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Article
Publication date: 5 July 2011

Raymond T. Lee and Céleste M. Brotheridge

This study aims to examine sex and position status differences in the experience of workplace aggression. Based on the imbalance of power thesis, the aim is to posit that: women…

3429

Abstract

Purpose

This study aims to examine sex and position status differences in the experience of workplace aggression. Based on the imbalance of power thesis, the aim is to posit that: women would report targeting other women; men would report targeting either sex; supervisors would report targeting a peer or subordinate; victims would report that a supervisor more often uses indirect forms of aggression; a peer more often uses direct forms of aggression; and; after controlling for position status, men would report using direct forms of aggression more often than women who, in turn, would report using indirect forms of bullying more often than men.

Design/methodology/approach

A sample of 180 Canadian supervisory and non‐supervisory workers from several industries completed a questionnaire that included measures of aggressive acts.

Findings

Most men reported being targeted by another man, and most women reported being targeted by another woman. Similarly, most men reported that they targeted another man, and most women reported that they targeted another woman. Most respondents reported that their aggressor had either higher or the same position status as them, whereas, if the respondents targeted others, their victim had the same or lower status. Compared to similar status aggressors, higher status aggressors were reported by the respondents as using both direct and indirect forms of aggression more often. After controlling for position status, compared to women, men reported using both forms more often as well.

Originality/value

The findings have implications for how victims cope with workplace aggression and for developing organizational anti‐harassment policies.

Details

Journal of Managerial Psychology, vol. 26 no. 5
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 22 June 2010

Alicia Grandey, Anat Rafaeli, Shy Ravid, Jochen Wirtz and Dirk D. Steiner

The purpose of this paper is to illustrate how emotion display rules are influenced by relational, occupational, and cultural expectations.

3526

Abstract

Purpose

The purpose of this paper is to illustrate how emotion display rules are influenced by relational, occupational, and cultural expectations.

Design/methodology/approach

The authors compare these influences by assessing anger and happiness display rules toward customers, coworkers, and supervisors across four cultures.

Findings

Overall, the findings suggest that anger can be expressed with coworkers, can be slightly leaked to supervisors, but must be almost completely suppressed with customers. In contrast, happiness expression is most acceptable with coworkers. Moreover, though culture dimensions (i.e. power distance and collectivism) do predict display rules with organizational members, display rules with customers are fairly consistent across culture, with two exceptions. French respondents are more accepting of anger expression with customers, while American respondents report the highest expectations for expressing happiness to customers.

Practical implications

The results support that several countries share the “service with a smile” expectations for customers, but these beliefs are more strongly held in the USA than in other cultures. Thus, importing practices from the USA to other culturally distinct countries may be met with resistance. Management must be aware of cultural differences in emotions and emotion norms, as outlined here, to improve the experience of employees of globalized service organizations.

Originality/value

The authors integrate social, occupational, and cultural theoretical perspectives of emotional display rules, and build on the small but growing research identifying variation in display rules by work target, specifically speaking to the globalized “service culture.”

Details

Journal of Service Management, vol. 21 no. 3
Type: Research Article
ISSN: 1757-5818

Keywords

Article
Publication date: 6 July 2010

Jennifer D. Parlamis, Keith G. Allred and Caryn Block

This paper presents an attribution appraisal framework for venting anger in conflict and empirically tests moderating and mediating variables previously overlooked in the…

Abstract

Purpose

This paper presents an attribution appraisal framework for venting anger in conflict and empirically tests moderating and mediating variables previously overlooked in the literature.

Design/methodology/approach

This takes the form of a 2 (offender status: high or equal)×3 (target of venting: offender, third‐party, or no venting) between‐subjects factorial design. Qualitative and quantitative methods were employed.

Findings

Results showed that attributions were greater when venting was directed at a third‐party than when venting was directed to the offender. Venting to a third‐party when the offender was of equal status yielded the greatest expressed attributions of responsibility and post‐venting anger. Venting to a third‐party resulted in greater anger than not venting, whereas venting to the offender directly did not show a significant difference from not venting. In general, greater post‐venting anger was found for equal status offenders than high status offenders. Attributions of responsibility were found to mediate the relationship between target and post‐venting anger.

Research limitations/implications

Greater participant gender balance and obtaining a pre‐venting anger measure would have improved the generalizabilty and rigor of the study. Future research should investigate responses to venting and additional measures of venting effectiveness.

Practical implications

Venting is just steaming; anger is not reduced through the act of venting. Furthermore, what is said (and thought) during venting matters.

Originality/value

The paper demonstrates that the target of anger expression and the status of the offender are critical factors in venting. Additionally, it highlights the importance of attributions in the venting process.

Details

International Journal of Conflict Management, vol. 21 no. 3
Type: Research Article
ISSN: 1044-4068

Keywords

Article
Publication date: 10 December 2021

Timothy R. Moake and Christopher Robert

Humor can be a useful tool in the workplace, but it remains unclear whether humor used by men versus women is perceived similarly due to social role expectations. This paper…

Abstract

Purpose

Humor can be a useful tool in the workplace, but it remains unclear whether humor used by men versus women is perceived similarly due to social role expectations. This paper explored whether female humorists have less social latitude in their use of aggressive and affiliative humor in the workplace. This paper also examined how formal organizational status and the target's gender can impact audience perceptions.

