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The purpose of this paper is to increase understanding of the influence of behaviour factors (corporate cultural differences and transformational leadership) on…
The purpose of this paper is to increase understanding of the influence of behaviour factors (corporate cultural differences and transformational leadership) on acquisition performance, through the mediating role of speed of post-acquisition change (as a process factor), in the specific context of a transitional economy.
A model was tested on a sample of acquisitions in Serbia carried out by domestic and European companies. In total, 208 valid questionnaires were collected from 10 acquired companies. Linear regression analysis was used to test the research hypotheses. To test the mediator hypothesis, Baron and Kenny's (1986) procedure was used. Statistical significance of indirect or mediated effect was calculated with Statistical Product and Service Solutions (SPSS) macro provided by Preacher and Hayes (2004).
Mediator analysis shows that corporate cultural differences and transformational leadership have direct and indirect impacts on acquisition performance.
The results may be significant for managers involved in the processes of acquisitions, in terms of helping them to make appropriate decisions in different phases of an acquisition process, so as to obtain sufficient levels of employee commitment and trust to improve acquisition performance.
This research contributes to a better understanding of the relationships between behaviour factors and acquisition performance. In particular, no research into the speed of post-acquisition changes as a mediator variable between behaviour factors and acquisition performance has previously been conducted, to the best of the authors' knowledge. Thus, this research offers a unique understanding in the transitional economy context of Serbia.
This study aims to explore the relationship between speed behavior of participants and driving styles on interchange ramps. A spiral interchange in Chongqing was selected…
This study aims to explore the relationship between speed behavior of participants and driving styles on interchange ramps. A spiral interchange in Chongqing was selected as an experimental road to carry out field driving experiment.
The continuous operating speed during experiment was selected by Mobile Eye, and the driving style was selected via two inventories.
Different driving behaviors showed great differences in age, driving mileage and driving experience. During driving process, male pursued driving stimulation more, whereas female pursued driving steadiness more. Therefore, driving characteristics of male were more disadvantageous to driving safety than that of female. Except for the large speed difference at the entrance and exit of the ramps, the differences at other positions were small. And the operating speed of male was slightly higher than that of female. The difference between different genders at the ascending end position achieved 4–5 kph, and the difference at other feature points were mostly 1–2 kph. During driving process, risky participants were more likely to pursue driving stimulation, and the poor speed control behavior was reflected in wide range of desired operating speed. Based on the results of analyzing at feature points, melancholy and sanguine participants more tended to take a high operating speed, and the poor speed control behavior was reflected in the most widely desired speed range. The speed control behavior of mixed participants was more cautious.
Advanced driving assistance system combined with two inventories was used to explore difference of speed behavior.
This chapter aims to make sense of the growing research that examines the role of culture in mergers and acquisitions. We provide a detailed review of the many related but…
This chapter aims to make sense of the growing research that examines the role of culture in mergers and acquisitions. We provide a detailed review of the many related but distinct constructs that have been introduced to the literature. While each construct has contributed to our understanding of the role of culture, the lack of connections made among constructs has limited the consolidation of contributions. The review shows what these constructs mean for mergers and acquisitions, what major findings have been discovered, and, most importantly, how constructs interrelate. Our discussion provides several opportunities to foster the needed consolidation of this research.
Interest in generational research has garnered a lot of attention, as the workplace is seeing multiple generations (i.e., the Silent Generation, Baby Boomers, Gen Xers…
Interest in generational research has garnered a lot of attention, as the workplace is seeing multiple generations (i.e., the Silent Generation, Baby Boomers, Gen Xers, and Millennials) working side-by-side for the first time. However, it is unclear how multiple generations of workers interact with each other and affect the workplace. Although there is extant literature on generational differences, some scholars have argued that the effect sizes are small and the differences are not meaningful. The focal aim of this chapter is to present the current state of literature on generational research. We present the relevant conceptualizations and theoretical frameworks that establish generational research. We then review evidence from existing research studies to establish the areas of differences that may exist among the different generations. In our review, we identify the issues arising from generational differences that are relevant to human resource management (HRM) practices, including new workforce entrants, aging workers, the changing nature of work and organizations, and leadership development. We conclude with several directions for future research on modernizing workplace policies and practices, ensuring sustainability in current employment models, facilitating future empirical research, and integrating the effects of globalization in generational research.
Partner firms to the same joint venture experience sharply different stock price reactions. These differences cannot be explained by mechanical factors related to…
Partner firms to the same joint venture experience sharply different stock price reactions. These differences cannot be explained by mechanical factors related to differences in firm size and ownership share in the project, nor are they attributable to different partner roles in the project or differences in investor anticipation of the announcement. We conclude that the stock price reactions reflect a revaluation of non-project assets that is different for each partner. Additionally, we find evidence indicating that investors infer information about agency problems (in the sense of Jensen, 1986) from the joint venture announcements and subsequently, revalue the whole firm – not just the marginal project being announced. Finally, we find that free cash flow is value-enhancing for one type of partner firm after we control for the extent of agency problems.
