Earnings announcement return extrapolation

Review of Accounting Studies - We propose that extrapolative beliefs about earnings announcement (EA) returns may contribute to the understanding of EA return patterns. We construct a theoretically...     

The combined effects of positive and negative affect on job satisfaction and counterproductive work behavior

Management researchers have paid more attention to the role of affect in the workplace in the last two to three decades. While it is clear that positive affect (PA) and negative affect (NA) should be associated with positive and negative employee attitudes and behaviors, respectively, we know little about their combined effects. In this study, we provide preliminary evidence concerning the potential complexity of the interplay between PA and NA in affecting job satisfaction and counterproductive work behaviors (CWB). Results of polynomial regression analyses from a sample of 216 employees showed that congruence of PA and NA at high level leads to the higher level of job satisfaction and CWB than they are congruent at low level. For incongruence situations, PA higher than NA leads to higher level of job satisfaction and a lower level of CWB than when NA is higher than PA. Theoretical implications, limitations and future directions are discussed.

     

The link between formality and procedural fairness: The influences of precision,sensitivity and role clarity

This study investigates the complex and not straight-forward association between formality and procedural fairness. It examines the mediating roles of precision of performance measures, sensitivity of performance measures and role clarity. Using survey responses of functional managers of Australian manufacturing firms, the study finds that the link between formality and procedural fairness is mediated by sensitivity of performance measures and role clarity. Role clarity also mediates the link between sensitivity of performance measures and procedural fairness. Our study contributes to the literature by identifying two important factors through which formal performance evaluation can enhance procedural fairness, which is a source of performance motivation.