bluuebunny/crossref_metadata_2025_split huggingface dataset:
The efficacy of market abuse regulation in the UK
Authors: Lambe Brendan John 
Published: July 2016

Purpose
The purpose of this paper is to ascertain the efficacy of Financial Services and Markets Act (FMSA) (2000) in deterring illegal insider trading in target companies around the time of a merger and aquisition announcement.

Design/methodology/approach
The author uses an event study to measure the cumulative average abnormal returns (CAARs) around both the announcement and rumour date for a sample of UK takeovers between 2001 and 2010.

Findings
Statistically significant CAARs prior to the event date are observed across the sample.

Research limitations/implications
It is not possible to link unknown instances of illegal insider trading with pre takeover residuals, therefore explaining the residuals remains a deductive process.

Practical implications
Pre-event abnormal returns may indicate that trading on material nonpublic information is still a contributory factor in the run-up proportion of takeover premiums.

Social implications
This draws a question over the efficacy of the regulatory system.

Originality/value
This study provides evidence which points to insider trading activity ahead of Mergers in a post FMSA 200 UK context.
Estimating defaults in organized security lending markets
Authors: Osken Latif Cem , Onay Ceylan , Unal Gözde 
Published: July 2016

Purpose
This paper aims to analyze the dynamics of the security lending process and lending markets to identify the market-wide variables reflecting the characteristics of the stock borrowed and to measure the credit risk arising from lending contracts.

Design/methodology/approach
Using the data provided by Istanbul Settlement and Custody Bank on the equity lending contracts of Securities Lending and Borrowing Market between 2010 and 2012 and the data provided by Borsa Istanbul on Equity Market transactions for the same timeframe, this paper analyzes whether stock price volatility, stock returns, return per unit amount of risk and relative liquidity of lending market and equity market affect the defaults of lending contracts by using both linear regression and ordinary least squares regression for robustness and proxying the concepts of relative liquidity, volatility and return constructs by more than variable to correlate findings.

Findings
The results illustrate a statistically significant relationship between volatility and the default state of the lending contracts but fail to establish a connection between default states and stock returns or relative liquidity of markets.

Research limitations/implications
With the increasing pressure for clearing security lending contracts in central counterparties, it is imperative for both central counterparties and regulators to be able to precisely measure the risk exposure due to security lending transactions. The results gained from a limited set of lending transactions merit further studies to identify non-borrower and non-systemic credit risk determinants.

Originality/value
This is the first study to analyze the non-borrower and non-systemic credit risk determinants in security lending markets.
Effects of managerial communication as moderated by LMX and trait NA
Authors: Sniderman Pat , Fenton-O'Creevy Mark , Searle Rosalind 
Published: July 2016

Purpose– Using the concept of disconfirming communication to define interpersonal mistreatment, the purpose of this paper is to explore the impact of specific negative managerial communication behaviors on employee emotions, while taking into account both leader-member exchange (LMX) and employee trait negative affect (NA).Design/methodology/approach– In all, 275 working adults completed surveys about their managers’ confirming and disconfirming communication and their own emotional responses to these communications.Findings– The positive relationship between disconfirming managerial communication and employee negative felt emotion was reduced when LMX was high and was increased for employees with high trait NA personalities.Research limitations/implications– While the cross-sectional design exposes the study to potential common method bias, a priori andpost hocprocedures minimized this risk, confirming it has a negligible impact on the results.Practical implications– Study insights and the new instrument, the confirming/disconfirming managerial communication indicator can be used to train managers to be better communicators, thereby improving organizational effectiveness.Social implications– Drawing attention to the nature and emotional impact of disconfirming managerial communication may reduce its occurrence and lead to improved employee mental health with resultant positive effects for society.Originality/value– Unlike previous studies of interpersonal mistreatment and managerial communication, the authors focus explicitly on the effect on employee emotion and explore confirming and disconfirming communication, and the moderating roles of LMX and trait NA.
Political skill dimensions and transformational leadership in China
Authors: Brouer Robyn L. , Chiu Chia-Yen (Chad) , Wang Lei 
Published: July 2016

Purpose
– The purpose of this paper is to explore the relationship between the sub-dimensions of political skill and transformational leadership, arguing that in a Chinese sample, social astuteness, networking ability, and interpersonal influence will have a stronger impact than apparent sincerity. Additionally, transformational leadership is argued to mediate the relationship between leader political skill and subordinate job performance.

