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The paper aims to compare two general team identification processes of consumers’ in-group-favor and out-group-animosity responses to sports sponsorship.

The paper draws on two studies and four samples of professional baseball fans in Taiwan (N = 1,294). In Study 1, data from the fans of three teams were analyzed by using multi-group structural equation modeling to account for team effects and to consider parallel in-group-favor and out-group-animosity processes. In Study 2, the fans of one team were sampled and randomly assigned to assess the sponsors of one of three specific competitor teams to account for differences in team competition and rivalry. In both studies, these two processes were compared using patterns of significant relationships and differences in the indirect identification-attitude-outcome relationships.

Positive outcomes of in-group-favor processes were broader in scope and were more pronounced in absolute magnitude than the negative outcomes of out-group-animosity processes across all outcomes and studies.

The research was conducted in one country and considered the sponsorship of one sport. It is possible that the results could differ for leagues within different countries, more global leagues and different fan bases.

The results suggest that managers should carefully consider whether the negative out-group-animosity outcomes are actually present, broad enough or strong enough to warrant costly or compromising intervention, because they might not always be present or meaningful.

The paper demonstrates the comparatively greater breadth and strength of in-group-favor processes when compared directly to out-group-animosity processes.

Building on social identity theory, the purpose of this paper is to present a study on the socio‐cultural integration process in a merger of two European pharmaceutical subsidiaries in Mexico. The paper investigates antecedents of perceived threat to pre‐merger identities in an officially claimed “merger‐of‐equals”.

A mixed‐methods approach was adopted comprising semi‐structured interviews (with 37 interview partners) and standardized employee surveys with 890 respondents.

Findings indicate that identity of the new organization was largely shared among members of the different subgroups. Though the employees considered their pre‐merger identities to be at stake (as demonstrated through the interviews), this experienced threat was not very strongly expressed in the survey. In fact, the sub‐groups were able to maintain distinctiveness, acknowledge the value added of each group, and had access to resources.

The main study limitation concerns the fact that this research was conducted using a cross‐sectional design. It would be interesting in future research to observe the processes as they unfold over time.

The paper's findings may help managers and change agents to understand that within merger partners, subgroups exist and different concerns in terms of their identity may emerge.

The results shed light on how shared identity in the new organization can successfully develop despite different perceptions of the integration process of members from the acquired and the acquiring groups. In contrast to past research findings on M&As, positive results were achieved despite contradictory perceptions of integration process of members of the acquired and the acquiring groups.

The purpose of this study is to develop a comprehensive international tax evasion framework by examining how national cultural variables and economic structural variables impact individuals’ tax morale and tax evasion.

This study uses structural equation modeling (SEM) to simultaneously analyze direct and indirect paths between country-level variables, tax morale, and tax evasion.

The results of this study show that multiple cultural and structural level variables directly impact tax evasion. Further, multiple cultural variables indirectly impacts tax evasion via changing individuals’ tax morale attitudes. In that, higher tax morale leads to lower levels of tax evasion. Finally, the analysis demonstrates that tax morale attitudes and tax evasion levels differ significantly in developed countries versus in-transition or developing countries. In addition, the impact of these cultural variables and economic variables on tax morale and tax evasion differ depending on a country’s economic development.

This study further develops an understanding of how various cultural variables and economic variables impact tax evasion. Such that, some of the variables change tax morale attitudes which impacts tax evasion while other variables impact tax evasive behavior directly. This more holistic model can be used by researchers to further explore tax evasion behavior in an international context.

Policy makers should take note of this study when developing strategies to mitigate tax evasive behavior. Specific country characteristics, such as culture and economic structure, will impact how individuals respond to policy (e.g., new laws or penalties).

The purpose of this paper is to examine if personal identification could explicate the black box between participative leadership and employee ambidexterity. Also, the authors aim to explore how and why the top-down effects of higher-level leadership styles affect lower-level outcomes.

The authors collected multilevel and multisource data from top manager teams, and unit managers and employees of research and development, marketing and sales, and operations from Taiwanese technology firms.

The results revealed that individual-level personal identification partially mediated the relationship between firm-level participative leadership and individual-level employee ambidexterity, and individual-level coworker social support moderated the effect of firm-level participative leadership on individual-level employee ambidexterity through individual-level personal identification.

This paper demonstrated the importance of participative leadership and personal identification. It contributed to profound comprehension for potential mechanisms of individual-level personal identification and an enhancer of individual-level coworker social support why and how affects firm-level participative leadership on individual-level employee ambidexterity.

Research regarding pay inequities between the sexes is well established; however, internal compensation strategies and perceived labor pools (percentage of gender/minority applicants) have not been explored in depth. This paper aims to address this issue.

A total of 381 business students and 101 compensation specialists/managers participated in two experimental studies to establish the impact of perceived labor pools' ethnicity and gender on compensable factor weighting.

Results supported hypotheses that significant discriminatory weighting of compensable factors would be established by the perceived ethnicity of the labor pool, the perceived gender of the labor pool, and participant gender.

A limitation of study one could be the population (business students) who may reflect a lack of knowledge of and/or a potential lack of interest in strategic compensation. Many of the students are likely to have had work experience but their exposure to compensation concepts was potentially limited. Accordingly, study two was conducted with experienced compensation specialists/managers in a real‐world setting. While study two was methodologically stronger, evaluators were from an area with high proportions of technology occupations where compensation specialists may be more familiar with external compensation surveys due to rapid changes in jobs.

