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A company may ignore its non‐obligatory responsibilities to employees during a major change such as a merger, leading to their disaffection and feeling of insecurity. The purpose of this paper is to explore how employee views of the merged organization differ by their pre‐merger background, and to explain the impact of the poorly perceived organizational virtue on employees' emotional response to the merged organization including satisfaction, emotional attachment, job security and loyalty.

The methodology involved a questionnaire survey of employees from an organization in crisis following a merger due to poor employee morale and high labor turnover.

The two major findings were: first perceptions of organizational empathy, warmth and conscientiousness were strongly correlated with employee loyalty, perceived job security, satisfaction and emotional attachment. Second, company background prior to the merger had a contrary effect to that expected from existing literature; employees from the acquiring companies had more negative feeling towards the merged organization.

The research findings highlight the importance of promoting the virtues of empathy and warmth as keys to ensuring the emotional attachment and loyalty of key employees to ensure the long‐term success of the merger.

Despite growing interest in applying virtue ethics into business, empirical studies assessing organizational level virtue are rare. This empirical study of the organizational virtue advances, complements, and distinguishes itself from existing studies on merger, by demonstrating the importance of non‐obligatory virtues (those beyond legal and economic responsibilities) perceived by employees.

Most mergers and acquisitions fail to achieve their financial objectives (Buono & Bowditch, 1989; Cartwright & Cooper, 1996). For example, only 12% of a sample of mergers and acquisitions managed to accelerate their average revenue growth significantly over the three years after the companies came together (Bekier, Bogardus & Oldham, 2001). Yet there is no consensus as to the causes of this lack of success, which is surprising, particularly after the thousands of mergers that have occurred in the past and the acceleration in merger and acquisition activity up until recent times. The reasons given for failure often draw on a financial perspective, for example, that too high a price was paid by the aquisitor (Daniel & Metcalf, 2001). But such explanations may cover other, more useful, insights into how mistakes can be avoided in the future and how the chances of success can be enhanced.

This paper aims to test one of the symbolic influences of the employee on brand associations and by doing so demonstrate why the stereotyping of employees should be added to the research agenda for corporate branding.

The research is a quantitative study of the employees (n=424) and customers (n=964) in 28 branches of four fashion retailers providing data to model the influence of employee age on the associations customers make with such corporate brands.

Theory suggests two competing employee age‐related stereotypes influence the associations customers hold of a corporate brand. Using a measure of brand personality, the authors confirm that the older the average age of employees the more competent the corporate brand appears but the less enterprising. The overall effect on customer satisfaction is negative. The average age of employees and customers in the branches studied also correlate positively. The symbolism of the employee to the customer, in this instance due to their age, can be important in creating associations with the corporate brand.

Discrimination in employment due to an employee's characteristics is illegal in most circumstances. However the authors' findings show employers need to recognize the potential influence on their corporate brand imagery (and consequently customer satisfaction) due to employee stereotyping by customers and the symbolic as well as the functional role that employees can have in marketing a corporate brand.

While prior research argues that employees influence a corporate brand by how they behave, less is known about any symbolic effects due to their stereotyping by customers. The symbolism to customers of brand elements such as packaging has been researched but, thus far, the symbolism of employees, the employee stereotype effect, has been largely but wrongly ignored.

The purpose of this study is to recognize the empirical inhibitors of knowledge management (KM)in value co-creation in the dairy production context.

This study undertook a qualitative multiple-case study strategy. The datas collected comes from five players in the dairy sector that jointly co-create value. In addition to in-depth interviews with the actors, this study considers complementary documents, with reports, management flowcharts. Content analysis was conducted based on Bardin (2011).

This study identified three empirical barriers for KM in managing value co-creation in dairy production. The inhibitors observed were related to ineffective communication among stakeholders, organizational culture and high competitiveness. This study identified that sharing and KM among actors is a way to stimulate innovative solutions via value co-creation in dairy production.

This study explores the context in the Center-South of Brazil; therefore, it is not generalizable.

The findings help the managers to deal with the KM inhibitors in the value co-creation context and define actions based on the strategies listed to overcome the barriers identified in dairy production. This study can also help managers to change the mindset of organizations by adding KM to the organizational culture, as it identifies existing barriers in the sector and contributes by suggesting attitudes and tools capable of overcoming such difficulties.

Professionals in the dairy sector, especially the small rural producer, can have access to knowledge and professional training through the value co-creation among actors in the dairy sector. In this sense, the milk quality, for example, the nutritional characteristics and traceability of the milk, can be improved for the final consumer.

This study reveals the empirical inhibitors of KM presents in the value co-creation in the dairy production context. Additionally, insights to deal with the lack of sharing information and knowledge among multiple actors.

Environmental management accounting (EMA) has received increasing interest since 2000 and is now regarded as an effective tool to deal with environmental issues and the economic performance of companies and countries. This study aims to examine the impacts of institutional pressures on the adoption of EMA by manufacturing companies operating in Libya. The study examines how such adoption is impacted by four contingent factors, namely, company size, company age, environmental management system adoption and business type.

Data was collected from a sample of medium- and large-sized manufacturing companies operating in Libya by means of a questionnaire survey. Institutional pressure and contingency factors were tested against the level of EMA adoption via multiple regression analysis and moderator multiple regression.

The results indicate that the relationship between coercive pressures and EMA adoption varies as a function of company size. This result indicates that when companies face pressures, the way they respond depends on specific circumstances and characteristics of the company such as company size.

The key contribution of this study to the body of knowledge comes from being able to combine contingency and the new institutional sociology perspective of the institutional theory to create a complementary perspective. This was achieved by examining the moderating effect of the four contingent variables on the relationship between institutional pillars and EMA adoption in manufacturing companies in Libya.

This paper discusses the relationship between minority ethnicity, well‐being and children's social capital in the light of data from a qualitative study on social capital among 32 British Punjabi primary school children. Through a broad overview of social capital literature on ethnic minorities and children's welfare, the case is made for placing children's well‐being in a contextual framework that acknowledges the variety and wealth of children's everyday experiences. Looking at the children's social networks and future aspirations, the discussion will draw out ways in which social capital processes interact with other aspects of children's identity, including ethnicity and gender, from a child‐centred perspective. Finally, some exploratory ideas are offered as to how bonding processes may affect children's psychological well‐being, and how they may be viewed through the concept of ‘emotional capital’.