【摘要】 并购过程的本质是将两个及以上组织整合为一个新组织，而组织是人类活动的合作系统。因此，合作是企业并购人力资源整合的关键问题。基于社会身份理论，以196位被并购方员工为研究对象，探究了并购情境下员工自我连续性对合作行为的影响及作用机制。研究结果表明：并购情境中，被并购方员工自我连续性负向影响合作行为；焦虑感在自我连续性与合作行为的关系中起中介作用；感知到的文化距离正向调节自我连续性与焦虑感的关系，即感知到的文化距离越大，自我连续性对焦虑感的正向影响越强；感知到的文化距离还调节焦虑感在自我连续性和合作行为关系间的中介效应，即感知到的文化距离越大，该中介效应越显著。更多还原

【Abstract】 The essence of mergers and acquisitions( M&A) process is the integration of two or more organizations into a new organization,and an organization is a cooperative system of human activities. Therefore,cooperation is a key issue in post-M&A human resource integration. Based on social identity theory,this study explores the influence mechanism of acquired employees’ selfcontinuity on cooperative behavior in the context of M&A through questionnaire survey data of 196 acquired employees. The results show that acquired employees’ self-continuity has a significant negative effect on cooperative behavior in the context of M&A. Anxiety plays a mediating role in the relationship between self-continuity and cooperative behavior. Perceived cultural distance not only moderates the relationship between self-continuity and anxiety,it also moderates the mediating effect of anxiety,such that anxiety is stronger when perceived cultural distance is higher than when it is lower. This study enriches the research of post-M&A human resource integration,explores the negative effect of self-continuity,and provides beneficial implications for promoting employees’ cooperation in the context of M&A.更多还原