Design/methodology/approach
– This study used a dyadic, cross-sectional design where all data were collected at a single point in time and supervisors were matched to their followers.

Findings
– The results support that transformational leadership mediates the relationship between leader political skill and follower performance. Additionally, social astuteness was positively related to leader charisma, individualized consideration, and intellectual stimulation; whereas, interpersonal influence was related to leader charisma and intellectual stimulation. Apparent sincerity was not related to perceptions of transformational leadership.

Practical implications
– The findings imply that the authors might be able to design more customized training to reduce the costs of leadership development programs. Specially, in China, focus should be paid to increasing social astuteness and interpersonal influence only.

Originality/value
– This study is one of the few to examine the relationship between the sub-dimensions of political skill and transformational leadership. This is especially noteworthy in the context of the Chinese sample employed, as most political skill research has been done in western contexts.
Perceived organizational culture and engagement: the mediating role of authenticity
Authors: Reis Germano , Trullen Jordi , Story Joana 
Published: July 2016

Purpose– The idea of being authentic at work is gaining traction in both academia and organizations. The purpose of this paper is to test whether four types of perceived organizational culture (hierarchical, clan, market, and adhocracy) influence employees’ authenticity and whether behaving more authentically at work influences the extent to which employees are engaged with their jobs.Design/methodology/approach– The sample includes 208 professionals working in a variety of industries in Brazil. Hypotheses are tested using structural equation modeling.Findings– Results indicate that environments that are perceived to be more inclusive and participative, and that incentivize autonomy (i.e. clan and adhocracy cultures) neither nurture nor inhibit authenticity. On the other hand, cultures perceived to emphasize stability, order, and control (i.e. hierarchy and market cultures) are negatively related to authenticity. In addition, employees who behave more authentically at work are more engaged with their jobs. Authenticity at work also mediates the relationship between hierarchical and market cultures and work engagement.Originality/value– The authors address the call of Robertset al.(2009) for more research associated with the role that the organizational context plays in the development of authenticity. With the focus on authenticity the authors broaden the range of work engagement antecedents already discussed in the literature (Christianet al., 2011).
Heavy work investment, personality and organizational climate
Authors: Schaufeli Wilmar B. 
Published: July 2016

Purpose
– The purpose of this paper is to assess the relative importance of personality and organizational climate for two forms of heavy work investment; workaholism, a “bad” and work engagement, which represents a “good” kind of heavy work investment. More specifically, it is hypothesized that workaholism is positively related to neuroticism (H1) and that work engagement is negatively related to neuroticism and positively to the remaining Big Five personality traits (H2). In addition it is hypothesized that workaholism is positively related to an overwork climate (H3), whereas work engagement is positively related to an employee growth climate (H4).

Design/methodology/approach
– An online survey was conducted among a sample of the Dutch workforce (n=1,973) and the research model was tested using structural equation modeling.

Findings
– It appeared that, in accordance to H1 and H2, particularly neuroticism is related to workaholism, while all personality traits are related to work engagement (predominantly openness to experience and neuroticism). Moreover, and also in accordance with the hypotheses, workaholism is exclusively related to an overwork climate (and not to a growth climate), whereas work engagement is exclusively related to an employee growth climate (and not to an overwork climate).

Originality/value
– For the first time the simultaneous impact of personality and organizational climate on two different forms of heavy work investment is investigated. Since no interaction effects have been observed it means that of personality and organizational climate have an independent but also specific impact on both forms of heavy work investment.
Relationship of eudaimonia and hedonia with work outcomes
Authors: Turban Daniel B , Yan Wan 
Published: July 2016

Purpose– The purpose of this paper is to examine the effects of two perspectives of well-being, hedonism and eudaimonism, on job attitudes and extra-role behaviors. Theoretically, hedonism equates well-being with the experience of pleasure, whereas eudaimonism is the experience of personal growth, purpose and social significance.Design/methodology/approach– Data were collected from 528 administrative support staff at two points in time. At time 1, hedonia and eudaimonia at work were measured. Job attitudes and extra-role behaviors were measured at time 2.Findings– Results indicate that hedonia and eudaimonia, although strongly correlated, have unique effects on job attitudes and extra-role behaviors. Further, there is a synergistic effect between eudaimonia and hedonia such that experienced eudaimonia has a stronger effect on employee outcomes when hedonia is higher.Practical implications– Popular books highlight the importance of creating happy workers. However, one’s view of happiness/well-being at work influences the actions taken to improve such well-being. An important implication of this study is that firms should focus on creating an environment that fosters personal growth, a sense of purpose and a feeling of social significance in addition to hedonic happiness.Originality/value– Both eudaimonic and hedonic measures of well-being were examined and results indicated that both were important predictors of extra-role behavior and job attitudes. Such results not only highlight the importance of explicit examination of additional conceptualizations of well-being at work, but also indicate the importance of eudaimonia at work.
The contingencies of person-organization fit perceptions
Authors: Überschaer Anja , Baum Matthias , Bietz Bjoern-Thore , Kabst Rüdiger 
Published: July 2016

