced employee morale, decreased productivity, and increased turnover. [ABSTRACT FROM AUTHOR]

The present study explores the antecedents of frontline employees' boundary-spanning behaviors in the hospitality industry. Based on social exchange theory and role theory, a conceptual model was built to explore how three dimensions of perceived organizational support (perceived supervisory support, internal communication, and training) cultivate frontline employees' boundary-spanning behaviors through job satisfaction and organizational commitment. Based on the analysis of 597 hospitality frontline employees in the United States, which were recruited through Amazon Mechanical Turk, this study shows the differential impacts of organizational support types on driving boundary spanning staff to effectively operate on the boundary. Theoretical and practical implications of the findings are articulated. [ABSTRACT FROM AUTHOR]

This article discusses the historical perspectives on automation and artificial intelligence (AI) from the 1930s to the 1950s. It highlights the contrasting viewpoints on automation, including fear of its potential dangers and fascination with its entertainment and convenience. The article also addresses the concern of job displacement due to automation, arguing that it can invigorate the economy and improve quality of life. The author encourages further research into the history and modern attitudes towards AI and its impact on society. The article provides links to newspaper articles from that time period for readers to explore. [Extracted from the article]

Purpose: The purpose of this research was to understand the mediating role of employee positive psychological capital on the negative relationship between abusive supervision and employee outcomes. Design/methodology/approach: The research design consisted of a multi-wave study with a heterogeneous sample of working adults in the United States. Study variables included the independent variable of abusive supervision, the mediating variable of positive psychological capital and the dependent variables of psychological well-being, job satisfaction and general health. Findings: Results from 293 working adults in the United States suggest employee positive psychological capital is an explanatory mechanism as a mediator in the relationship between abusive supervision and outcomes. In other words, abusive supervisors reduce employee psychological capital leading to sub-optimal outcomes. Practical implications: Results of this study suggest several practical implications, however one is primary. In sum, we found the deleterious effects of abusive supervisors occur through positive psychological capital. While it is often difficult to immediately terminate manager employment for abusive supervision, results here suggest firms can use psychological capital interventions to buffer the negative impact of abusive supervisors. Originality/value: It is well understood that abusive supervision has a negative impact on employees. However, the underlying mechanisms of how and why this occurs is not well understood. While much research has speculated on why this happens prior to this study, few explanatory mechanisms have been subjected to empirical tests. [ABSTRACT FROM AUTHOR]

Purpose: Although justice perceptions have been proven to be a critical determinant of readiness for change (RFC), research is still needed to investigate which source(s) of justice fosters employee's preparedness to face change within his/her organization. The aim of this study is to examine the simultaneous influence of three sources of justice, namely the organization, the supervisor and the coworkers, on RFC through perceived organizational support, perceived supervisor support and perceived coworker support, respectively. Design/methodology/approach: Three different sets of data were collected from employees in the United States and in Europe. Path analyses were performed to test the hypotheses. Findings: The results indicated that perceived organizational support mediates the relationship between organizational justice and RFC. Conversely, however, the effect of supervisory justice and coworkers justice on RFC was not mediated by perceived supervisor support and perceived coworker support. Originality/value: This study is the first to examine the simultaneous influence of organizational, supervisory and coworkers justice on RFC. In doing so, it highlights the need to consider justice stemming from the organization as a priority when considering implementing an organizational change, as opposed to justice emanating from the supervisor and coworkers. In addition, this study responds to long-standing calls for the simultaneous examination of multiple sources of justice and the exploration of the largely neglected role of justice stemming from coworkers. [ABSTRACT FROM AUTHOR]

Drawing on social identity theory, this study takes an employee-centered approach to examine employee attitudes toward corporate refugee support and its consequences. It distinguishes four types of corporate refugee support-advocacy, sponsorship, partnership, and hiring refugees-to assess whether and how they are perceived differently by employees. In addition, a comparative analysis was conducted to examine the perceptions of employees based in the United States and the United Kingdom. Employees of for-profit organizations (N = 601) were recruited through Prolific to participate in an online experiment. The results show that corporate partnership and sponsorship are perceived more positively by employees compared with corporate advocacy and hiring employees, and these effects are mediated by perceived organizational morality. Also, the value of corporate advocacy turns out to be better recognized by the employees based in the United States than those in the United Kingdom. The findings provide important guidance for businesses in aligning employees through committing to specific refugee support strategy. [ABSTRACT FROM AUTHOR]

