Advances in Mergers and Acquisitions, Volume 6 (Advances in by Cary L Cooper, Sydney Finkelstein

By Cary L Cooper, Sydney Finkelstein

Mergers and acquisitions remain a main car of development for corporations around the globe. not just within the usa and Europe, but in addition in Japan, China, India, Brazil and in different places senior executives are making large bets at the way forward for their enterprises. With such extreme scrutiny on the earth of commercial, it's not astounding that educational examine on mergers and acquisitions has been equally powerful. the themes diversity from procedure, to organizational integration, tradition, management, human source making plans, and fiscal research. equally, the theories dropped at undergo to assist comprehend mergers and acquisitions diversity from top echelons concept to the source dependent view of the company, aggressive research, organizational belief, networks, wisdom administration, and others.What makes the "Advances in Mergers and Acquisitions" sequence stand out is its specialize in all 3 features that make up this examine box - experiences from students in several nations, with diverse learn questions, and counting on various theoretical views. any such wide, and inclusive, method of mergers and acquisitions isn't simply replicated in educational journals, with a lot narrower mandates and metrics. The collections released every year supply leading edge principles by means of prime students on an international scale. Doing so not just broadens the questions being studied, but in addition is helping researchers think about the inter-relationships between varied views. within the base line, easy methods to construct figuring out round a subject matter as diffuse as mergers and acquisitions is to be either integrative, and expansive, in selection of learn questions and theoretical underpinnings."Advances in Mergers and Acquisitions" bargains this specified standpoint, no longer simply came across somewhere else, that would support students take into consideration mergers and acquisitions in new methods, development our wisdom base in this serious subject. In gentle of the large sums being invested in growth-via-acquisition options all over the world, educational study on mergers and acquisitions hasn't ever been extra very important.

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A. ), Cultural complexity in organizations (pp. 343–366). Thousand Oaks, CA: Sage Publications. Hogg, M. , & Abrams, D. (1988). Social identifications: A social psychology of intergroup relations and group processes. London: Routledge. Irrmann, O. (2002). Organizational culture and identity strategies in international management: An interdisciplinary review. Competitive paper presented at 28th EIBA conference, Athens, December 8–10. , & Trindall, N. (2002). Changing identity: Predicting adjustment to organizational restructure as a function of subgroup and superordinate identification.

M. (1964). Exchange and power in social life. New York: Wiley. , & Feys, J. (2005). Predictors of pupils’ and teachers’ identification with a merged school. Journal of Applied Social Psychology, 35(12), 2577–2606. Branscombe, N. , & Doosje, B. (1999). The context and content of social identity threat. In: N. Ellemers, R. Spears & B. Doosje (Eds), Social identity: Context, commitment, content (pp. 59–83). Oxford, UK: Blackwell. Branscombe, N. , Wann, D. , Noel, J. , & Coleman, J. (1993). In-group or out-group extremity: Importance of the threatened social identity.

63). The strength of a member’s organizational identification reflects the extent to which the content of a member’s self-concept is tied to his or her organizational membership, as compared to membership in other categories. Identification is a sense of belonging to one’s group (Hogg & Abrams, 1988) to the extent that members perceive a group’s successes as their own and its failures as their own failures (Kusstatscher & Cooper, 2005). The strength of organizational identification, therefore, depends upon the extent to which the central, enduring and distinctive aspects of the organization are considered worthy by members of the organization and the extent to which they incorporate these into their self-concept.

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