Search results

We call the attention of management scholars to the methodological traps inherent to data collected using self-reported emotional experience in the context of integration after mergers and acquisitions (M&A). In a systematic review, we identified 15 peer-reviewed empirical articles where authors discuss the impact of emotions in post-merger situations based on interview data. We found that the authors of 12 studies appear to have been unaware of the problems of the interview method or implicitly accepted the inherent and unavoidable distortions and biases of self-reported emotions over time. We argue that these distortions and biases represent threats to data validity and reliability. In support of this position, we cite literature suggesting it is difficult for researchers to reconstruct emotions experienced based on interviews conducted a few weeks after the events, so results based on this method may not be valid. The authors of these articles all relied on data collected several months or years after M&A integration events. Then, they sought to assess the impact of emotions at the time of the integration process. As a consequence, conclusions based on these data may be unreliable. We conclude with recommendations for overcoming this potential source of invalid data in post-merger integration (PMI) studies.

Body weight has a long history of functioning as a symbol of one’s beauty, social status, morality, discipline, and health. It has also been a standard inflicted much more intensely on women than men. While US culture has long idealized thinness for women, even at risky extremes, there is growing evidence that weight standards are broadening. Larger bodies are becoming more visible and accepted, while desire for and approval of a thin ideal has diminished. However, the continued widespread prevalence of anti-fat attitudes and stigma leaves uncertainty about just how much weight standards are changing. This study used an online survey (n = 320) to directly compare evaluations of thin, fat, and average size women through measures of negative stereotypes, prejudicial attitudes, and perceptions about quality of life. Results indicated that, as hypothesized, thin women were perceived less favorably than average weight women. However, fat women were perceived less favorably than both average and thin women. Men were harsher than women in their evaluations of only fat women. Additionally, participants being underweight or overweight did not produce an ingroup bias in their evaluations of underweight and overweight targets, respectively. That is, participants did not rate their own group more favorably, with the exception of overweight participants having lower prejudice toward overweight targets. These findings add to the emerging evidence that women’s weight standards are in transition, marked by an increasingly negative perception of thin women, though not necessarily growing positivity toward fat women. This evidence further points toward the need for more extensive research on attitudes of people across the entire weight spectrum.

This study delves into the interrelationships between business analytics (BA), strategic foresight (SF) and organisational resilience (OR) based on the systems theory. The research model was evaluated using Smart PLS 2.0. We found that both BA and SF have positive impacts on OR, explaining 32% of the change in OR. Additionally, BA was shown to have a positive effect on SF. We also discovered that BA partially mediates the relationship between SF and OR. However, no significant mediating effect was found in the relation of BA on OR through SF. These findings reveal the important role BA and SF play in enhancing OR, highlighting the mediating role of BA in the relationship between SF and OR. This research marks a significant advancement in the literature, being the first to establish this unique mediation effect and opens the way for future longitudinal research to validate and expand these findings.

In this chapter, I will outline the labels of giftedness and underachievement and present the theoretical debates surrounding these labels. A historicist examination of these labels follows, highlighting how the gifted underachievement (GUA) label emerges through the negation of “giftedness.” Subsequently, I explore the concept of GUA and its negative connotations, stemming from the positive valuation inherent in the term “giftedness” and its implications for what is considered “normal.” This chapter also reviews perspectives on shifting the focus away from the individual within the current paradigm of labeling giftedness and explores insights from systemic thinking and symbolic interactionism (SI). The conclusion underscores the necessity of a symbolic interactionist perspective to address the gaps in research on the labeling of giftedness and underachievement. Finally, I propose a generic definition that can be used in GUA research in the light of SI.

