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The past decades have seen increased integration of South Asia into the global economy, yet the study on management practices in this region is behind its expansion of business. This study explores the impact of tribalism and collectivism on ethically questionable negotiation strategies in two of the most important emerging economies in South Asia – India and Pakistan. The empirical results show that participants from Pakistan consider ethically questionable negotiation strategies to be more appropriate than those from India due to high tribalism in Pakistan. In addition, this study further shows that collectivism is significantly related to the perceived appropriateness of ethically questionable negotiation strategies in Pakistan but not in India. Implications and future research for contextualizing international business research and human management practices in South Asia are then discussed. [ABSTRACT FROM AUTHOR]

This document is a correction notice for an article titled "Ethically Questionable Negotiation Strategies in South Asia: A Comparative Study of India and Pakistan" published in the journal Group Decision & Negotiation. The correction addresses an error in the affiliation details of one of the authors, Kun Li. The original publication incorrectly listed Li's affiliation as the School of Economics and Management, Harbin Institute of Technology Shenzhen, Shenzhen, Guangdong, China, when it should have been the School of Business, Nanjing Audit University, Nanjing, Jiangsu, China. The correction has been made to the article. The publisher, Springer Nature, maintains a neutral stance on jurisdictional claims and institutional affiliations. The authors of the article are Zhenzhong Ma, Kun Li, Guangrui Guo, Jagdish Pathak, and Young Ho Song. [Extracted from the article]

Employee engagement and commitment has been a very important issue in human resource managers’ agenda. The present study adds to the literature by examining the impact of high‐performance work systems (HPWS) on employee attitudes and on employee engagement in China in response to the increasing interest in the universalistic effects of HPWS in the globalized world market. With the data from 782 employees working in China's manufacturing and service sectors, this study shows that HPWS are positively related to employees’ positive mood and job satisfaction, and that job satisfaction and positive mood lead to high employee engagement. Moreover, employee's positive mood and job satisfaction also mediate the relationship between HPWS and employee engagement. The result helps explore one mechanism via which HPWS affect employee behaviors and provides empirical evidence for the applicability of HPWS in an international context. [ABSTRACT FROM AUTHOR]

China has become one of the most important economies in the global market, but negotiating with the Chinese remains a great challenge for most Westerners. This study is to help better understand Chinese business negotiation styles with an indigenous perspective by exploring the impact of Confucian ideal personality on business negotiation process in China. This study tests the effects of three key components of Confucian ideal personality-benevolence (Ren), wisdom (Zhi), and courage (Yong) on Chinese negotiation behaviors and further on negotiation outcomes with 200 business students in a simulated negotiation exercise. The results support the significant effects of benevolence and courage on Chinese business negotiation styles but wisdom is not found to have any significant impact in China. The overall pattern of the results substantiates the strong influence of Confucianism on Chinese negotiation styles, and provides an important supplement to negotiation theories developed in the West. [ABSTRACT FROM AUTHOR]

It is always a challenge to deal with ethical dilemmas in negotiations and it is even more difficult when the other party is from a different culture. Understanding the differences between what is ethically appropriate and what is not in an international context has thus become important for a better understanding of different negotiation practices across the globe. This study explores the likelihood of Chinese negotiators' using unethical strategies in negotiations by examining Chinese managerial employees' perceived appropriateness of five categories of ethically questionable strategies. The results show that, in comparison with their counterparts from the USA, Chinese managers are more likely to consider it appropriate to use ethically questionable negotiation strategies in all five categories except the traditional bargaining strategies. In addition, contrary to the West where women tend to maintain higher ethical standards, no gender difference is found in China in the perceived appropriateness of using these strategies in all but one category. Implications for negotiation practitioners and international managers that often participate in international negotiations with the Chinese are then discussed, along with potential future research directions. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to examine the impact of collectivism on conflict management styles in Turkey and to help conflict management researchers and practitioners better understand conflict and conflict management in an international context. Design/methodology/approach – Self-administered questionnaires with the ROCI scale were used in this study. Data were collected by surveying 244 managerial employees from both public and private organizations. Factor analysis and regression analysis were then used to explore the relationships between conflict management styles and different aspects of collectivism. Differences in demographic factors were also discussed. Findings – This study shows Turkish people are more likely to use collaborating style, instead of compromising or avoiding as expected from a collectivistic culture. Further, different aspects of collectivism have different effects on Turkish conflict management styles: the importance of competitive success leads to preferences for competing style; the value of working alone leads to less collaboration; the norms of subordination of personal needs to group interest are positively related to more collaborating and accommodating; and the beliefs of the effects of personal pursuit on group productivity are positively related to more compromising. Originality/value – While Turkey has become more important in world markets, very few studies have been conducted to explore Turkish conflict management styles. This paper examines the ranking of preferences in conflict management methods in Turkey, as well as the impact of collectivism on different conflict management styles, which extends the understanding of cross-cultural differences in conflict management. [ABSTRACT FROM AUTHOR]