Purpose– The purpose of this paper is to build on previous studies on the link between objective and subjective person-organization fit (P-O fit) and argue that the strength between objective and subjective fit is contingent on advertisement attractiveness and organizational image. Accordingly, the authors observe if advertisement attractiveness and organizational image help to strengthen the objective-subjective P-O fit relation.Design/methodology/approach– The authors conduct a survey among 942 individuals and compare between prospective jobseeker (n=629) and actual jobseeker (n=313) subsamples.Findings– Generally, the authors show that ad advertisements positively moderates the relation between objective and subjective fit. Moreover, the authors show that advertisement attractiveness moderates the relationship between objective and subjective fit for prospective jobseekers while the moderating influence of advertisement attractiveness is not significant for actual jobseekers. Organizational image, however, is shown to act as a negative moderator, particularly for the actual jobseeker sample.Research limitations/implications– The authors aim to contribute to prior research by emphasizing how the link between objective and subjective P-O fit can be elevated by cues such as advertisement attractiveness and might be disturbed by a very good organizational image.Practical implications– This study informs practitioners how two important recruitment signals, job advertisement and organizational image, influence the transmission of objective into subjective fit and thus help firms to improve their recruitment efforts.Originality/value– Even though many studies support the effects of P-O fit on organizational attractiveness or application intentions, only little is known in terms of how the relationship between the two dimensions of P-O fit – objective and subjective fit – can be positively influenced. Hence, there is a lack of understanding of how firms can focus their recruitment efforts effectively on highly fitting individuals.
Structural determinants of psychological well-being for knowledge workers in South Korea
Authors: Joo Baek-Kyoo (Brian) , Park Jong Gyu , Lim Taejo 
Published: July 2016

Purpose– Employee well-being has been an under-researched area in the field of human resources (HR) and organizational behavior. The purpose of this paper is to investigate personal (learning goal orientation (LGO)), contextual (empowering leadership), and job-related (psychological empowerment) antecedents of psychological well-being (PWB).Design/methodology/approach– Individual perceptions of knowledge workers in nine Korean consulting firms in South Korea were obtained using a cross-sectional survey. HR managers distributed paper versions of a survey questionnaire to 400 employees, and 334 usable questionnaires were collected, giving the authors a final response rate of 83.5 percent.Findings– As a result of structural equation modeling analysis, the level of employees’ psychological empowerment turned out to partially mediate the relationship between LGO and PWB, while fully mediating the relationship between empowering leadership and PWB. LGO and perceived empowering leadership accounted for 54 percent of the variance in psychological empowerment and the three antecedents explained 47 percent of the variance in PWB.Research limitations/implications– This study relied on a cross-sectional survey method with potential common method bias. As a result of the single-factor test, however, it is unlikely to confound the interpretations of the results. Another limitation of this study is that the sample of this study was restricted to knowledge workers with relatively high cognitive ability since they were mostly junior male managers with four-year college or graduate degrees.Practical implications– To enhance perceived empowerment and PWB, HR, and OD practitioners can support employees and their managers by providing relevant HR practices and services including developing supportive empowering leaders with effective coaching skills, hiring, and developing employees with higher LGO, and redesigning jobs for employees so they feel more empowered.Originality/value– This study linked four emerging subjects in management and positive psychology: goal orientation, empowering leadership, psychological empowerment, and well-being research. The theoretical contribution of this study lies in that it is one of the first attempts to investigate the relationships among LGO, psychological empowerment, and PWB specifically for knowledge workers in South Korea.
The role of people and social context in promoting the IT organizational performance
Authors: Martinho José Luís , Gomes Carlos F. , Yasin Mahmoud M. 
Published: July 2016

