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Human integration following M&A: Synthesizing different M&A research streams
Human Resource Management Review ( IF 11.4 ) Pub Date : 2020-01-11 , DOI: 10.1016/j.hrmr.2020.100746
Mai Anh Dao , Florian Bauer

Despite the extensive amount of research on mergers and acquisitions (M&A), failure rates continue to be high. Increased attention has been attributed to human integration; however, as M&A are multifaceted complex phenomena, this paper presents a literature review on the strategic management school, the organizational behavior school, and the process school in order to provide an integrative perspective on post-merger integration. By exemplifying interrelationships in human resource management (HRM) in each school of thought, as well as in intricacies of human matters, we provide suggestions for research. First, human integration and its consequences for HRM need to be considered in a context-dependent manner. Second, human integration is not a static event, as employees evolve from the integration process, where changes need to be analyzed over time to develop an understanding for implications in HRM. Third, research needs to consider new methods or combinations of methods in order to overcome the de-naturalization of humans in M&A.



中文翻译:

并购后的人员整合:综合不同的并购研究流

尽管对并购 (M&A) 进行了大量研究,但失败率仍然很高。人们越来越关注人类融合;然而,由于并购是多方面的复杂现象,本文对战略管理学派、组织行为学派和过程学派进行了文献综述,以提供并购后整合的综合视角。通过举例说明每种思想流派中人力资源管理 (HRM) 的相互关系以及人类事务的复杂性,我们为研究提供建议。首先,需要以上下文相关的方式考虑人类整合及其对 HRM 的影响。其次,人的融合不是一成不变的事件,因为员工是从融合过程中进化而来的,需要随着时间的推移分析变化,以了解对 HRM 的影响。第三,研究需要考虑新的方法或方法的组合,以克服并购中人类的非自然化。

更新日期:2020-01-11
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