Purpose — The purpose of this study is to examine whether conflict management styles are able to predict actual behaviors in business negotiation in two different countries. Design/methodology/approach — Subjects were recruited from both Canada and China to participate in a laboratory study. Three simulated business negotiations were used for participants to negotiate deals in both countries in order to compare the validity of conflict management styles in predicting negotiation behaviors. Findings — This study shows that conflict management styles are valid predictors of actual negotiation behaviors in Canada, but not in China. The results also show that Chinese people use a more avoiding approach and demonstrate a higher level of integrativeness during business negotiation simulations, while Canadians use a more compromising approach and show a higher level of distributiveness. Practical implications — Practical implications of the findings are discussed in terms of the usefulness of self-reported conflict management styles for negotiation researchers and practitioners in training seminars and in terms of the effectiveness of first offer as one negotiation strategy to achieve better negotiation outcomes. Originality/value — This study is particularly pertinent, given that the relationship between conflict management styles and actual behaviors in negotiation receives little attention and that even less attention is given to this relationship in a cross-cultural context. [ABSTRACT FROM AUTHOR]

Researchers believe that personality affects both the negotiation process and outcomes, but have yet to provide reliable evidence. Using a culturally balanced personality scale SAPPS, we explore the impact of personality on negotiation within a collectivist context–China. Hypothesized relationships based on a buyer/seller model are supported that assertive negotiators are more likely to behave competitively, which leads to better economic outcomes, and open-minded negotiators are more likely to use an integrative approach, which leads to higher satisfaction. This result, similar to those obtained in North America, suggests a universal model of negotiation might exist. Our study also indicates, however, that personality only accounts for a small portion of variance in negotiation behaviors. More research from other perspectives is needed for further exploration. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study is to investigate how a team leader's conflict management style (CMS) affects team innovation performance (TIP) in entrepreneurial teams using a team emotion perspective. Design/methodology/approach: It is proposed in this study that team passion mediates the impact of team leader's CMSs on team performance, which is further moderated by team emotional intelligence (TEI). Then this study collected paired data from 105 teams including 105 team leaders and 411 team members to test the proposed model. Findings: The results show that a team leader's cooperative CMS has a significant positive impact on TIP and team passion further mediates the relationship between the team leader's CMSs and TIP. The results also show that TEI moderates the relationship between the leader's CMSs and team passion. Originality/value: This study helps enriches the literature of conflict management by exploring the mechanisms through which a team leader's CMSs affect team performance in entrepreneurial activities, and the findings of this study highlight the important role of team passion in this process. In addition, this study integrates the research on conflict management and the research on team passion in entrepreneurial teams to provide a new perspective to explore the dynamic process of entrepreneurial activities, which sheds light on the investigation of the important implications of effective conflict management in the entrepreneurship. [ABSTRACT FROM AUTHOR]

