Identifying the surviving firms following mergers and acquisitions (M&A) presents challenges in organizational research. The paper offers a solution to this issue by examining prior research on M&A and firm survival to identify three empirically-relevant criteria-strategic intent, corporate name retention, and top management team composition-and integrate them into a process-driven typology of firm survival following M&A. To demonstrate the utility of this method, we apply this typology to an industry rich with M&A activity: the United States telecommunications industry.

This chapter presents a novel method for using PechaKucha presentations to generate and analyze participant-generated video data. As a data source, participatory video (PV) differs from ethnographic or archival video by relying on participants to tell their own stories. As a presentation technique, PechaKucha produces six-minute-and-forty-second, narrated slideshow presentations. The slideshows or recordings from live PechaKucha presentations are a dense form of PV that is easier to code and analyze than traditional sources of PV. This chapter describes the procedures to capture and analyze PechaKucha-based PV and illustrates considerations for researchers who plan to use PV to gather data.

This paper introduces the concept of strategic caring. As a cross-disciplinary, organizational-level construct, strategic caring describes the actions taken by top managers within the context of ongoing stakeholder relationships to improve the well-being of both the stakeholders and the organization. This paper develops the concept of strategic caring and presents a series of propositions that describe attributes of caring organizations and the anticipated organizational outcomes when this approach is used to satisfy stakeholder demands.

This chapter highlights the value offered by photographic research methods to the study of organizational compassion. We demonstrate this potential by first briefly reviewing the history and usage of photographic research methods in the social sciences and the state of compassion research. We then describe how compassion emerged as a key theme in a field study that utilized photographic methods. From this, we identify four approaches that photographic research methods can be used to extend our understanding of compassion in organizations. Specifically, we clarify how this stream of research can be enhanced by the inclusion of photographic methods. We highlight critical research decisions and possible concerns in implementing photographic methods. The chapter concludes with additional organizational phenomena that would benefit from using a photographic methods approach. The various methods gathered under the umbrella label of qualitative (Guba & Lincoln, 1994), defined as the study of "things in their natural settings, attempting to make sense of, or interpret, phenomena in terms of the meanings people bring to them" (Denzin & Lincoln, 2005, p. 3), offer many benefits through their ability to access, explore, and experience real organizational people and problems in rich detail (Van Maanen, 1979). As an example, photographic research methods-primarily qualitative methods through which researchers use photographs to elicit information during interviews and focus groups-often result in deep and nuanced data (Collier & Collier, 1986; Harper, 2005; Vince & Warren, 2012). Photographic methodologies are well-suited to the exploration of new phenomena because they allow researchers to get close to the lived experience and organizational processes (Dion, 2007), attend simultaneously to the social and material world in organizations (Shortt & Warren, 2012), and offer the potential to "mine deeper shafts into a different part of human consciousness than do words-alone interviews" (Harper, 2002, p. 23). Organizational research has traditionally been dominated by a positivistic paradigm that focuses on theory evaluation through the use of quantitative methodologies (Lin, 1998; Sutton, 1997), whereas qualitative research offers the potential to build theory by illuminating underlying processes and causal mechanisms in specific contexts (Lee, 1999). Researchers developing theory may be particularly interested in the richness of the data gathered with qualitative methods (Edmondson & McManus, 2007) such as photographic methods. Qualitative research is thus well-matched to nascent literatures that require inductive study about a phenomenon to generate foundational knowledge (Edmondson & McManus, 2007). One such nascent research stream that could benefit from photographic methodologies is organizational compassion (Rynes, Bartunek, Dutton, & Margolis, 2012). In its current state, compassion research within the organizational literature has generated many narratives of experiences of compassion in response to a specific tragedy (Dutton, Worline, Frost, & Lilius, 2006), as an organizational capability (Lilius et al., 2011b), or as an organizational capacity that an organization can develop (Madden, Duchon, Madden, & Plowman, 2012). These stories demonstrate that the common elements of the compassion process are the noticing of someone else's pain, empathizing with that person, and then responding in a way designed to lessen that pain (Kanov et al., 2004); however, because this process is so individualized, photographic methodologies offer researchers a chance to capture valuable new information about this process and the experience of compassion within organizations. In this chapter, we describe many potential benefits of designing organizational compassion research based on photographic methodologies. In doing so, we offer several contributions. First, we show how photographic methodologies can create deeper responses during interviews and observations that may lead to surprising insights for theory. Second, by suggesting some of the insights that have been generated about compassion through photographic methodologies, we offer novel research ideas for this growing body of literature. The following sections provide background on the development and history of photographic methodologies and review the studies and methodologies that have contributed to our understanding of compassion within organizations. Subsequently, we describe some of the ways in which compassion has surfaced during our own field study using photograph elicitation. Finally, we describe possible studies that could benefit from the use of four forms of photographic methodologies to explore more targeted research questions related to organizational compassion and also offer a range of other organizational phenomena that could benefit from a photographic methods approach.

