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讲座题目五:Bargaining their way to success: Machiavellian CEOs, organizational costs, and firm performance

讲 座 人:Aaron Hill

讲座人简介:

Dr. Aaron Hill is the Assistant Professor of Management at the Warrington College of Business at the University of Florida. His research interests include executives and top management teams, strategic leadership, and corporate political activity. Dr. Hill’s research has been published in top-tier journals including Strategic Management Journal, Academy of Management Journal, Organizational Behavior and Human Decision Processes, and Journal of Management. He currently serves as an editorial board member for Academy of Management Journal, Journal of Management, and Strategic Organization. He received Academy of Management Journal Best Reviewer Award (2017) and Richard W. Poole Research Excellence Award from Oklahoma State University (2012-2017).

讲座英文摘要:

This study builds on insights from both upper echelons and economizing theories in strategic management to examine the effects of CEO Machiavellianism on firm performance. While Machiavellianism has been usually construed as a purely negative trait, we argue that the pragmatic focus on the outcomes of exchanges and psychological obsession with winning in transactions that Machiavellian CEOs bring to their organizations can have important effects on organizational costs and performance. In line with our arguments, we find that CEO Machiavellianism has negative effects on relevant organizational costs and positive effects on organizational performance. We find support for our ideas with a sample of S&P 500 CEOs, operationalizing CEO Machiavellianism with a videometric approach. Supplemental analyses suggest that Machiavellian CEOs may bargain their way to personal success too, captured via upward pay adjustments, pay above predicted levels, and larger “Golden Parachutes” in the event of termination.

讲座中文摘要:

本研究基于战略管理中的高阶理论和节约理论,研究CEO马基雅维利主义(又称权谋主义)对企业绩效的影响。虽然马基雅维利主义通常被认为是一种纯粹的消极特征,但我们认为马基雅维利CEO对于交易结果的实用主义关注以及其对在交易中获胜的心理迷恋会对组织成本和绩效产生重要影响。我们采用了500家企业CEO的样本来验证我们的假设,并通过摄像的方法测量CEO马基雅维利主义。与假设一致,我们发现CEO马基雅维利主义与组织成本成负相关,而与组织绩效成正相关。进一步的分析结果表明,马基雅维利CEO也可以通过讨价还价实现个人成功,包括上调薪酬和在任期终止时撑大“黄金降落伞”。

讲座题目六Getting by with a little help from my friends: does political affinity lead to lower M&A premiums?

Alex Settles

讲座人简介:

Dr. Alex Settles is the Clinical Associate Professor of Management at the Warrington College of Business at the University of Florida. His research interests include international business and entrepreneurship. His research has been published in scholarly journals including Strategic Management Journal, International Journal for Human Resource Management, Academy of Entrepreneurship Journal, and International Studies of Management and Organization. He is the recipient of CIEBS Best Paper Award from the International Management Division of Academy of Management (2014) and Faculty of Professional Practice Research Excellence Award from Rutgers Business School (2016).

讲座英文摘要:

The rise of economic nationalism and media reports suggest that politics plays an important role in international business transactions. However, we still know very little about how bilateral political relations affect corporate decision-making. In this article, we analyze the influence of the quality of bilateral political relations on the bidding behavior of foreign acquirers in cross-border acquisitions. We argue that the host government is more likely to intervene against the foreign acquirer during deal negotiations if the quality of bilateral political relations is poor. In the context of economic nationalism, we investigate the relevance of political affinity between countries to the initial acquisition premium offered in cross-border acquisitions. Political affinity is defined as the similarity of national interests in global affairs. We argue that political affinity affects how foreign acquirers anticipate their bargaining position in their negotiations with domestic target firms. With decreasing political affinity, the host government becomes increasingly likely to intervene against foreign firms in an acquisition deal. Consequently, foreign acquirers need to provide a more lucrative initial offer to dissuade target firms from leveraging government intervention to oppose the acquisition. Our prediction is supported by strong evidence that political affinity, as revealed by UN general assembly voting patterns, leads to lower initial acquisition premiums. A lower political affinity between countries therefore decreases the bargaining power of the acquirer and pushes up the initial bid premium the acquirer has to offer to the local target. Our empirical results confirm our argument.