Purpose This study aims to explore the impact of well-educated young Chinese employees’ notions of work on their conflict management styles in the increasingly turbulent workplace to help better manage work-related conflict in the time of transition in China.Design/methodology/approach Self-administered questionnaires were used to collect data from over 400 young Chinese employees. The data were first factor analyzed to explore the underlying dimensions of contemporary work notions in China’s transition period. Hierarchical regression analysis was then conducted to explore the relationship between dimensions of work notions and conflict management styles.Findings The results showed that well-educated young Chinese employees’ notions of work consisted of sense of control, fulfilling and rewarding, holistic concerns, personal growth and development and meaningfulness. The results further indicated that young Chinese employees with strong needs to satisfy individual interests in their work tend to use competitive methods to manage work-related conflicts, employees with strong needs to satisfy group interests in their work prefer to use collaborative methods and those who believe in collective efforts in achieving individual goals through group goals’ obtainment are more likely to use collaborative and compromising approaches.Originality/value This study provides a new perspective to manage work-related conflict in the Chinese context. The findings of this study are able to help enrich conflict management theories in China and suggest insightful conflict resolution approaches to work-related conflicts in China’s changing environment. This study also helps bridge the research gap between work notions and conflict management styles. The results of this study can greatly facilitate Chinese companies’ endeavors toward crafting a more innovative workforce and help improve employee performance in China’s transition to industrialization. [ABSTRACT FROM AUTHOR]

There is accumulating evidence showing that apoptosis induced by endoplasmic reticulum (ER) stress plays a key role in pancreatic β cell dysfunction and insulin resistance. 3β-Hydroxysteroid-Δ24 Reductase (DHCR24) is a multifunctional enzyme located in the endoplasmic reticulum (ER), which has been previously shown to protect neuronal cells from ER stress-induced apoptosis. However, the role of DHCR24 in type 2 diabetes is only incompletely understood so far. In the present study, we induced ER stress by tunicamycin (TM) treatment and showed that infection of MIN6 cells with Ad-DHCR24-myc rendered these cells resistant to caspase-3-mediated apoptosis induced by TM, while cells transfected with siRNAs targeting DHCR24 were more sensitive to TM. Western blot analysis showed that TM treatment induced upregulation of Bip protein levels in both cells infected with Ad-LacZ (the control group) and Ad-DHCR24-myc, indicating substantial ER stress. Cells infected with Ad-LacZ exhibited a rapid and strong activation of ATF6 and p38, peaking at 3 h after TM exposure. Conversely, cells infected with Ad-DHCR24-myc showed a higher and more sustained activation of ATF6 and Bip than control cells. DHCR24 overexpression also inhibited the generation of intracellular reactive oxygen species (ROS) induced by ER stress and protected cells from apoptosis caused by treatment with both cholesterol and hydrogen peroxide. In summary, these data demonstrate, for the first time, that DHCR24 protects pancreatic β cells from apoptosis induced by ER stress. [ABSTRACT FROM AUTHOR]

Online reviews are of great importance in supporting the purchasing decision making of online consumers. With the prospering of e-commerce, increasingly fraudulent reviews are appearing on e-commerce platforms to mislead consumers, and an increasing number of consumers are worrying about being deceived in online shopping. However, little research effort has been invested in studying the impact of review credibility perception caused by online review fraud on product sales. To fill this research gap, this paper conducts empirical research on the moderating effect of consumers' credibility perception of online reviews. Here, review credibility perception, or consumers' credibility perception of online reviews, refers to the credibility or trust that consumers have in the reviews they are reading. Building on dual-process theory, this paper develops two hypotheses to understand why and how review credibility perception influence consumer decision-making behaviors. The empirical studies in this paper demonstrate that consumers' credibility perception of online reviews moderate the effect of review sentiment on product sales. This work also found that consumers' credibility perception of online reviews have a heterogeneous effect on product sales. The effect shifts the relationship between review sentiment and product sales from an inverted U-shape relationship to a monotonous positive relationship with the improvement of consumers' credibility perception of online reviews. This study has great managerial implications for platforms and vendors to improve online review management. • Effect of fraudulent reviews on product sales is explored. • How review fraud influences consumers' decision making is interpreted. • Moderating effect of review credibility perception is verified. • Review credibility perception has a heterogeneous effect on product sales. [ABSTRACT FROM AUTHOR]