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Scholars have identified several predictors of learner satisfaction, but little research addresses the impact of intragroup conflict in a virtual learning context. The purpose of this paper is to investigate the potentially deleterious effects of perceived intragroup relationship conflict on virtual learners’ intention to re-enroll.

Data were systematically collected from virtual learners using an online questionnaire and then analyzed by multiple regression models.

The results show that emotional expressiveness is an antecedent to perceived intragroup relationship conflict, and the relationship is moderated by individuals’ perceived enjoyment of computer-mediated communication. Virtual learners with a higher emotional expressiveness (i.e. extraverts) experience higher perceived relationship conflict, which in turn, lowers their intention to re-enroll.

The study confirms the antecedent and consequence of perceived intragroup relationship conflict in a virtual learning context.

Educational institutions and businesses may use three proposed strategies to deal with intragroup relationship conflict.

The study contributes to the limited knowledge on how to effectively manage virtual learning interactions by educational institutions and businesses.

The purpose of this study was to conduct a content analysis of humor styles used in US and Mexican television advertising.

A total of 97 television commercials broadcasted by major US and Mexican national television networks were classified under the four humor styles described by Martin et al.

Humor styles used in television advertising significantly differ between the two countries. US commercials use more affiliative, aggressive, and self‐defeating humor than do Mexican advertisements, while self‐enhancing humor is the predominant humor style of Mexican commercials and is used more frequently in Mexico when compared to the USA.

The findings reveal the frequency and types of humorous television commercials used in the USA and Mexico.

The study suggests that cultural differences should be taken into consideration when humorous advertising is used across borders.

The purpose of this paper is to investigate the relationships between the magnitude of job offshoring and organizational contingencies, including total number of employees, multinationality, business diversification, and relevancy of business activities.

Previous studies on job offshoring were restricted in descriptive and prescriptive understanding of the phenomena. Utilizing secondary data, this paper provides empirical findings on the magnitude of job offshoring from an organizational contingency perspective.

The results indicate that larger and multinational firms tend to offshore a larger number of jobs, and less diversified firms tend to offshore a higher ratio of jobs. Also, firms that offshore their core business activities are more likely to move a higher ratio of jobs to offshore destinations.

This paper reveals some of the key organizational factors that account for the magnitude of job offshoring within American firms.

The findings offer insights in what the government, the society, the workforce need to prepare for future changes and the globalization of business.

The paper offers empirical explanations of the magnitude of job offshoring. Various governmental, private, and international institutions may rely on the findings in making political, commercial, and social policies and decisions.