A UK Empirical Test of the Larson-Gonedes Exchange Ratio Model

This paper adopts the Larson-Gonedes merger exchange ratio determination model to investigate the bargaining area in UK takeovers involving share-for-share exchanges. The model focuses on price-earnings ratios rather than share price returns and so is more consistent with practical valuation methods than other approaches. The basic model is extended for the UK to consider both cash alternative offers and mixed offers involving cash and equity consideration. The model is tested on a sample of 95 UK takeovers between 1984 and 1988 using consecutively unadjusted, FT All Share Index adjusted and beta adjusted price bases. The analysis adopts the conventional chi-square test used by Conn and Nielsen but, in addition, a new test is developed based on a Generalised Likelihood Ratio. We find that on an unadjusted price basis there is greater support for the Larson-Gonedes model in the UK than Conn and Nielsen found for the US. However, our extended model based on adjusted prices provides more cautious support. In addition, we conduct a sensitivity analysis to test the robustness of the results and provide further evidence on the wealth effects on acquiring and acquired company shareholders.     

Brazilian management gurus as reflexive soft-HRM practitioners: an empirical study

This article is an empirical study of Brazilian management gurus, that is, Portuguese-speaking gurus who practise almost wholly in Brazil. It is based on secondary, and primary elite interview data, and finds that Brazilian gurus are reflexive, national-culturally congruent, soft-HRM practitioners, a collective institution working with companies on the implementation of soft-HRM initiatives. Identifying Brazilian gurus in this way is our first contribution. Our second contribution is to provide an empirical account of the very existence and work of these particular national gurus, distinguished from international gurus (like Tom Peters), and not otherwise mentioned in the literature on gurus or soft-HRM. Our third contribution is to present gurus' own understandings of their practice in this soft-HRM role. This they relate to the Brazilian cultural context, and distinguish from that of business schools and motivational speakers. They also identify personally unique characteristics. Our final contribution, taking these three together, is to explore their implications for understandings of HRM, in Brazil and internationally, particularly in relation to the role management gurus.     

The effects of externalities and framing on bribery in a petty corruption experiment

Using a simple one-shot bribery game simulating petty corruption exchanges, we find evidence of a negative externality effect and a framing effect. When the losses suffered by third parties due to a bribe being offered and accepted are high and the game is presented as a petty corruption scenario instead of in abstract terms bribes are less likely to be offered. Higher negative externalities are also associated with less bribe acceptance. However, framing has no effect on bribe acceptance, indicating that the issue of artificiality may be of particular importance in bribery experiments.     

Disparities Old and New in US Mental Health during the COVID-19 Pandemic*

The COVID-19 pandemic has reduced well-being and economic security on a number of dimensions, likely worsening mental health. In this paper, we assess how mental health in the US population has changed during the pandemic. We use three large, nationally representative survey sources to provide a picture of mental health prior to and during the pandemic. We find dramatic but broad-based declines in the level of mental health from pre-pandemic baseline measures across both people and places. Rates of poor mental health have jumped roughly 25 percentage points, from a base of roughly one-third. We document substantial disparities in mental health but show that the pandemic has generally preserved, rather than widened, these. Significant worsening in relative mental health among Hispanics and respondents aged 30 and older are exceptions. Consistent with an important role for pandemic-specific shocks, We find that income loss, food insecurity, COVID-19 infection or death in one's close circle, and personal health symptoms are all associated with substantially worse mental health. If anything, the decline in mental health is worsening as the pandemic wears on and is becoming less related to local COVID-19 case rates.     

US Labour Relations in Transition: Emerging Strategies and Company Performance

This report examines strategic labour relations and operational changes pursued by large, highly unionized, US manufacturing companies over the 1975–86 period. Four fairly distinguishable strategies are identified as implemented across a sample of 105 companies. These strategies are characterized by various combinations of activities associated with union avoidance, deunionization and co-operation. In addition to describing these strategies, we examine changes in company performance associated with these strategies for a subsample of 56 companies. It is found that, on the one hand, improvements in company performance are associated with extensive cooperative efforts across unionized facilities, but, on the other hand, they are also associated with the opening of non-union facilities and the simultaneous closing of unionized facilities. In contrast, the closing of unionized facilities (but not non-union facilities) and the decertification of unions are negatively associated with company performance.     

Bayesian networks for identifying incorrect probabilistic intuitions in a climate trend uncertainty quantification context

Abstract

Probabilistic thinking can often be unintuitive. This is the case even for simple problems, let alone the more complex ones arising in climate modelling, where disparate information sources need to be combined. The physical models, the natural variability of systems, the measurement errors and their dependence upon the observational period length should be modelled together in order to understand the intricacies of the underlying processes. We use Bayesian networks (BNs) to connect all the above-mentioned pieces in a climate trend uncertainty quantification framework. Inference in such models allows us to observe some seemingly nonsensical outcomes. We argue that they must be pondered rather than discarded until we understand how they arise. We would like to stress that the main focus of this paper is the use of BNs in complex probabilistic settings rather than the application itself.     

Well‐being‐oriented human resource management practices and employee performance in the Chinese banking sector: The role of social climate and resilience

Drawing upon positive psychology and a social relational perspective, this article examines the relationship between well‐being‐oriented human resource management (HRM) practices and employee performance. Our multilevel model examines relationships among collectively experienced well‐being‐oriented HRM practices, social climate (characterized by trust, cooperation, and shared codes and language that exist among individuals within the organization), employee resilience, and employee (in‐role) performance. Based on the two‐wave data obtained from 561 employees and their managers within 62 bank branches in 16 Chinese banks, our multilevel analyses provide support for our four hypotheses. First, we found a positive relationship between well‐being‐oriented HRM practices and social climate. Second, social climate mediated the relationship between well‐being‐oriented HRM practices and employee resilience. Third, we found a positive relationship between resilience and employee performance. Finally, employee resilience mediated the relationship between social climate and employee performance. This study is one of the first to unpack the social mechanisms through which well‐being‐oriented HRM practices increase development of resilience and subsequent employee performance at the workplace, namely through influencing group feelings of social climate.