Long-term unemployed workers are individuals who have been unemployed continuously for six or more months. Evidence shows that this form of unemployment is particularly deleterious, necessitating inquiry into factors that influence the duration of unemployment for these workers and their readjustment to work. Embeddedness theory sheds new light on this problem by predicting that community attachments exert a powerful influence on the choices and mobility of employees, raising the possibility that the attachments functionally embedding employees in jobs also may limit the choices and mobility of unemployed workers. However, upon re-employment, the theory also predicts that community embeddedness would facilitate positive work attitudes and attachments, thus becoming functional for re-employed workers. Accordingly, our focal purpose in this paper is to explore how community embeddedness impacts workers during long-term unemployment and upon re-employment. Incorporating a sample of long-term unemployed workers over two time periods, we find that unemployment duration extends as community embeddedness and worker age increase and that community embeddedness affects job embeddedness, job satisfaction, and turnover intentions upon re-employment as a function of job search effort.

Study abroad programs (SAPs) are desirable experiential learning opportunities that can enrich students and faculty alike. Faculty participate in SAPs because their immersive learning contexts offer a variety of personal and professional benefits, including the chance to meet new research contacts, tour cultural sites, and get to know students in a more informal context. Despite these benefits, SAPs contain a substantial shadow side for faculty and involve unanticipated temporal, financial, and physiological costs. Additionally, risks-some of which can never be fully avoided-also remain sources of stress and anxiety. This study uses a qualitative approach to identify and shed light on these understated issues that are typically relegated to the shadow. Questionnaires and semistructured interviews with experienced SAP faculty leaders provide evidence for these elements, which is the first step in aligning faculty expectations with the likely realities that await them abroad. The study concludes with practices and strategies to mitigate some of the costs and risks that faculty may face before, during, and after their involvement in an SAP.

This study tests a social exchange theory model that links firm family members' transactional and relational psychological contract obligations to firm performance. Evidence supports the hypotheses that organisational obligations are antecedents of individual contributions to firm performance in the psychological contract model. When family firms meet the employees' perceived obligations to their employees, the employees meet their perceived obligations to their employers. Participative decision-making and succession planning are of particular importance to maintain transgenerational control and evidence is found to support succession planning as fully mediating the relationship between participative decision-making and firm performance.

As pressure mounts for intercollegiate athletic departments to be more selfsufficient, administrators must respond by increasing generated revenues. Despite the importance of ticket sales in this endeavor, however, little is known about the underlying ticket pricing structures and policies used by National Collegiate Athletic Association (NCAA) institutions. Of the limited existing scholarship focused on managerial pricing decisions in the field of sport management, only professional sports settings have been addressed. Given the unique operational differences between professional and intercollegiate sport, this paper is designed to establish a foundation from which to build future research concerning the pricing of college sport tickets. The frameworks of stakeholder theory and institutional theory are proposed to ground future study in an attempt to strengthen our understanding of the process and behavior of price setting in intercollegiate athletics.