Design/methodology/approach

Two scenario-based studies were conducted where participants rated the foolishness of the humorist. For Study 1, participants responded to a scenario with an aggressive, humorous comment. For Study 2, participants responded to a scenario with an affiliative, humorous comment.

Findings

Results suggested that high-status female humorists who used aggressive humor with low-status women were viewed as less foolish than low-status female humorists who used aggressive humor with low-status women. Conversely, status did not impact perceptions of male humorists who used aggressive humor with low-status women. Results also indicated that high-status women who used affiliative humor were viewed as less foolish when their humor was directed toward low-status men versus low-status women. Conversely, no differences existed for high-status men who used affiliative humor with low-status men and women.

Practical implications

Narrower social role expectations for women suggest that interpersonal humor can be a riskier strategy for women.

Originality/value

This study suggests that women have less social latitude in their use of humor at work, and that organizational status and target gender influence perceptions of female humorists.

Details

Journal of Managerial Psychology, vol. 37 no. 4
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 14 November 2016

Sébastien Dereeper and Aymen Turki

The purpose of this paper is to address whether the past dividend policy of target firm impacts dividend policies following US mergers and acquisitions (M&A).

2467

Abstract

Purpose

The purpose of this paper is to address whether the past dividend policy of target firm impacts dividend policies following US mergers and acquisitions (M&A).

Design/methodology/approach

The authors use the catering theory as a theoretical approach to test dividend change after a merger-acquisition. For the empirical design, dividend policy is captured using dividend status, payout ratio and dividend yield, and specifications are estimated using Probit and OLS models.

Findings

The data indicate that dividend policy of the target affects dividend policy of the combined entity in cases of stock-based deals. This result provides support for catering theory, which maintains that managers of acquirers adjust dividend policies following transactions to cater to target shareholders’ preferences.

Research limitations/implications

Although the tests suggest significant results using dividend status and payout ratio as measures of dividend, the authors do not find a similar effect for dividend yield.

Practical implications

Financial analysts evaluating merger-acquisition announcements may wish to predict the dividend policy following stock-based deals as they project the likely impact of past dividend policies of target firms. The results are also likely to be useful to investors.

Originality/value

The paper presents new evidence about dividend policy following M&A. To the authors’ knowledge, this is the first study that examines how an acquirer’s dividend policy is affected by an acquisition.

Details

Managerial Finance, vol. 42 no. 11
Type: Research Article
ISSN: 0307-4358

Keywords

Book part
Publication date: 17 November 2011

David Melamed

In this chapter, I detail a procedure for incorporating status characteristics with more than two ordered states, or graded status characteristics, into status characteristics…

Abstract

In this chapter, I detail a procedure for incorporating status characteristics with more than two ordered states, or graded status characteristics, into status characteristics theory. I revise theoretical definitions and assumptions accordingly. The new procedure adds a weighting function to the existing mathematical structure of the theory. I show that estimates using the new procedure are consistent with findings drawn from four experiments that were run in the standard setting for status characteristics theory. I also show that the procedure explains more variation and improves global model fit when predicting expectations using newly collected vignette data. I conclude with a general discussion of the procedures and implications for other expectation states theories and for research conducted outside the laboratory.

Details

Advances in Group Processes
Type: Book
ISBN: 978-0-85724-774-2

Article
Publication date: 3 April 2019

Sailesh Tanna and Ibrahim Yousef

The purpose of this paper is to investigate the impact of mergers and acquisitions (M&As) on acquiring company systematic risk using a global sample of 34,221 completed deals that…

1532

Abstract

Purpose

The purpose of this paper is to investigate the impact of mergers and acquisitions (M&As) on acquiring company systematic risk using a global sample of 34,221 completed deals that occurred between the years 1977 and 2012, covering 163 countries and 85 industries.

Design/methodology/approach

Acquirers’ systematic risk (beta) is calculated using the capital asset pricing model. The change in acquirers’ beta post-merger is obtained using event study and tested for mean differences across various sub-categories of deals. Cross-sectional regressions are then performed to test several hypotheses relating to the impact of diversification, method of payment, target status and prior experience on acquirers’ risk.

Findings

For the overall sample, the evidence suggests that acquirers’ beta tends to increase post-merger, but only in cases where their pre-merger risk is relatively low in relation to the risk of the market. The authors also show that cash payment deals for publicly listed targets contribute to reducing acquirers’ risk while stock payment increase risk. Diversification, whether global or across industry, has no significant impact on risk. On the other hand, for serial acquirers, the risk is increased significantly with more M&As.

Originality/value

This study contributes in a unique way by providing global evidence on acquirers’ systematic risk using a very large and diverse sample of M&A deals and investigating not only the impact of diversification on risk but also of other deal characteristics (e.g. method of payment, target status, acquirers’ prior experience) which have not been previously examined.