The ramifications of potential discrimination at the compensable factors weighting stage of defining compensation internal alignment are tremendous. The implications for pay structure, perceived fairness, and motivation can have an immense impact on overall organizational productivity and success. Internal equity discrimination can also have ramifications for vast litigation (the author was consulted by the EEOC in the use of the research for the purposes of class action lawsuits).

As business students generally aspire to become members of the managerial cadre, the dangers of potential explicit or implicit bias in the weighting of compensable factors (and their interactions) can reduce the efficiency of the compensation plan, hamper motivation of those hired to work within its structure, and potentially set the stage for class action litigation. Accordingly, those tasked with teaching job evaluation (be they business professors, consultants, or human resources managers) need to address issues of social bias and encourage the committee to challenge the biases of which they may or may not be aware.

After a groundswell of interest in comparable worth and sex‐related errors in job evaluation in the mid‐1980s, research failed to establish perceived incumbent, applicant, and labor pool ethnicity and ethnocentrism on internal compensation structuring. This study builds on past research by establishing the impact of ethnocentrism on internal compensation structuring in point factor job evaluation, extending workplace ethnocentrism theory by applying it to Title VII in implementation, data collection and interpretation of job evaluation and, most importantly, establishing the impact of perceived labor pools' demographics (and subsequent proportions of racial/ethnic group members associated) on differential compensatory factors weighting.

The purpose of this paper is to provide a foundation for future research pertaining to establishing the distinctness of the sport industry from an employee psychology perspective.

This conceptual paper is rooted in social identity theory which maintains that certain levels of self‐esteem and psychological fulfillment can be derived from one's membership in particular groups. The authors have developed a model of positive social identity in sport organizations that details the benefits and consequences of psychological fulfillment related to employment in the sport industry.

Within the proposed model, the paper outlines how particular elements of social identity derived from one's employment in sport may play an active role in particular job attitudes by enhancing the employee's self‐esteem and contributing to overall self‐evaluation. It further explains how social identity in the workplace may influence individual outcomes such as organizational citizenship, commitment, satisfaction, and job involvement, depending on the strength of the attitude. The elements of the model are explored and future research directions are given.

A key question to be addressed is whether or not sport is a distinct context within which to apply management theory. This paper proposes a conceptual model and research agenda surrounding the idea that one critical area of distinction may be the psychology of employees.

Drivers and barriers for employee ownership vary between countries because of differences in Politics, Institutions and the Economy (PIE). By analyzing this variation, the purpose of this study is to answer why employee ownership has developed fast in the United States and not in Denmark.

The drivers and barriers for employee ownership are identified from the scientific literature, and the main societal dynamics are identified through the PIE model covering the dynamics between politics, institutional change and the economy. Politics focuses on different social groups influencing the development of institutions driving or hindering employee ownership in the economy.

United States has followed a self-enforcing circle with broad political support of “shared capitalism,” including the employee stock ownership plan (ESOP) type of employee ownership. In Denmark, the labor movement rejected worker cooperatives as a main strategy and focused on building up the welfare state. Center-right parties favored employee stocks, but the institutional framework never overcame the barriers for employee ownership.

This is the first study to perform an analysis of politics, institutional change and economic development to explain drivers and barriers for employee ownership and to make a comparison between the development of employee ownership in the United States and Denmark.

The purpose of this paper is to argue that bullying is a gendered, rather than gender‐neutral, phenomenon.

The paper reviews empirical findings on gender and bullying and identifies and discusses theoretical frameworks that can provide explanations for identified gender differences.

The paper shows that there are gender differences not only in reported prevalence rates and forms of bullying, but that gender also matters for the way targets and third parties make sense of and respond to bullying. It is shown that gendered conceptions of power, gender role socialisation theory and social identity theory are all relevant for explaining reported gender differences.

The theoretical frameworks that have been selected should not be seen as exhaustive, but rather as useful examples. The authors encourage researchers in the field of bullying to pursue cross‐disciplinary research and actively apply existing theoretical frameworks to integrate their findings more firmly in existing research on related themes.

The finding that bullying is gendered rather than gender‐neutral has implications above all for the way managers, organisational representatives and policy‐makers should address and prevent workplace bullying.

The paper questions the prevailing notion that bullying is gender‐neutral and demonstrates the importance of gender in the experience of workplace bullying. It further identifies gaps in research and puts forward an agenda for future research in this area.

This paper aims to explore how female academics use cronyism to cope with the lack of emancipative support resulting from their intense teaching and research duties, poor representation at senior administrative levels and their exhausting familial commitments.

Qualitative semi-structured interviews were conducted with 32 female academics working full-time at four public universities in Egypt.

The findings showed that the low action resources (considering their unreasonable teaching loads, research requirements and supervision engagements), emancipative values (the unfair representation of female academics at senior administrative levels) and civic entitlement (universities not serious about promoting gender equality) are perceived by female academics as a lack of empowerment that necessitates their adoption of cronyism as their main coping strategy. Moreover, in male-dominated societies, female academics who do not have the power to shape their work-related status tend to use undesirable behaviours such as cronyism to mitigate the negative consequences of the shocks they encounter.

This paper contributes by filling a gap in human resources management in which empirical studies on the relationship between cronyism, emancipation and career shocks have been limited so far.