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The purpose of this study is to examine potential predictors and moderating relationships involving one type of organizational cynicism – cynicism about organizational transformation (CAOC).

A total of 137 subjects participated in this study. The participants had been in their current positions at work for an average of 4.77 years and had been with their current organization an average of 7.28 years. CAOC was measured using the 12-item scale (α = 0.86) from Wanous et al.’s (2000) study. The response scale had five points ranging from “strongly disagree” to “strongly agree.”

CAOC and negative affectivity were positively correlated, thus supporting H1. H2 was not supported, i.e. subjective change was not related to CAOC, and objective change was actually correlated negatively with CAOC. H3 was not supported, i.e. individuals with a higher organizational commitment will not have a less positive relationship between CAOC and organizational transformation (subjective and objective) than individuals with lower organizational commitment. H4 was not supported, i.e. individuals who perceive a higher degree of petty tyranny will not have a stronger relationship between CAOC and organizational transformation (subjective and objective) than individuals who perceive a lower degree of petty tyranny. H5 was not supported, i.e. individuals who perceive a higher degree of perceived organizational support (POS) will not have a weaker relationship between CAOC and organizational transformation (subjective and objective) than individuals who perceive a lower degree of POS.

The intent of the present study is to examine potential causes of CAOC and potential moderators of the relationships between those antecedents and CAOC. In particular, two variables are proposed as antecedents (negative affectivity with past organizational transformations) and three as moderators (organizational commitment, petty tyranny by supervisors and POS).

This study investigates how, in the context of organizational change initiatives, the adoption of empowering leadership can foster positive social exchange relationships between leaders and subordinates, in turn, neutralizing cynicism about organizational change (CAOC) and allowing follower championing behavior (FCB) to emerge.

The authors analyzed data from 908 faculty members from 11 top-rated public universities in Indonesia. The data used in this research are multisource, so the data processing steps are rwg and ICC tests, data quality testing, and hypothesis testing.

The authors found that CAOC among these members had a negative effect on their FCB, but this negative effect was buffered by the presence of empowering leadership.

The authors' research captures perceptions at one point in time. Future research could adopt a longitudinal approach to simulate empowering leadership stimuli and investigate the impacts of FCB.

This study contributes to Indonesian business management, which exhibits a culture of high power distance. The findings suggest that managers should improve managers' interpersonal communication with subordinates and consider managers' feelings toward change in the organization so that managers' subordinates will provide feedback in the form of decreasing cynicism and will exhibit FCB.

This study contributes to the understanding of why CAOC may not be expressed explicitly in Asian countries due to Asian collectivist and high power-distance values that discourage subordinates from voicing their disagreement with change initiatives.

The study was designed to generate and test a model of employee cynicism toward organizational change from the communication perspective in a higher education institution.

Using the theoretical framework of social information processing (SIP), the study investigated the communication processes in the social context, which contributed to employee cynicism toward organizational change in the higher education setting. Path analysis was used to test the overall model fit.

The findings suggest that the three variables, perceived quality of information, cynicism of colleagues, and trust in the administration, predict change‐specific cynicism, which, in turn, lead to intention to resist change.

As an initial attempt to explain employee cynicism toward organizational change in higher education settings, this model inevitably has loose ends. Further research is needed to expand the model from a communication perspective.

The research provided administrators with strategies and advices to cope with employee cynicism during organizational change.

This is the first known study to examine the concept of change‐specific cynicism within the theoretical framework of SIP. It points to a new direction which warrants the attention of communication scholars.

This paper examines the relation between political sentiment and future stock price crash risk.

This study employs firm-level political sentiment from earnings conference calls. The empirical analysis applies panel regressions on 40,254 US firm-year observations between 2002 and 2020, controlling for various firm-specific determinants of crash risk and firm-, industry- as well as time-fixed effects.

The study identifies a negative association between both the level and the change of political sentiment and stock crash risk. Further analysis shows that the predictive power of political sentiment is independent of either non-political sentiment or political risk and remains consistently strong during periods of either high or low economic policy uncertainty. Moreover, the predictive effect of political sentiment is more pronounced for firms with high litigation risk.

The evidence highlights the important role of political sentiment in predicting stock crash risk. The results are consistent with the signaling hypothesis that managers tend to use their tone in conference calls to convey informative messages on firm outlooks.