Details

Managerial Finance, vol. 45 no. 4
Type: Research Article
ISSN: 0307-4358

Keywords

Article
Publication date: 11 May 2020

Sailesh Tanna, Ibrahim Yousef and Matthias Nnadi

The purpose of this paper is to investigate whether the probability of deal success/failure in mergers and acquisitions (M&As) transactions is influenced by a range of deal, firm…

1119

Abstract

Purpose

The purpose of this paper is to investigate whether the probability of deal success/failure in mergers and acquisitions (M&As) transactions is influenced by a range of deal, firm and country-specific characteristics which tend to affect acquirers’ shareholder returns. The specific hypotheses under investigation relate to the method of payment (cash versus stock), target status (listed versus non-listed), diversification (domestic versus cross-border and industry-wide) and acquirers’ prior bidding experience. Additionally, the authors also investigate whether announced deals reflect an expectation about likelihood of deal completion.

Design/methodology/approach

The authors analyse the probability of deal success/failure in M&As by combining event study and probit regression-based methods. The authors use the standard event study methodology to calculate acquirers’ abnormal returns for up to 10 days before and after the announcement date. In the probit model, the dependent variable is the probability of deal i being failure depending on four sets of explanatory variables: method of payment, target status, diversification and acquirer bidding experience, along with a set of control variables.

Findings

The findings from event study confirm that market reaction is indifferent to whether announced deals are likely to be successfully completed or not, consistent with the efficient markets hypothesis. However, the results from cross-sectional, cross-country regressions confirm that the aforementioned deal characteristics, as well as certain firm and country level attributes do influence the likelihood of whether an announced deal is subsequently completed or terminated.

Originality/value

In examining whether the specific characteristics affecting the likelihood that M&A transactions, once announced, will ultimately succeed or fail, it seems natural to ask whether the market reaction at the time of deal announcement reflects an expectation regarding deal completion. This could be associated with specific deal or firm-level characteristics influencing shareholder returns or risk, and represents a unique contribution of this study, over and above the use of a global sample of M&A data. The empirical analysis investigates these issues by using an extensive, global sample of 46,758 M&A transactions from 180 countries and 80 industries, which took place between the years 1977 and 2012.

Details

Journal of Financial Economic Policy, vol. 13 no. 1
Type: Research Article
ISSN: 1757-6385

Keywords

Book part
Publication date: 2 June 2015

Aurora J. Dixon, Chu-Hsiang (Daisy) Chang and Russell E. Johnson

A number of theoretical frameworks exist to explain perpetrators’ motivation for workplace aggression. Most of them consider these behaviors as retaliatory actions from…

Abstract

A number of theoretical frameworks exist to explain perpetrators’ motivation for workplace aggression. Most of them consider these behaviors as retaliatory actions from individuals who experience triggering events in their workplaces. The current chapter describes a model that focuses on the motivations underlying proactive workplace aggression, and identifies situations where perpetrators consider their aggressive behaviors as morally justifiable. In particular, we argue that depending on the targets’ in- versus out-group membership and higher- versus lower-status in the hierarchy, aggressive behaviors may be viewed as acceptable to achieve perpetrators’ goals of forcing compliance or managing identity. The model extends the current literature by considering non-retaliatory workplace aggression, and by identifying potential avenues for future research and intervention to reduce proactive workplace aggression.

Details

Mistreatment in Organizations
Type: Book
ISBN: 978-1-78560-117-0

Keywords

Article
Publication date: 21 November 2022

Sakshi Kukreja, Girish C. Maheshwari and Archana Singh

The study aims to evaluate and compare the mergers and acquisitions (M&As) performance utilising a sample of deals originating from Brazil, Russia, India, China and South Africa…

Abstract

Purpose

The study aims to evaluate and compare the mergers and acquisitions (M&As) performance utilising a sample of deals originating from Brazil, Russia, India, China and South Africa (BRICS). In addition to nation-wise performance analysis, a further sub-sample analysis is conducted based on the target location (domestic and cross-border), development status (developed and emerging) and the acquired ownership stakes (majority and minority).

Design/methodology/approach

The final sample of the study includes 7,105 deals announced between 2000 and 2019. M&A performance is proxied by the abnormal returns earned over the select event windows. Multiple parametric and non-parametric tests are employed for testing the robustness.

Findings

The results indicate significant performance differences across BRICS markets, with the highest and lowest abnormal returns reported for Chinese and Russian acquirers, respectively. The disaggregated analysis also affirms the performance differences for the select sub-samples.

Research limitations/implications

The study highlights the need for acknowledging and expounding the differences in M&As across emerging markets. Further, the results of the study provide a possible explanation of the disagreement over the M&A performance results reported in the previous literature.

Practical implications

Acknowledging and understanding the potential performance differences based on location, ownership strategies and development status can aid executives in sharpening decision-making and also help general investors.

Originality/value

The study contributes by examining a comprehensive sample of deals across five major emerging economies, as against the majority of previous studies which have their results based on either single nation samples or have utilised only a sub-sample of domestic or foreign acquisitions.

Details

International Journal of Emerging Markets, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1746-8809

Keywords

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