讲座中文摘要:

经济民族主义的兴起和与日俱增的媒体报道表明,政治在国际商业交易中发挥着重要作用。但是,我们对双边政治关系如何影响公司决策仍然知之甚少。本研究分析了双边政治关系质量对外国收购者在跨境收购中竞标行为的影响。本研究认为,如果双边政治关系质量差,东道国政府更有可能在交易谈判中对外国收购者进行干预。在经济民族主义的背景下,我们实证研究了各国之间政治亲和力与跨境收购中提供的初始收购溢价的相关性。政治亲和力被定义为在全球事务中国家利益的相似性。本研究认为,政治亲和力会影响外国收购者如何在与国内目标公司的谈判中预估其谈判地位。随着政治亲和力的降低,东道国政府越来越有可能在收购交易中对外国公司进行干预。因此,外国收购者需要提供更有利可图的初始报价,以阻止目标公司利用政府干预来反对收购。我们的预测得到强有力的证据支持,政治亲和力的确导致初始收购溢价降低。继而,各国之间较低的政治亲和力降低了收购方的议价能力,并提高了收购方必须向当地目标公司提供的初始投标溢价。本研究的实证结果证实了我们的观点。

讲座题目七Starting in pole position: Applicant initial preferences and ultimate job choices

Brian Swider

讲座人简介:

Dr. Brian Swider is the Assistant Professor of Management at the Warrington College of Business at the University of Florida. His research interests include selection, withdrawal, recruitment, well-being, and meta-analysis. He has published his research in scholarly journals including Journal of Applied Psychology, Human Resource Management, Journal of Management, The Leadership Quarterly, Journal of Vocational Behavior, and Journal of Occupational and Organizational Psychology. He is the recipient of the Brady Family Award for Faculty Research Excellence from Georgia Institute of Technology (2017). He currently serves as an associate editor for Human Resource Management and an editorial board member for Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, and Journal of Occupational and Organizational Psychology.

讲座英文摘要:

While much is known about the various factors that predict future applicant attitudes and decisions during the recruitment process, far less is known about how these attitudes develop over time. In a field sample (Study 1), applicant initial preferences among a set of four firms predicted the directionality of subsequent applicant organizational attraction towards the firms over the five month recruiting cycle. Further, these initial preferences significantly predicted job choice decisions even after accounting for changes in organizational attraction that occurred during the entire recruiting cycle. Findings in a laboratory sample (Study 2) were consistent with research on predecision information distortion (PID) as applicants’ increasingly consistent attitude updating process was shown to be driven, in part, by inaccurate information processing. Applicants were overly positive (negative) regarding information about their eventually chosen (rejected) alternative. Applicants arriving at job choice decisions using biased information processing have the potential to result in adverse consequences for both organizations and applicants themselves.

讲座中文摘要

虽然已有大量研究探索在招聘过程中求职者态度和决策的各种预测因素,但我们对于这些态度如何随着时间的推移而变化却知之甚少。通过实地调研(研究1),我们发现五个月的招聘周期中,求职者在四家企业中的初始偏好预测了其后续评价的组织吸引力。此外,即使在考虑了整个招聘周期中出现的组织吸引力变化之后,这些初始偏好也显著地预测了工作选择决策。实验样本(研究2)的研究结果与预定信息失真(PID)的研究一致,这是由于申请人越来越一致的态度更新过程在一定程度上是由于失准的信息加工所驱动的。求职者对于他们最终选择(拒绝)的替代方案信息过于积极(消极)。使用有偏差的信息加工做出工作抉择的求职者有可能对企业和求职者本身造成不利后果。

主持人:张宝山 教授

讲座时间:14:30

讲座日期:2019-5-8

地 点:雁塔校区教学九楼9209学术报告厅

主办单位:心理学院

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