Influenza causes substantial mortality, especially among older persons. Influenza vaccines are rarely more than 50% effective and rarely reach more than half of the US Medicare population, which is primarily an aged population. We wished to estimate the association between vaccination and mortality reduction. We used the US Center for Medicare and Medicaid Services (CMS) DataLink Project to determine vaccination status and timing during the 2017–2018 influenza season for more than 26 million Medicare enrollees. Patient-level demographic, health, co-morbidity, hospitalization, vaccination, and healthcare utilization claims data were supplied as covariates to general linear models in order to isolate and estimate the association between participation in the vaccination program and relative risk of death. The 2017–2018 seasonal influenza vaccine reduced (Relative Risk Ratio [RRR] 0.936 [95% CI = 0.918–0.954]) the risk of all-cause death among beneficiaries following a hospitalization for sepsis and moreover the risk of death without a prior hospitalization during the 2.5-month outcome window (RRR 0.870 [95% CI = 0.853–0.887]). We estimate the number needed to vaccinate (NNV) to prevent a death in the ten-week outcome window is between 1,515 beneficiaries (95% CI = 1,351–1,754; derived from the average treatment effect of augmented inverse probability weighting) and 1,960 beneficiaries (95% CI = 1,695–2,381; derived from the average marginal effect of logistic regression). Among beneficiaries requiring hospitalization, the greatest death risk reduction accrued to those 85 + years of age who were hospitalized with sepsis, RRR 0.92 [95% CI = 0.89–0.95]. No apparent benefit was realized by beneficiaries who required custodial (nursing home) care. Seasonal influenza immunization is associated with relative reduction of death risk among non-institutionalized Medicare beneficiaries. All authors are full-time or contractual employees of the United States Federal Government, Department of Health and Human Services, the funding agency. [ABSTRACT FROM AUTHOR]

The article discusses the results of the 2021 American Society for Quality Salary Survey. Topics covered include the increase in average salary for the U.S. and Canadian respondents, the earnings by average hours per week for U.S. respondents and the number of working hours for U.S. and Canadian professionals. It also offers information on salary by employment status.

The article discusses the results American Society for Quality's (ASQ) annual salary survey in 2021 which show signs of recovery for the quality profession. Topics covered include the increase in average salary for U.S. full-time respondents, the key takeaways from ASQ Excellence's 2020 Insights on Excellence Category Report and the effects of the COVID-19 pandemic on the profession.

This study explores the impacts of internal strategic communication and relationship management with employees for organizational resilience in effective internal crisis communication, thereby filling a gap in crisis communication research. Specifically, it provides empirical evidence for how organizational resilience in a crisis can be achieved through strategic internal communication and relationship building with employees. A nationwide survey (N = 830) was conducted among full-time employees in the United States. The results revealed the important mediating role of organization–employee relationships (OER) between resilience and its antecedent, demonstrating that OER is a strong underlying factor in understanding how two-way symmetrical communication indirectly impacts organizational resilience. Thus, this study extends the scope of current crisis communication theories to emphasize managerial efforts directed at organizational resilience. Practical insights for developing organizational resilience include managers investing in two-way symmetrical communication and positive employee relationships before a crisis occurs. [ABSTRACT FROM AUTHOR]

Building from psychology of working theory, this study tested how critical consciousness, composed of perceived inequality, egalitarianism, and critical action, moderate the relations between contextual barriers (i.e., economic constraints and classism) and psychological variables (i.e., work volition and career adaptability) with a sample of 403 employees in the United States. Findings suggested that people who had high egalitarianism had a stronger negative relation between economic constraints and work volition. Results also revealed that people who had low egalitarianism had a negative relation between classism and career adaptability. Regarding critical action, people who had low or moderate levels of critical action had a stronger negative relation between economic constraints and work volition. Moreover, people who had low or moderate levels of critical action had a stronger negative relation between classism and career adaptability. Findings encourage practitioners and employers to consider egalitarianism and critical action as potential targets in vocational interventions. [ABSTRACT FROM AUTHOR]

We propose representation justice as a theoretical lens for socio-hydrology and water governance studies. An exploratory survey of 496 water sector employees in the United States revealed that self-identifying females felt more strongly discriminated against due to their gender and other social factors, compared to self-identifying males. Responses unveiled how macro- and microaggressions impede career pathways to leadership positions and, therefore, representation. We identify ways in which socio-hydrology can benefit from a representation justice lens by considering the following: (1) how power and politics shape the composition of the water sector and decision-making processes; (2) how available quantitative data do not account for lived experiences of individuals in the water sector; and (3) how intersectionality cannot easily be accounted for in current socio-hydrological models. We offer a representation justice research and water management agenda that goes beyond quota filling to include meaningful engagement with diverse groups, lenses, and knowledge. [ABSTRACT FROM AUTHOR]