The study provides a recommendation on risk management: soft information such as political and non-political sentiment in earnings conference calls is useful in managing stock crash risk. The study findings also call for careful consideration of social costs, such as stock crash risk, associated with political policies. Ill-conceived policies may lead to market crashes, which can potentially outweigh the upsides of well-meaning political reforms.

To the authors best knowledge, this is the first study to identify the effect of time-varying firm-level political sentiment conveyed in conference calls on stock price crash.

The purpose of this study is to hypothesize and test a conceptual model linking concepts of leadership and positive organizational behavior to a reduction in employee negativity, with empowerment as an important mediator in the causal relationships.

A heterogeneous sample of 341 working adults completed survey measures as two separate points in time. Confirmatory factor analysis was used to validate psychometric properties of instruments, and path analysis using structural equation modeling software was used to test hypotheses.

As hypothesized, both transformational leadership (β=0.27) and positive psychological capital (hope, efficacy, resilience and optimism) (β=0.61) were significantly related to feelings of empowerment. Empowerment was significantly related to intentions to quit (β=−0.38) but not employee cynicism. Empowerment also fully mediated the relationship between the independent variables and intentions to quit.

A convenience sampling method limited the generalizability of results. Causal and longitudinal research designs would extend findings discussed here. Implications for management are significant in terms of countering employee negativity using leadership processes, employee selection and development.

This study offers the first conceptual model integrating emerging concepts from positive organizational behavior, in the form of positive psychological capacities, with validated leadership models (transformational leadership). Both were suggested to influence negative outcomes, with empowerment as an effective mediator of these relationships. Findings generally support the hypotheses advanced herein.

“Unlearning” is discussed as an additional perspective or supplemental strategy for managers/leaders to consider when addressing cynicism in organizations. The article is not intended to be definitive. The aim of this paper is to generate ideas and encourage further exploration amongst practitioners and scholars regarding the feasibility of this perspective. There are a number of plausible explanations for the origin of cynicism, including the notion that cynicism is learned. As anything that is learned can also be unlearned, “unlearning” seemed to be a compelling perspective worthy of further exploration.

A targeted literature review of cynicism (with a specific focus on some of the more salient and well-respected research) was utilized to develop a conceptual overview of cynicism, a discussion of key causes/antecedents of cynicism, and common symptoms of cynicism. Select literature was also reviewed relative to the concept of “unlearning”. These varied sources were then synthesized into a framework that outlined the premise of “unlearning” applied to cynicism in organizations.

This article focuses on the attitudinal dimension of cynicism, discussing “unlearning” as a possible method for addressing cynicism that can be used to supplement, but not necessarily replace, other methods that have proven effective.

Cynicism in organizations has received notable research attention. This article contributes to this important topic by exploring “unlearning” as a supplemental approach or perspective for addressing cynicism with the intent of generating ideas and encouraging further exploration of the feasibility of this approach.

The purpose of this paper is to examine how employee satisfaction affects firm value around the financial crisis.

The authors use the 2008 financial crisis as exogenous shocks to firms to mitigate endogenous concern that employee satisfaction and firm value can be jointly determined. The authors compare firm value of two groups of firms: the firms on the Fortune magazine’s list of “100 Best Companies to Work For” and matched firms that are not on the list. The authors employ difference-in-difference approaches in the tests.

The authors find that when the crisis happens, the best companies experience larger decreases in firm value than comparable firms. In addition, such decreases in firm value only exist among the best companies with high financial flexibility. The authors also show that job satisfaction alone does not create firm value during the financial crisis; only when interacted with high financial flexibility, employee satisfaction leads to high firm value. Finally, the authors document that best companies do not have any advantage in the recovery of firm value after the crisis, regardless of their level of financial flexibility.

There is considerable debate on whether job satisfaction leads to performance or performance leads to satisfaction (Luthans, 1998). The authors show that the impact of employee satisfaction on firm value changes over time. The authors also identify a crucial factor that impacts the value-creation of employee satisfaction: financial flexibility. The findings suggest that the ambiguous results documented in prior literature can be due to the different sample periods and the failure to identify the impact of financial flexibility in previous studies.

The findings provide helpful implications to the business community. The evidence suggests that to reap the benefits of employee satisfaction, companies need to manage their financial flexibility to buffer against potential negative shocks while having strong corporate governance mechanism to mitigate agency concerns. Moreover, the study provides an investment recommendation to socially responsible investment (SRI) and suggests that it is better off implementing dynamic SRI investment strategies according to economic condition.

