As we head into the new millennium, we are witnessing a growing and heightened interest among organizational scholars on the topics of conflict and negotiation. New research questions are being identified, while new theory is being applied to "old" questions. The result is exciting research that has organizational and social relevance. The papers in this volume, which grew out of the eighth biannual Conference on Negotiation in Organizations, are representative of the provocative and "cutting edge" theory and research emerging in the area of conflict and negotiation.

This fifth volume in the series discusses such topics as the effects of relationships and context among relative equals, paranoia and distrust in organizations, and perspective competition in a collaborative context.

This volume of Research on Negotiation in Organizations focuses on three new and emerging areas in the domain of negotiation and conflict within organizations. In the first section, the problem of "deviance" within organizations is approached from a conflict and justice perspective. Earlier research attention to these issues tended to treat deviance largely as a problem created by selected individuals who did not adapt to the organization, rather than as a systemic problem created by certain organizational conditions. By seeing deviant behavior in organizations as a possible response to unfair treatment, and by employing conflict management concepts to explain how individuals respond to organizational constraints and pressures, the papers in this section extend the work on conflict and justice to a new, rich, and largely unexplored domain.

The second section of this volume addresses an increasingly important challenge in our world - the effective management of environmental conflict; the authors demonstrate factors contributing to the intractability of environmental disputes, and the importance of perceptions of fairness in attaining conflict resolution.

The third and final section offers diverse but important papers in the application of conflict and negotiation to the international environment, including an examination of conflict in a Chinese cultural context, and commentary on the role of power differences in conflict management and negotiation.

Understanding Trust in Organizations: A Multilevel Perspective examines trust within organizations from a multilevel perspective, bringing together internationally renowned trust scholars to advance our understanding of how trust is affected by both macro and micro forces, such as those operating at the societal, institutional, network, organizational, team, and individual levels. Understanding Trust in Organizations synthesizes and promotes new scholarly work examining the emergence and embeddedness of multilevel trust within organizations. It provides a much-needed integration and novel conceptual advances regarding the dynamic interplay between micro and macro levels that influence trust. This volume brings new insights into how trust in groups, networks, and organizations forms, and why employees can differ in their trust in leaders and teams. Providing rich and nuanced insights into how to develop, maintain, and restore trust in the workplace, Understanding Trust in Organizations is a critical resource for scholars, graduate students, and researchers of industrial and organizational psychology, as well as practitioners in fields such as human resource management and strategic management.

Understanding Trust in Organizations: A Multilevel Perspective examines trust within organizations from a multilevel perspective, bringing together internationally renowned trust scholars to advance our understanding of how trust is affected by both macro and micro forces, such as those operating at the societal, institutional, network, organizational, team, and individual levels. Understanding Trust in Organizations synthesizes and promotes new scholarly work examining the emergence and embeddedness of multilevel trust within organizations. It provides a much-needed integration and novel conceptual advances regarding the dynamic interplay between micro and macro levels that influence trust. This volume brings new insights into how trust in groups, networks, and organizations forms, and why employees can differ in their trust in leaders and teams. Providing rich and nuanced insights into how to develop, maintain, and restore trust in the workplace, Understanding Trust in Organizations is a critical resource for scholars, graduate students, and researchers of industrial and organizational psychology, as well as practitioners in fields such as human resource management and strategic management.

As we head into the new millennium, we are witnessing a growing and heightened interest among organizational scholars on the topics of conflict and negotiation. New research questions are being identified, while new theory is being applied to "old" questions. The result is exciting research that has organizational and social relevance. The papers in this volume, which grew out of the eighth biannual Conference on Negotiation in Organizations, are representative of the provocative and "cutting edge" theory and research emerging in the area of conflict and negotiation.

The globalized nature of modern organizations presents new and intimidating challenges for effective relationship building. Organizations and their employees are increasingly being asked to manage unfamiliar relationships with unfamiliar parties. These relationships not only involve working across different national cultures, but also dealing with different organizational cultures, different professional cultures and even different internal constituencies. Managing such differences demands trust. This book brings together research findings on organizational trust-building across cultures. Established trust scholars from around the world consider the development and maintenance of trust between, for example, management consultants and their clients, senior international managers from different nationalities, different internal organizational groupings during times of change, international joint ventures, and service suppliers and the local communities they serve. These studies, set in a wide variety of national settings, are an important resource for academics, students and practitioners who wish to know more about the nature of cross-cultural trust-building in organizations.

Revisiting the Foundations of Organizational Distrust systematically discuss the theoretical perspectives on the relationship between distrust and trust, highlights the potential research opportunities and challenges pertinent to distrust studies, and draws implications of distrust research for strategic management. The literature on distrust has grown substantially since the beginning of the 1960s. One initial observation is that the extant research uses many different definitions and perspectives on distrust, and this diversity exacerbates the fragmentation of the literature. The variety of perspectives on distrust only re-emphasizes the necessity of gaining a better understanding of how distrust links to and distinguishes itself from trust before exploring the prospect and challenges of distrust research, particularly for scholars in strategic management. More specifically, it is crucial to draw attention to the novel insights that distrust studies may bring about for strategic management and organizational theory scholars. This analysis is organized into six parts: (1) Discussing extant research on distrust in organizational settings. (2) Examining various theoretical perspectives on the relationship between trust and distrust. (3) Illustrating the extant empirical evidence of the relationship between trust and distrust. (4) Considering the potential role of distrust in relationship repair. (5) Pointing out specific research avenues in strategy areas. (6) Highlighting empirical challenges of studying distrust in organizational settings. Based on an examination of existing research on distrust in organizational settings in the first section, the authors extend the discussion to various theoretical perspectives and empirical evidence of the relationship between trust and distrust in the following sections. The authors also suggest specific promising research opportunities and challenges of distrust studies in the last three sections. As distrust spans many different research areas, Revisiting the Foundations of Organizational Distrust should be of interest to scholars in management as well as in the sociology of organizations and organizational psychology.

The globalized nature of modern organizations presents new and intimidating challenges for effective relationship building. Organizations and their employees are increasingly being asked to manage unfamiliar relationships with unfamiliar parties. These relationships not only involve working across different national cultures, but also dealing with different organizational cultures, different professional cultures and even different internal constituencies. Managing such differences demands trust. This book brings together research findings on organizational trust-building across cultures. Established trust scholars from around the world consider the development and maintenance of trust between, for example, management consultants and their clients, senior international managers from different nationalities, different internal organizational groupings during times of change, international joint ventures, and service suppliers and the local communities they serve. These studies, set in a wide variety of national settings, are an important resource for academics, students and practitioners who wish to know more about the nature of cross-cultural trust-building in organizations.