2019
DOI: 10.1177/2158244019845180
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Soft Issues During Cross-Border Mergers and Acquisitions and Industry Performance, China–Pakistan Economic Corridor Based View

Abstract: China-Pakistan Economic Corridor (CPEC) has got a vital position in the perspectives of economic growth and sustainable development of China and Pakistan. Viewing these prospects, the Chinese organizations are taking interest to deal with Pakistani organizations for the reinforcement of the mergers and acquisitions (M&As) deals. But, soft issues (SIs), such as, differences in organizational and national cultures, leadership styles, and human resource (HR) practices, may arise between Sino-Pak business entities… Show more

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Cited by 30 publications
(30 citation statements)
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References 60 publications
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“…Aguinis et al suggested that in moderation test, average effect size is only 0.009. On the contrary, Kenny (2016) advocated that in moderation test, 0.025, 0.01, and 0.005 values are considered as large, medium, and small f 2 effect sizes, respectively (Bari, Abrar, Bashir, Baig, & Fanchen, 2019). However, J.…”
Section: Moderated Mediation Analysesmentioning
confidence: 99%
“…Aguinis et al suggested that in moderation test, average effect size is only 0.009. On the contrary, Kenny (2016) advocated that in moderation test, 0.025, 0.01, and 0.005 values are considered as large, medium, and small f 2 effect sizes, respectively (Bari, Abrar, Bashir, Baig, & Fanchen, 2019). However, J.…”
Section: Moderated Mediation Analysesmentioning
confidence: 99%
“…PLS-SEM is quite suitable for complex and multiorder models (Hair et al, 2016. PLS-SEM with small data size also performs well (Bari et al, 2019). PLS-SEM considers all path coefficients and item loadings while analyzing the data, which decreases parameter estimate biases (Fornell and Larcker, 1981;Sheng and Teo, 2012;Hair et al, 2016).…”
Section: Statistical Modelmentioning
confidence: 99%
“…At the workplace, KHBs can be observed in three main forms, including, playing dumb, rationalized hiding and evasive hiding (Connelly et al, 2012). Employees can engage in these behaviors for different reasons such as fear to lose the rank, authority and extra money (Bari et al, 2019a;Cress et al, 2005;Huo et al, 2016). As a result, the frequency of KHBs at work is increasing significantly (Holten et al, 2016) than the frequency of knowledge-sharing behaviors at work, which eventually leads to negative outcomes (Connelly et al, 2019).…”
Section: Introductionmentioning
confidence: 99%