The evidence suggests that the economic value of employee satisfaction is related to firms’ financial flexibility and economic conditions.

The authors contribute to the literature by showing that the impact of employee satisfaction on firm value changes over time. The test design not only allows the authors to study the effect of employee satisfaction on firm value at a particular point in time, but also helps the authors examine the variation in the effect over economic cycles. This paper also contributes to the literature on SRI. The authors identify a crucial factor that impacts the value-creation of employee satisfaction: financial flexibility.

The most important advance in system design is the development of modeling and simulation methods to predict complex performance before prototypes are developed. New systems are developed in a spiraling approach; as more is learned about the system, design changes are proposed and evaluated. This approach allows the engineering team to “spin out” early versions of the system for preliminary evaluation, permitting changes to be made to the system design without incurring unacceptable cost. Because of the complexity of human performance, current modeling techniques provide only a first approximation. However, it has been demonstrated that even simple, inexpensive modeling approaches are useful in uncovering workload and performance problems related to developing systems (Barnes & Beevis, 2003). More important, these models can serve as the basis for operator simulation experiments that verify and also calibrate the original models. Furthermore, early field tests and system of systems demonstrations that can validate these results under actual conditions are becoming an increasingly significant part of the early design process. Fig. 1 illustrates this interdependence indicating a spiraling process throughout the design starting with simple predictive methods and progressing to more expensive validation methods. These iterations should continue until most of the soldier's variance is accounted for, and before any formal soldier testing is conducted. Fig. 1 presents the ideal combination of techniques; not all systems can be evaluated this thoroughly but more cost-effective modeling and simulation tools combined with realistic field exercises should make this approach more the norm as future unmanned systems are developed (Barnes & Beevis, 2003). In the remainder of this chapter, several case studies are presented to illustrate how the techniques in Fig. 1 have been applied in UAV programs.

In this research, we empirically examine the impact of Business Intelligence (BI) systems on operational capability in high-tech sectors. We also seek to understand the contextual factors that facilitate the adoption of BI systems.

We adopt Propensity Score Matching (PSM) and event study methodology, and analyze the financial data for a sample of 144 US firms which adopted BI systems from 2005–2014, and compare them to control firms without BI systems.

We find that the implementation of BI systems leads to higher operational capability, particularly for large high-tech firms with high technology intensity. We further show that technology intensity and firm size are important contextual factors for firms to reap the benefits of BI systems.

We demonstrate how benefits from the adoption of BI systems are likely to be strengthened. The benefits of BI systems depend on firms' technology intensity and firm size of high-tech firms. Accessing relevant and timely reports for decision-making is particularly important in the highly dynamic, volatile and competitive high-tech sectors.

We contribute to the literature by providing empirical evidence that the adoption of BI systems can improve firms' operational capability and show that technology intensity and firm size are important contextual factors for firms to reap the benefits of BI systems. We advance the understanding regarding the contextual factors in which firms are more likely to gain additional benefits from their adoptions of BI systems.

The purpose of this paper is to address the opposing views of the relationship between directors’ and officers’ liability insurance (D&O insurance) and stock price crash risk in a major Asian emerging stock market.

This paper finds an endogenous relationship between D&O insurance and stock price crash risk. Hence, the two-stage least squares regression analysis is used to address the endogeneity issue when the relationship is examined. Moreover, this paper further controls the quality of other corporate governance mechanisms to investigate whether D&O insurance still has an effect on stock price crash risk.

The effect of D&O insurance coverage is significantly negatively related to firm-specific stock price crash risk in Taiwan. More importantly, even when the quality of other corporate governance mechanisms is controlled, the negative relationship between D&O insurance coverage and firm-specific stock price crash risk remains significant. The evidence supports that D&O insurance serves as an effective external monitoring mechanism, strengthens corporate governance, and thus reduces stock price crash risk.

Emerging Asian markets suffer a dearth of research on the relationship of D&O insurance coverage and the firm-specific stock price crash risk. Investigating the relationship in Taiwan, the present study fills the research void. The findings show that D&O insurance plays an important role in reducing stock price crash risk of Taiwanese firms even when other corporate governance mechanisms are in place.