A firm's enterprise strategy is its overarching strategic orientation, addressing questions regarding its general purpose and the specific nature of its relationships with stakeholders along two dimensions: (a) scope, which represents the range of stakeholders the organization attempts to serve, and (b) type, which represents the general motivation behind stakeholder initiatives. The corporate social responsibility literature has played an important role in bringing a concern with stakeholder issues; however, this literature does not provide a systematic means of integrating these concerns into the firm's strategic architecture. Enterprise strategy offers a unifying construct, grounded in strategic considerations of both the social and economic demands placed on an organization. However, despite its conceptual importance to strategy and social issues, this construct is empirically underdeveloped. This study develops a reliable and valid measure of the enterprise strategy construct to advance the field's understanding of this increasingly important stream of research. Based on computer-aided text analyses of company letters to stakeholders, we systematically identify terminology that reflects the scope and type of a firm's espoused enterprise strategy. Overall, these data support four fundamental orientations of enterprise strategy: (1) narrow defensive, (2) narrow offensive, (3) broad defensive, and (4) broad offensive.

Research methods training for doctoral students is crucial to the development of the management discipline, yet acquiring depth and breadth across research methods education in a doctoral program can be challenging. As a resource to enhance research methods training, the Consortium for the Advancement of Research Methods and Analysis (CARMA) has been providing online webcasts led by topic experts on contemporary methodological issues since 2004. This paper provides an evaluation and categorization of the 92 webcasts produced during CARMA's first decade to facilitate the incorporation of webcasts into doctoral-level methods training that enhance the depth and breadth of doctoral students' exposure to research methods.

This study is one of the first studies to empirically test strategic caring. We empirically investigate the relationships between strategic caring and national institutions (freedom of the press, investor protection, control of corruption, and humane orientation) and the impact of organizational discretion on those relationships with HLM. We found support that there is a relationship between some national institutions (freedom of the press) and strategic caring and no interaction with organizational discretion for the focal interval of variables. Then we test for an inverted U relationship between strategic caring and firm performance with OLS regression for which there was no support; although, there was a positive relationship between strategic caring and market performance and a negative relationship strategic caring and firm profitability.

This study identifies and develops a new organizational construct, strategic caring, defined as actions taken by top managers with respect to stakeholder relationships to improve the well-being of both the stakeholders and an organization. This construct is based on a review of the multidisciplinary caring literature from which a definition of individual caring was developed through a systematic content analysis. This definition was then translated into an organizational-level construct by drawing upon various disciplines’ views on how organizations can and should respond to stakeholder demands and claims. Strategic caring focuses on the organization’s overall orientation towards its stakeholders and guides organizational leaders as they seek to meet a wide variety of stakeholder demands.

Purpose – This paper aims to explore the relationships among perceived organizational support, positive relationships at work and intent to turnover through a social exchange theory lens. The main contribution of this paper is the investigation of different types of positive workplace relationships on employee withdrawal behaviors. Design/methodology/approach – A 49-item survey was developed through a review of literature related to positive workplace relationships and intent to turnover. Surveys were made available to 200 healthcare employees; 73 surveys were accurately completed and used to test a mediated model of positive relationships at work. Findings – Positive relationships at work were found to have a mediating effect between perceived organizational support and intent to turnover. Additionally, perceived organizational support was found to have direct and indirect effects on intent to turnover. Practical implications – Managers can affect employees’ intentions to turnover by improving practices that provide support to employees and encouraging positive relationships with coworkers. Additional literature related to our variables of interest suggests that employees perceive more support when their organizations offer commensurate rewards, opportunities for growth and participation in decision making. Originality/value – This study speaks to those researchers and managers interested in employees’ motivations for staying in or leaving from their organizations. Turnover and related withdrawal behaviors are expensive for organizations, so discovering the factors that members value offers organizations the ability to affect their members’ intentions to turnover. Additionally, the exploration of relationships between perceived organizational support and positive relationships at work suggests that different support mechanisms play different roles in affecting organizational and individual outcomes.