There is an identified need in higher education research for methods which have the capacity to generate conceptual insights grounded in concrete local practice but with…
There is an identified need in higher education research for methods which have the capacity to generate conceptual insights grounded in concrete local practice but with wider applicability in understanding and facilitating research-based change. This chapter outlines an intermediate approach to qualitative data analysis which can support theoretical knowledge advancement from practice-based research, which I call the difference-within-similarity approach. It involves a particular way of conducting dialogues with our data: of interanimating similarities and differences within our qualitative datasets. The approach outlined involves first identifying a similarity, then systematically examining differences within that similarity to generate theoretical explanations. Drawing on sociocultural theorising, particularly dialogic theory and cultural–historical activity theory, the approach is based on the idea that new meanings arise from a comparison of multiple perspectives on the ‘same’ phenomenon. The tensions between such perspectives are seen as a key driver for change in educational practice. Therefore, articulating and examining such tensions in our data gives an opportunity to simulate the possibility of change in our analysis and, hence, develop insights which can inform change beyond local settings. Important here is that the differences examined are bound together by an analytically productive similarity. Through multiple research examples, the chapter identifies and illustrates a range of ways of articulating productive analytical similarities for comparison in our data: through theory/literature, through forward and backwards processing of data itself and through a process termed ‘weaving’.
Do women exhibit greater financial risk aversion than men? We answer this question using attitudinal and behavioral specifications of risk aversion drawn from the 2010…
Do women exhibit greater financial risk aversion than men? We answer this question using attitudinal and behavioral specifications of risk aversion drawn from the 2010 Survey of Consumer Finances (SCF). To approximate attitudinal specification of risk aversion, we use individuals’ self-reported financial risk tolerance. We use individuals’ relative risk aversion, that is, the effect of wealth on the proportion of assets categorized as risky as behavioral specification of risk aversion. We find that while women display greater attitudinal risk aversion, gender difference in behavioral risk aversion depends upon individuals’ marital status and role in household finances. Single women exhibit greater behavioral risk aversion compared to single men. However, this gender difference does not exist when we compare behavioral risk aversion of married women and men in charge of household finances.
Introduction: The world has become a global village with the development of globalization, technology, transportation opportunities, and socioeconomic living conditions…
Introduction: The world has become a global village with the development of globalization, technology, transportation opportunities, and socioeconomic living conditions. Multinational, multicultural businesses have been formed with the effect of globalization. Tourism activities have also gained a global dynamic. People from different cultures travel to different geographies for different purposes, and this highlights the need for managers and employees of tourism businesses to adapt to people from different cultures and multicultural environments.
Aim: In order to achieve success in intercultural communication, it is necessary to work with employees with a high level of intercultural sensitivity. Respect for different cultures without prejudices is very important in hotel businesses to provide quality service. For this reason, the high level of intercultural sensitivity of the employees in tourism businesses, which have a multicultural structure both with their customers and managers, will significantly affect their competitiveness in the sector. The aim of this study is to examine the intercultural sensitivity level of department managers working in hotel businesses according to some demographic features.
Method: The data collected via a survey were analyzed with statistical software. Frequency, percentage, etc., descriptive analysis and difference tests were performed.
Result: Intercultural sensitivity levels of hotel managers were examined according to some demographic characteristics. It was revealed that intercultural sensitivity levels of the managers working in hotel enterprises who participated in the research were far from ethnocentrism.
Implication: In the research, it was found that those who received tourism education respected intercultural differences more than those who did not receive any tourism education, and that they were affected by intercultural interaction more than those who did not receive any tourism education. For those working in the tourism sector, the recruitment of qualified personnel who received tourism education is important in order to achieve intercultural communication.
Originality of Study: The research was conducted on the department managers working in 4 and 5-star hotel enterprises in Marmaris and Bodrum districts of Muğla Province. There are a very limited number of studies in terms of determining the intercultural levels of employees and managers in hotel enterprises and examining them according to demographic characteristics. The research achieved results supporting similar studies. It is deemed significant in terms of determining according to which variables the concept of intercultural sensitivity differ and achieving results that can be generalized. Furthermore, the results which emphasized the importance of intercultural communication in the recruitment of the employees who received tourism education within the sector were also obtained.
Data from samples of managers from eight countries, Thailand, Nigeria, Philippines, Peru, Uruguay, Argentina, Spain, and the United States, are used to explore…
Data from samples of managers from eight countries, Thailand, Nigeria, Philippines, Peru, Uruguay, Argentina, Spain, and the United States, are used to explore cross-national differences in how individuals make judgments about an individual's pay. A policy-capturing instrument is used to elicit judgments about the ways that variations in individual employee job performance, business unit performance, seniority, schooling, and need affect judgments about pay fairness. Significant between-country differences are found in the sensitivities of pay fairness judgments. However, these differences are not well explained by differences in individualism/collectivism reflected either by a priori categorizations of national culture or direct measures of horizontal/vertical collectivism. Implications for the explanation of cross-national differences are explored.