Integrating relationship management theory and internal crisis communication literature, this study aimed to understand employees' affective and behavioral responses toward their organization during an organizational crisis. Focusing on a crisis caused by allegations of gender discrimination practices in the workplace, the current study investigated how employees' exchange–communal relationships lead to their negative affect, communication behaviors, and activism intentions. Results of an online survey with 401 full-time employees in the United States suggested that employees' exchange relationship is positively associated with negative affective response, and communal relationship is positively associated with their active communication behaviors. Furthermore, negative affective response significantly increased employees' active communication behaviors and activism intentions. Theoretical implications for public relations and internal crisis communication scholarship are provided. [ABSTRACT FROM AUTHOR]

Based on a sample of 633 racial minority employees in the United States, the current study examined the effectiveness of diversity-oriented leadership on internal communication and key employee outcomes. Using the normative model of internal communication and organizational justice theory, this study advances the theoretical links among leadership, communication, and organizational justice, and their resulting effects on employee outcomes. The survey results showed that diversity-oriented leadership enhances symmetrical internal communication and racial minority employees' perceived fairness of the organization, thereby increasing employee engagement and advocative behaviors. Theoretical implications for public relations and internal communication are discussed. [ABSTRACT FROM AUTHOR]

The recent development in the United States hospitality industry and the overall economy following the recent pandemic demonstrates a call for a new examination of how employees who are on the job market perceive hospitality jobs. The purpose of this study is to examine how the U.S. hospitality industry is positioned to attract new talent from other sectors of the economy. Specifically, we examine the effects job openings and wages in the hospitality industry on voluntary turnover in the overall U.S. economy and major sectors across the economy. The findings from this study are expected to show the extent to which hospitality firms are successful in recruiting from other industries. The results show that job openings and wages in the U.S. hospitality industry have positive and statistically-significant effects on voluntary turnover in various sectors of the economy, such as construction, manufacturing, education, and healthcare. Theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

Based on the conservation of resources theory, this study investigated the relationships between the online travel agency employees' perceived benefits and risks of ChatGPT, job insecurity, and turnover intention. Additionally, we also examined the mediating role of job insecurity and the moderating role of organizational support. Using data from a sample of 432 United States OTA employees, the findings demonstrated that the perceived benefits and risks of ChatGPT significantly affected perceived job insecurity. Moreover, the perceived benefits and risks of ChatGPT indirectly influenced turnover intention through the intermediary variable of perceived job insecurity. Organizational support positively moderated the impact of perceived benefits and negatively moderated perceived risks on job insecurity and turnover intentions, thus helping employees cope with challenges and reduce uncertainty. The findings underscore the need for organizations to foster supportive environments to manage the impact of ChatGPT on OTA employee retention. The theoretical and practical implications were discussed. • Employees' double-edged perceptions of ChatGPT impact OTA job security in the OTA industry. • Perceived benefit indirectly impacted turnover intention via perceived job insecurity. • Perceived risk indirectly impacted turnover intention via perceived job insecurity. • Organizational support can moderate the relationship between these variables. [ABSTRACT FROM AUTHOR]

Small and Medium-sized Enterprises play a significant role in global economic development. Therefore, it is vital that these family and founder-owned firms survive well into the future. This research presents an empirical approach to the issue of SME succession in three countries: the United States, the United Kingdom and France. It focuses on how founder-owners - mainly baby boomers looking to retire and sell their firms - transfer ownership of these firms based on the options available in those respective countries. This paper will analyse SME furniture manufacturing firms over the period from 2013 to 2019 which converted to employee ownership. This is definitely one way of preserving a firm's legacy, but offers no guarantee of success or even survival. Finally, my work is intended to go some way in supporting conversions to EO as a valid business model linked to more democratic ownership, continued legacy and firm survival for the benefit of all stakeholders, especially the employees and local communities. After all, employees are one of a firm's greatest assets. [ABSTRACT FROM AUTHOR]

Presidents are claimed to have a stronger interest in an effective bureaucracy than Congress because they must be responsive to the public as a whole rather than narrow interests. We examine this claim in the context of multiple waves of U.S. performance management reforms: the Government Performance and Results Act (GPRA) of 1993, the Program Assessment Rating Tool (PART) (2002–2008), and the GPRA Modernization Act (GPRAMA) of 2010. Using four waves of federal employee surveys spanning 17 years, we measure reform success as employees' purposeful use of performance data as a result of being exposed to routines embedded in the reforms. We find that the legislative‐led GPRAMA is associated with more purposeful data use on aggregate while the PART executive reform succumbed to a partisan pattern of implementation. Statutory reforms are less likely to be experienced as ideological tools than executive branch reforms used by the president to impose control over agencies. [ABSTRACT FROM AUTHOR]

