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基于组织身份理论,揭示跨国并购中组织身份差异和冲突对并购整合的影响机制。以上汽并购韩国双龙为案例研究对象,采用扎根理论研究方法对案例数据进行分析,构建组织身份差异和冲突对跨国并购整合的影响机制理论模型。研究发现:跨国并购中,组织身份差异是并购双方在核心的、独特的和持久的特征上存在的差异,组织身份冲突是对并购后的“新公司是谁”的认知冲突;组织身份差异和冲突降低东道国员工的组织认同;组织认同缺失降低东道国员工对母公司和新公司的情感归属,引发员工的不合作行为,导致并购整合失败。针对研究结论,从重视身份差异、降低身份冲突和提高组织认同等方面提出管理启示。
Based on the theory of organization identity, this paper reveals the influence mechanism of identity differences and conflicts on M & A integration in cross-border M & A. SAIC Motor Co., Ltd. merged with South Korea’s Ssangyong for case studies and analyzed the case data using the method of grounded theory to establish a theoretical model of the impact mechanism of organizational identity differences and cross-border mergers and acquisitions on integration. The findings are as follows: In cross-border M & A, the difference of organization identity is the difference between the core, unique and lasting features of both M & A organizations. The identity conflict is the cognitive conflict of “the new company who acquired” after M & A; Identity differences and conflicts reduce the organizational identity of host employees; lack of organizational identity to reduce the host country employees and the new company’s emotional ownership of employees, causing employee uncooperative behavior, resulting in the failure of mergers and acquisitions integration. In view of the conclusion of the study, this paper puts forward the management enlightenment from the aspects of attaching importance to the identity difference, reducing the identity conflict and raising the organization identity.