Purpose - This paper aims to explore the relationships among perceived organizational support, positive relationships at work and intent to turnover through a social exchange theory lens. The main contribution of this paper is the investigation of different types of positive workplace relationships on employee withdrawal behaviors.Design/methodology/approach - A 49-item survey was developed through a review of literature related to positive workplace relationships and intent to turnover. Surveys were made available to 200 healthcare employees; 73 surveys were accurately completed and used to test a mediated model of positive relationships at work.Findings - Positive relationships at work were found to have a mediating effect between perceived organizational support and intent to turnover. Additionally, perceived organizational support was found to have direct and indirect effects on intent to turnover.Practical implications - Managers can affect employees' intentions to turnover by improving practices that provide support to employees and encouraging positive relationships with coworkers. Additional literature related to our variables of interest suggests that employees perceive more support when their organizations offer commensurate rewards, opportunities for growth and participation in decision making.Originality/value - This study speaks to those researchers and managers interested in employees' motivations for staying in or leaving from their organizations. Turnover and related withdrawal behaviors are expensive for organizations, so discovering the factors that members value offers organizations the ability to affect their members' intentions to turnover. Additionally, the exploration of relationships between perceived organizational support and positive relationships at work suggests that different support mechanisms play different roles in affecting organizational and individual outcomes.

Purpose – This paper aims to explore the relationships among perceived organizational support, positive relationships at work and intent to turnover through a social exchange theory lens. The main contribution of this paper is the investigation of different types of positive workplace relationships on employee withdrawal behaviors. Design/methodology/approach – A 49-item survey was developed through a review of literature related to positive workplace relationships and intent to turnover. Surveys were made available to 200 healthcare employees; 73 surveys were accurately completed and used to test a mediated model of positive relationships at work. Findings – Positive relationships at work were found to have a mediating effect between perceived organizational support and intent to turnover. Additionally, perceived organizational support was found to have direct and indirect effects on intent to turnover. Practical implications – Managers can affect employees’ intentions to turnover by improving practices that provide support to employees and encouraging positive relationships with coworkers. Additional literature related to our variables of interest suggests that employees perceive more support when their organizations offer commensurate rewards, opportunities for growth and participation in decision making. Originality/value – This study speaks to those researchers and managers interested in employees’ motivations for staying in or leaving from their organizations. Turnover and related withdrawal behaviors are expensive for organizations, so discovering the factors that members value offers organizations the ability to affect their members’ intentions to turnover. Additionally, the exploration of relationships between perceived organizational support and positive relationships at work suggests that different support mechanisms play different roles in affecting organizational and individual outcomes.

Abstract Family‐based social capital is a distinct resource for family firms because relationships with external stakeholders can be maintained from one generation to the next and family firms often participate in positive social exchanges with other family firms, building a community network of family firms. Given the kinship, loyalty, and trust that differentiate family firms from other forms of governance, research often highlights the benefits of positive emotions within family firms, such as reciprocal altruism and the maintenance of family harmony.

We develop a typology of merger and acquisition transactions and describe the institutional logics and carriers that indicate each type of transaction. Drawing from an institutional theory framework, we connect the three pillars of institutional logics—regulative, normative, and cultural-cognitive—to institutional carriers specific to merger and acquisition transactions, namely strategic intent, corporate name retention, and top management team composition, respectively. We then describe six types of merger and acquisition transactions indicated by unique combinations of logics and discuss how the reconciliation, or non-reconciliation, of their sometimes-conflicting logics affects the transaction. Further, we explain the firm survival outcomes for each type of merger and acquisition transaction. We conclude with a discussion of the implications of our typology for theory, practice, and research.