By linking intersectionality to relational demography, this study examines the effects of different gender and racial contexts on overall satisfaction with job and organization among four employee groups in U.S. federal agencies: minority women, minority men, White women, and White men. As opposed to previous research that treated each demographic identity as an independent category, this study considers the intersection of privileged and marginalized identities to help illuminate varying organizational experiences among different employee groups. The analyses find that all four employee groups react negatively to an increased minority percentage and positively to an increased female percentage in their organizations. In general, Whites are affected by gender and racial dissimilarity to a greater extent than minorities. However, the extent to which gender and racial dissimilarity have significant impacts differs between Whites and minority women, but not between White women and minority men. This study discusses the implications of these findings and calls for a consideration of intersectionality in relational demography research. [ABSTRACT FROM AUTHOR]

In "Astrotopia: The Dangerous Religion of the Corporate Space Race" by Mary-Jane Rubenstein, the author explores the religious themes present in the narratives, practices, and philosophies of Western space entrepreneurs and the space industry. Rubenstein focuses on figures like Elon Musk and Jeff Bezos, arguing that their ideology of "astrofrontierism" justifies their competitive expansion into space and treats celestial objects as commodities. She traces this ideology back to the imperial Christianity of early American politicians, who used the Bible to justify colonialization. Rubenstein also acknowledges efforts by ecotheologians and religious leaders like Pope Francis to shift towards recognizing nature's intrinsic value. However, she argues that more diverse voices and a decolonial approach are needed in the space industry. The book also examines the politics and history of the privatization of the space industry, highlighting legislation that incentivizes treating space as a resource to be exploited. While Rubenstein's argument focuses on a specific form of Christianity, it is noted that tensions between enchantment and disenchantment can be found in other narratives and forms of imperialism. Additionally, the book suggests that there is a more complex religiosity within the United States Space Force, with references to Roman mythology and intentional syncretism. Overall, the book provides valuable insights into the industrialization of space and offers a hopeful vision for a future without imperialism. [Extracted from the article]

On April 10, 1975, in an address before a Joint Session of the Congress President Gerald Ford said that "the situation in South Vietnam and Cambodia has reached a critical phase requiring immediate and positive decisions by this government." In his view the United States had two options. Either to "let the Government of South Vietnam save itself and what is left of its territory, if it can," or "to enforce the Paris accords with our troops and our tanks and our aircraft and our artillery and carry the war to the enemy". To help South Vietnam to repel communist aggression, Ford requested that "Congress consider appropriating additional funds" ($722 million) "in very specific military supplies". Ford also reminded the Congress of the fate of "nearly 6,000 Americans who remain in South Vietnam and tens of thousands of South Vietnamese employees of the United States Government, of news agencies, of contractors and business for many years whose lives, with their dependents, are in very grave peril." With no Congress authorization for additional funds for Saigon troops, Ford ordered the evacuation of "all American personnel remaining in South Vietnam" (over 1,300 Americans) and around 5,600 Vietnamese. With the fall of Saigon, on April 30, 1975, the war that influenced the foreign policy decisions of four American administrations (Kennedy, Johnson, Nixon, Ford) ended. While Kennedy's support for South Vietnam was based on his belief that "every time a country, regardless of how far away it may be from our borders passes behind the Iron Curtain the security of the United States is thereby endangered", Johnson viewed the commitment to prevent communist expansion into Indochina as a test of credibility for the United States: "We are in South Vietnam because we have a promise to keep Around the globe, from Berlin to Thailand, are people whose well-being rests, in part, on the belief that they can count on us if they are attacked. To leave Vietnam to its fate would shake the confidence of all these people in the value of an American commitment and the value of America's word." [ABSTRACT FROM AUTHOR]

This research aims to identify the differences between email negotiation and face-to-face negotiation with respect to negotiation process, negotiation flexibility, face-saving, level of collaboration, and appropriateness for cross-cultural negotiation. The survey questionnaire was distributed to the sales and customer service employees in many business organizations located in different regions of the United States of America. Data from 519 respondents (including both males and females) were analyzed using the one-sample t-test, two sample t-test, and Pearson Correlation. The findings reveal that the characteristics of face-to-face negotiation assist in smoothing the negotiation process more than that of email negotiation. Participants also tend to cooperate more in face-to-face negotiation than in email negotiation. However, participants prefer using email negotiation because they find it more flexible. They also feel that a face-threatening act is less likely to occur in an email negotiation than in a face-to-face negotiation. The findings also show that email negotiation could be more appropriate than face-to-face negotiation for the purpose of cross-cultural negotiation. This is because communicating via email minimizes the influence of culture on the negotiation process. Age and gender do not have any influence on the perspectives of participants regarding email negotiation versus face-to-face negotiation. The findings have significant implications for both business and dispute resolution. They contrast the differences between face-to-face negotiation and email negotiation and identify the situations in which each of these types could be most appropriate. [ABSTRACT FROM AUTHOR]