| Allocation Processes in Mergers and Acquisitions: An Organisational Justice Perspective |
| | Meyer, Christine Benedichte | Norwegian School of Economics and Business Administration | christine.meyer@nhh.no | (47)-55-959567 |
| | This paper contributes to the understanding of allocation processes in
mergers and acquisitions by applying an organisational justice perspective.
This is a perspective that has been neglected in the past research on
mergers and acquisitions, but which is of utmost importance to protect
and develop the human assets of the corporations. In particular the paper
examines the interactions between procedural and distributive justice and
discuss the trade-offs between multiple goals in the allocation process.
Mergers and acquisitions are typically driven by multiple motives.
Findings in this paper suggest that there are different approaches to
apply justice rules in mergers and acquisitions and that these approaches
have different implications for meeting multiple goals. The choice of
equity in combinations with fair procedural rules is an approach which
both comply with the goal of maximising shareholder value and the goal of
smoothing the cultural integration process. The choice of this approach
does however rest upon an unbalanced power relationship and relatively
low ambiguity. When there is a high degree of ambiguity and a balanced
power relationship, the management have to make trade-offs between the
maximising shareholder value and smoothing the integration process.
This paper also suggests that it is necessary to distinguish between
different procedural rules when exploring the interactions between
distributive and procedural justice in the context of mergers and
acquisitions. In particular the study suggests that one should
distinguish between rules that have direct effect on cultural
integration and rules that interact with distributive justice.
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| | Keywords: justice processes; mergers and acquisitions; implementation |
| Employment Discrimination-Claiming Behavior: The Effects of Organizational Justice, Social Guidance, and Perceived Discrimination |
| | Goldman, Barry Marc | U. of Arizona | bgoldman@bpa.arizona.edu | (520)-621-9313 |
| | This research investigates the process by which employees decide to file a claim of employment discrimnation. It used structural equation modeling to investiate surveys collected from 294 employees who had been involuntarily terminated from their jobs after first complaining about the termination to an authority. The results support the importance of procedural and distributive (in)justice, social guidance, and perceptions of discrimination as predictors of discrimination-claiming behavior. An alternative model investigates the role of perceptions of discrimination as a mediator in the process. |
| | Keywords: Litigation; Justice; Discrimination |
| Workplace Justice, Citizenship Behavior, and Turnover Intentions in a Union Context |
| | Aryee, Samuel | Hong Kong Baptist U. | saryee@hkbu.edu.hk | 852 23397565 |
| | Chay, Yue Wah | International Survey Research Corporation | fbacyw@nus.edu.sg | 65-8746439 |
| | This study examined the effect of workplace justice afforded by the
grievance system on citizenship behavior and turnover intentions and
the mechanisms that underpin these relationships in a union context.
Respondents (N=187)were members of a large public sector union in
Singapore. The results revealed that while both distributive and
procedural justice were related to the mediators of union instrumentality
and perceived union support only procedural justice ws related to the union
outcomes of citizenship behavior and turnover intentions.The results
further revealed that perceived union support did not mediate the
procedural justice-union outcomes relationships but union instrumentality
completely mediated the procedural justice-citizenship behavior relationship
and partially mediated the procedural justice-turnover intentions
relationship.Limitations of the study and implications of the findings for
enhancing the effectiveness and survival of unions in an increasingly
difficult environment are discussed. |
| | Keywords: Citizenship Behavior; Workplace Justice; Turnover Intentions |
| Influence and Third-Party Responsiveness: More Research on the Role of Instrumental and Non-Instrumental Voice in Fairness Perceptions |
| | Holbrook, Robert Leonard | U. of Central Arkansas | holbrook@mail.uca.edu | (501)-450-5359 |
| | Research in procedural justice has identified instrumental and non-instrumental components of voice. Accompanying interpretations appear to offer different theoretical explanations for the voice effect. Shapiro (1993) proposed a conceptual model to reconcile these differences. To date, there are no published empirical tests of the model. The present study extends and tests this model in a performance evaluation context. Results suggest that voice operates through both instrumental and non-instrumental mechanisms. Both components play a role in distributive justice judgments. The effect of these components on procedural justice judgments is mediated by distributive justice. Implications for managerial practice are discussed.
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| | Keywords: justice; voice; evaluation |