【作者】 颜士梅；

【Author】 Shimehi Yan(School of Management,Zhejiang University,Hangzhou 310058,China)

【机构】 浙江大学管理学院；

【摘要】 并购中员工有更强离职意愿和更高离职率已经被充分证明,继而相关研究者对并购中员工离职原因进行了很多探讨,并使其成为并购中人力资源整合领域的一个核心研究问题。以往文献主要从三个理论视角或者观点对并购中员工离职原因进行了研究:相对地位理论、高层梯队观点、文化差异观点。相对地位理论从并购双方员工的关系属性来分析员工离职问题,高层梯队观点则从并购企业高层管理团队背景特征视角分析管理者的离职可能,文化差异观点是从并购双方的文化差异和文化冲突角度来解读员工的离职意愿。更多还原

【Abstract】 It has been found that employees have stronger turnover intention and higher turnover rate in mergers and acquisitions.Thus,the researchers began to explore the reasons.Now,the issue has become one of the key issues in the research area of human resource integration in mergers and acquisitions.The previous research about the issue mainly focuses on three approaches:relative standing theory,upper echelons perspective,cultural difference perspective.From the view of relative standing theory,the attributes of relationship between the acquiring firm and acquired firm are the key effect factors of employee turnover intention.In UEP approach,the background characteristics of top management team of the acquiring firm and acquired firm can predict their turnover intention or turnover.In the perspective of cultural difference,cultural difference and culture conflict between the acquiring firm and acquired firm are the main effect factors of employ turnover intention or turnover.更多还原