Corporate serial acquisitions: An empirical test of the learning hypothesis

Recent empirical papers report a declining trend in the cumulative abnormal return (CAR) of acquirers during an M&A program. Does this necessarily imply that acquiring CEOs are infected by hubris and are not learning from previous mistakes? We first confirm the existence of this declining trend on average. However, we find a positive CAR trend for CEOs likely to be infected by hubris, which is significantly different from the negative trend found for CEOs who are more likely to be rational. We also explore the time between successive deals and find empirical evidence to suggest that many CEOs learn substantially during acquisition programs.

Learning, hubris and corporate serial acquisitions

Recent empirical research has shown that, from deal to deal, serial acquirers' cumulative abnormal returns (CAR) are declining. This has been most often attributed to CEOs hubris. We question this interpretation. Our theoretical analysis shows that (i) a declining CAR from deal to deal is not sufficient to reveal the presence of hubris, (ii) if CEOs are learning, economically motivated and rational, a declining CAR from deal to deal should be observed, (iii) predictions can be derived about the impact of learning and hubris on the time between successive deals and, finally, (iv) predictions about the CAR and about the time between successive deal trends lead to testable empirical hypotheses.

Serial acquirer bidding: An empirical test of the learning hypothesis

Recent academic studies indicate that acquirers' cumulative abnormal returns (CAR) decline from deal to deal in acquisition programs. Does this pattern suggest hubristic CEO behaviors are significant enough to influence average CAR patterns during acquisition programs? An alternative explanation is CEO learning. This study therefore tests for learning using successive acquisitions of large U.S. public targets undertaken by U.S. acquirers. A dynamic framework reveals that both rational and hubristic CEOs take on average investor reactions to their previous deals into account and adjust their bidding behavior accordingly. These results are consistent with a learning hypothesis

Improved Methods for Detecting Acquirer Skills

Large merger and acquisition (M&A) samples feature the pervasive presence of repetitive acquirers. They offer an attractive empirical context for revealing the presence of acquirer skills (persistent superior performance). But panel data M&A are quite heterogeneous; just a few acquirers undertake many M&As. Does this feature affect statistical inference? To investigate the issue, our study relies on simulations based on real data sets. The results suggest the existence of a bias, such that extant statistical support for the presence of acquirer skills appears compromised. We introduce a new resampling method to detect acquirer skills with attractive statistical properties (size and power) for samples of acquirers that complete at least five acquisitions. The proposed method confirms the presence of acquirer skills but only for a marginal fraction of the acquirer population. This result is robust to endogenous attrition and varying time periods between successive transactions. Claims according to which acquirer skills are a first order factor explaining acquirer cross-­‐sectional cumulated abnormal returns appears overstated

Empirical Evidence of Overbidding in M&A Contests

Surprisingly few papers have attempted to develop a direct empirical test for overbidding in M&A contests. We develop such a test grounded on a necessary condition for profit maximizing bidding behavior. The test is not subject to endogeneity concerns. Our results strongly support the existence of overbidding. We provide evidence that overbidding is related to conflicts of interest, but also some indirect evidence that it arises from failing to fully account for the winner’s curse

Full Stock Payment Marginalization in M&A Transactions

The number of merger and acquisition (M&A) transactions paid fully in stock in the U.S. market declined sharply after 2001, when pooling and goodwill amortization were abolished by the Financial Accounting Standards Board. Did this accounting rule change really have such far-reaching implications? Using a differences-in-differences test and Canada as a counterfactual, this study reveals that it did. We also report several other results confirming the role of pooling abolishment, including (i) that the decrease in full stock payment relates to CEO incentives and (ii) that previously documented determinants of the M&A mode of payment cannot explain the post pooling abolishment pattern. These results are also robust to controls for various factors, such as the Internet bubble, the exclusion of cross-border deals, the presence of Canadian cross-listed firms, the use of a constant sample of acquirers across the pooling and post pooling abolishment periods, the use of Europe as an alternative counterfactual, and controls for the SEC Rule 10b-18 share repurchase safe harbor amendments of 2003

CEO Narcissism and the Takeover Process: From Private Initiation to Deal Completion

Chief executive officer (CEO) narcissism affects the takeover process. Acquirer shareholders react less favorably to a takeover announcement when the target CEO is more narcissistic. Narcissistic acquiring CEOs negotiate faster. They are also marginally more likely to initiate deals. Acquirer CEO narcissism and target CEO narcissism are associated with a lower probability of deal completion and reduce the likelihood that the target CEO will be employed by the merged firm. Our findings highlight the importance of both acquirer and target CEO psychological characteristics throughout the takeover process

Job insecurity : cross-cultural comparison between Germany and China

Purpose – The recent economic crisis gave rise to job insecurity and had a seemingly greater effect on western than eastern countries. The purpose of this paper is to examine cross-cultural differences of the influence of job insecurity on employees’ wellbeing, innovative work behaviour (IWB) and safety outcomes in the form of attention-related cognitive errors (ARCES) in Germany as compared to mainland China. Design/methodology/approach – Samples from both Germany and China rate their job insecurity, work engagement, burnout, IWB and ARCES in a survey. Findings – For both German and Chinese employees there was an indirect relationship between job insecurity and ARCES through burnout. In the German sample, there was an indirect relationship between employees’ job insecurity and IWB through work engagement. In contrast, the Chinese sample only showed the direct relationship between quantitative job insecurity and IWB, but not a mediation effect. Practical implications – For organizations to be effective and their employees to work safely, it is essential to understand the nature and process of job insecurity in different national contexts. Originality/value – The present research is unique by relating job insecurity to employee’ innovation on the one hand and safety outcomes on the other. Furthermore, these relationships are examined in the cultural contexts of Germany and China, contributing to the gap of research carried out in eastern contexts

Alternativas e consequências da debicagem em galinhas reprodutoras e poedeiras comerciais.

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