By Sydney Finkelstein
What makes the "Advances in Mergers and Acquisitions" sequence stand out is its specialise in all 3 features that make up this study box - reports from students in several international locations, with varied examine questions, hoping on various theoretical views. one of these wide, and inclusive, method of mergers and acquisitions isn't really simply replicated in educational journals, with a lot narrower mandates and metrics. The collections released every year supply innovative rules via best students on a world scale. Doing so not just broadens the questions being studied, but additionally is helping researchers think of the inter-relationships between varied views. within the bottom line, find out how to construct figuring out round a subject matter as diffuse as mergers and acquisitions is to be either integrative, and expansive, in number of study questions and theoretical underpinnings. "Advances in Mergers and Acquisitions" deals this special standpoint, now not simply chanced on in different places, that may aid students take into consideration mergers and acquisitions in new methods, development our wisdom base in this severe subject.
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Extra info for Advances in Mergers and Acquisitions, Volume 8
1. D. 29ÃÃ 3 Descriptive Statistics and Correlations Matrix. 36ÃÃ 1 Table 1. 31 Organizational Identiﬁcation and Cultural Differences Table 2. Results of Regression Analysis for Employee Satisfaction with the Mergera. 92 Notes: The changes in R2 in models 2, 3 and 4 are in comparison with the value in model 1. The coefﬁcients reported are unstandardized estimates. 10. a N ¼ 4394. a result of the merger perceive the merger as less fair. Finally, we see that employees from almost all occupational groups react more negatively to the merger compared to corporate staff members.
Terry (Eds), Social identity processes in organizational contexts (pp. 31–48). Philadelphia: Psychology Press. Ashforth, B. , & Mael, F. (1989). Social identity theory and the organization. Academy of Management Review, 14, 20–39. Baron, R. , & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51, 1173–1182. , & Pruyn, A. (2006). Organizational identiﬁcation during a merger: Determinants of employees’ expected identiﬁcation with the new organization.
8. 9. 10. 11. 12. 2. 3. 4. 1. D. 29ÃÃ 3 Descriptive Statistics and Correlations Matrix. 36ÃÃ 1 Table 1. 31 Organizational Identiﬁcation and Cultural Differences Table 2. Results of Regression Analysis for Employee Satisfaction with the Mergera. 92 Notes: The changes in R2 in models 2, 3 and 4 are in comparison with the value in model 1. The coefﬁcients reported are unstandardized estimates. 10. a N ¼ 4394. a result of the merger perceive the merger as less fair. Finally, we see that employees from almost all occupational groups react more negatively to the merger compared to corporate staff members.