Purpose – This paper aims to review the main literature on the relationship between the natural environment and management in hospitality and tourism firms and uses strategic lenses to propose a general framework of previous works and a map for future research. Design/methodology/approach – A detailed collection of the most relevant literature on organizations and the natural environment in general is used, along with a specific compilation of the analysis in hospitality and tourism firms. The analytical comparison between the general studies and tourism literature provides opportunities for the discussion of research gaps. Findings – The growing volume of research on environmental management in the hospitality and tourism firms suggests increasing interest in the topic in the past decade. However, our analysis uses a strategic framework to identify multiple relevant topics that are due for exploration. The generation of more robust theoretical and empirical contributions should also be prioritized in the future. Research limitations/implications – The findings provide insight into the growing importance of environmental issues in multiple areas of hospitality and tourism firms, including corporate strategy (new green business and implications of the environmental issues on the attractiveness of traditional tourism activities), competitive business strategy (differentiation and reduction of costs through environmental management), functional strategy (eco-labels, certifications and environmental management systems), green marketing, responsible supply chain and training. Originality/value – While previous literature has emphasized the macro analysis of environmental challenges in the industry, this paper is one of the first to provide an analytical review of the literature on the natural environment and management of hospitality and tourism firms and will be particularly useful to better understand the organizational challenges.

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The literature on team members' satisfaction has mainly focused on analysis at the team level; however, studies of team members' satisfaction at the individual level are less frequent. In this work, we analyzed how team members' attitudes and perceptions developed before starting the team decision-making process, how their perceptions developed during the team decision-making process, and how the consequences of the team decisionmaking process influence individual satisfaction with the team. Questionnaires were filled out by 84 undergraduate students working in 28 teams that had to make a management decision. The results show that individual satisfaction with the team is positively related to team members' self-efficacy for teamwork and to their perception of the decision's comprehensiveness, but negatively related to their perception of team debate and the deviation between their individual preference and the team decision.

Aims and MethodThe ability of routine clinical practice to detect drug use at acute psychiatric admission was assessed by comparing the results of urinalysis with information on drug use extracted from patient records (n=112).ResultsUrinalysis detected drug use in 23% of the sample. Cannabis was the drug most frequently found. Of the cases of drug use positively identified by urinalysis, 54% were not identified in the notes. Some information on drug use proximal to admission was found in 40% of patient records. Patients asked about proximal drug use were younger than those not asked.Clinical ImplicationsAll patients should be asked about drug use.

Purpose -The purpose of this paper is to focus on job-related skill heterogeneity and action team performance by considering that team members may differ in the levels of their job-related skill, as well as in the way their job-related skill is spread over the different dimensions of the task. Design/methodology/approach -Data were used from 30 National Basketball Association (NBA) teams collected over 21 seasons (1986/1987 through 2006/2007). The total number of team-seasons analyzed was 584. Findings -A positive relationship was found between job-skill level heterogeneity and action team performance that declines as average job-skill level in the team grows. Furthermore, action teams showed poorer performance when their members with a low job-related skill level have a high specialization.Practical implications -From the practical perspective, it is of special interest to an action team manager to know that job-related skill heterogeneity has a positive influence on team performancemainly when the average job-related skill level in the team is low -and that highly specialized members may have a negative influence on action team performance. Originality/value -The results contribute to the team literature by focusing on action teams. This kind of team has not received attention despite their increasing importance within organizations. Additionally, using sports teams as a sample offers the possibility of gathering a large amount of objective job-related skill data as well as the possibility of testing hypotheses in a relatively controlled environment, but with real actions instead of experimental actions.