This chapter examines sexually violent hazing as a form of group sexual assault, which involves multiple perpetrators in a single sexually violent act, in the context of junior men's hockey in Canada. Research outside of the context of sport suggests that group sexual assaults are relatively rare. However, available evidence suggests that the prevalence of group sexual assaults perpetrated by male junior hockey players is significantly disproportionate to perpetration rates by men who do not participate in competitive sports. Drawing on examples from junior men's hockey in Canada, three main forms of group sexual assault are identified and explored in which multiple male junior hockey players have been reported for sexually assaulting: (1) new male team members through sexually violent hazing rituals, (2) female victims during team rookie nights or initiation parties and (3) a single female victim away from team activities. The data analysed include media files and written legal decisions involving group sexual assault allegations against 65 Canadian junior men's hockey players. This chapter reveals that each form is interconnected within the misogynistic culture of junior men's hockey in Canada, where group sexual assaults have long been tolerated, silenced and ignored by teams, leagues and legal officials.

In 2020, former Major Junior hockey players filed a lawsuit against the Canadian Hockey League (CHL), its three regional affiliates and each of their teams. The statement of claim (Carcillo v. CHL, 2020) alleges rampant institutionalised and systemic abuse shaped by a toxic environment that enables abuse, discrimination and other harmful conduct to continue. In response, the CHL commissioned an independent review panel (Thériault et al., 2020) to investigate the abuse allegations. The panel concluded that the culture in the CHL has allowed abusive practices to become a cultural norm. The purpose of this chapter is to provide an understanding of player perceptions of hazing in the context of an environment that is typically understood as hypermasculine to the point of enabling abuse and the vitiation of consent. Drawing on a content analysis of affidavits from the Carcillo lawsuit as well as semi-structured qualitative interviews we conducted with former CHL players, we discuss the findings that suggest that CHL teams and leagues have often fostered a culture that can facilitate dangerous hazing practices for which consent is not always authentically obtained.

This study draws on affective events theory (AET) to propose and examine a sequential process in which expatriate employees’ perceptions of psychological contract (PC) breaches impact their emotions (feelings of violation), which in turn influence their attitudes and ultimately their behaviors.

Expatriate employees (n = 228) working in the United Arab Emirates participated in an experiment with four employment scenarios created by manipulating transactional and relational PC promises. Participants, randomly assigned to each scenario, responded as if in a real job situation. Data analysis was performed using MANCOVA and structural equation modeling (SEM).

Employing an experimental design, the findings offer causal evidence that supervisors’ failure to fulfill employment promises adversely impacts expatriate employees’ perceptions of PC breaches, emotions, job satisfaction, organizational commitment, turnover intentions and performance. Consistent with the AET, the findings demonstrate that PC breaches impact expatriate employees’ emotions, which subsequently influence their attitudes and ultimately affect their behaviors.

The study provides recommendations for organizations and managers to improve relationships with expatriate employees and suggests actions to lessen the adverse effects of PC breaches.

To our knowledge, this is the first study that examined the sequential process suggested by the AET in the context of PC and expatriation, establishing that PC breaches impact expatriate employees’ emotions, which in turn affect their attitudes and ultimately their behaviors.

This study aims to explore the impact of psychosocial entitlement on workplace deviance, particularly in contexts marked by increased job autonomy. Additionally, this study delves into the organizational factors, including perceived support and justice, which play a crucial role in this dynamic.

Applying social exchange theory (SET), this study contends that fostering a fair and supportive workplace can deter entitled employees from workplace deviance. This study used time-lagged, multi-source data to analyse the interplay between psychological entitlement and workplace deviance in the presence of job autonomy and to assess the influence of perceived organizational justice and support. This study’s analysis uses SmartPLS for partial least square-structural equation modelling.

The study’s results indicate an elevated sense of entitlement among employees working autonomously and a heightened propensity for deviant behaviour when psychological entitlement increases. Yet, the data revealed moderating effects of perceived organizational support on the relationship between psychological entitlement and workplace deviance. A post hoc analysis found full mediation effects by psychological entitlement on the relationship between perceived organizational justice and workplace deviance.

To enhance organizational dynamics, management should prioritize promoting employee perceptions of organizational justice and support through impartial human resource policies, consistent policy implementation, initiatives such as virtual learning, improved mental health benefits and measurement tools for feedback on justice and support measures.

An essential theoretical contribution of this research resides in its extension beyond the conventional application of SET, traditionally associated with reciprocity in the workplace. This study showcases its effectiveness in elucidating the impact of psychosocial factors on reciprocity in organizational dynamics.