Purpose– Motivated by the increasing role of information technology (IT) in today’s organizations, the purpose of this paper is to examine the relationships between business and IT executives in order to improve the organizational performance of the different aspects of IT technology and related systems. In the process, special attention is given to drivers which facilitate the cooperation between the parties involved.Design/methodology/approach– This survey-based research utilizes structural equation modeling methodology to uncover the relevant variables pertaining to the promotion of a positive social and strategic context needed to increase the effectiveness of organizational IT facets.Findings– The effectiveness of IT in modern organizations is contingent on a social alignment, business – IT alignment, strategic consistency, and common vision among the people who manage the IT function and those who need the organization.Research limitations/implications– This study is based on a sample of Portuguese manufacturing organizations. Therefore, findings and conclusions should be interpreted accordingly. In this context, future research in other organizational cultural settings is called for in order to refine and validate the results of this study.Practical implications– The role of establishing an organizational culture which stresses the common goal and mutual trust and cooperation in creating effective IT organizational utilization is underscored. As such, business executives are encouraged to exercise their leadership skills in order to create an organizational strategy which aligns IT capabilities and investments with the competitive strategy of the organization. In this context, creating an organizational culture which promotes business – IT alignment in a healthy social context is necessary.Originality/value– The issues and concerns addressed in this study should bridge the gap between business and IT executives. In the process, this study facilitates and encourages the effective utilization of the different facets of IT technology as they better serve the people of the organization. This advances the cost and practice of the strategic organizational role of IT investments.
Networking behavior: from goal orientation to promotability
Authors: Huang Yin-Mei 
Published: July 2016

Purpose– Networking behaviors assist individuals in doing their jobs better and advancing their careers. However, most research emphasizes the effects of job characteristics on networking behaviors, neglecting the effects of individual differences in goal orientations. Moreover, few studies investigate the prospective evaluation of promotability and the mediating effect of networking behavior on the relationship between goal orientation and promotability. Thus, the purpose of this paper is to clarify the nomological network and to expand the domain of networking behavior by identifying networking as career- and community-based networking behaviors and by examining the differential relationships among goal orientation, networking behaviors, and promotability.Design/methodology/approach– This study surveyed and collected data from 160 financial employees and 103 supervisors working at branches of a large bank in Taiwan. Questionnaires addressing both networking behavior and goal orientation were distributed to employees, and one week later their supervisors were sent another survey about employees’ promotability evaluations.Findings– Learning goal orientation was positively related to both career- and community-based networking behaviors. Performance goal orientation was also positively related to career-based networking behaviors, but negatively related to community-based networking behaviors. Career-based networking behaviors, particularly maintaining contacts and engaging in professional activities, were found to be positively related to promotability. Results also show that career-based networking behaviors, particularly maintaining contacts and engaging in professional activities, mediated the relationship between goal orientation and promotability.Research limitations/implications– This study addresses the importance of distinguishing between networking behaviors as career based and networking behaviors as community based and shows that these two sets of networking behaviors arise from different goal orientations and have differential effects on supervisory evaluation of promotability.Practical implications– By linking networking behavior with promotability, this study helps managers understand how employees’ enactment of specific networking behaviors can facilitate both the employees’ career development and the employees’ placement in important organizational positions.Originality/value– This study fulfills an identified need to understand the nomological network of networking behavior.
Influences of cultural orientations on Emirati women’s careers
Authors: Kemp Linzi J. , Zhao Fang 
Published: July 2016

Purpose– The purpose of this paper is to explore how cultural orientations influence Emirati women’s career development. Drawing on the cultural theories of Hofstede (1980, 2001) and Houseet al.(2004), the authors investigated the cultural orientations of a sample of 19 women in the United Arab Emirates.Design/methodology/approach– In-depth interviews were conducted to collect life history data about women’s early lives, education and employment.Findings– The findings identify three themes that influenced the participant’s careers: family influence on careers, individual-level attitudes toward education for careers, and workplace career development.Research limitations/implications– Limited by the small sample of 19 female national participants that implies further international study is required to extend this research.Practical implications– The business application is that social values, beliefs and norms can be leveraged for women’s career success.Social implications– Policymakers are guided on key factors that influence Emirati women’s careers from a cultural perspective.Originality/value– The study makes a unique theoretical contribution in a model that shows: cultural dimensions are interrelated, cultural values and practices are interdependent, and cultural orientations vary between women and men.