Achieving a highly satisfied and committed workforce, during post-merger integration (PMI), has made employees’ perceived organizational justice a vital construct in the mergers and acquisitions (M&A) research. For example, employee attitudes like satisfaction and commitment influence overall M&A outcomes, but employee responses primarily depend on their perceptions of justice for the merged organization. Hence, the purpose of this paper is to investigate the cause and effect of employees’ perceptions of justice during M&A.,This research used a mixed-methods research design (qual and quan). The quantitative investigation of 207 M&A survivors from 3 M&A deals examined the relationship between perceived organizational justice (three dimensions) with employees’ level of affective commitment and satisfaction during PMI. The multivariate analysis was performed to analyze this data. A thorough thematic content analysis of the in-depth interviews of ten M&A experts and strategists helped to develop a detailed theoretical model of justice during M&A.,The resultant model highlighted the three antecedents of perceptions of justice, i.e. human integration, cultural integration and task integration, which together explained the employees’ perception of justice during M&A. Perception of justice was further found to influence employees’ psychological outcomes and overall synergy realization.,The current study adds to the literature by providing a holistic understanding of the justice phenomenon during M&A by focusing on its antecedents and outcomes, and thus, proposes a detailed framework. The current study also emphasizes on the relative importance of procedural and interactional justice over distributive justice in determining employee attitudes toward change.

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在考虑并购吗？想到正义：以人为本

在并购后整合（PMI）期间获得高度满意且忠诚的员工队伍，已使员工的组织公正感成为并购（M＆A）研究的重要组成部分。例如，员工的满意度和承诺等态度会影响并购的整体结果，但是员工的反应主要取决于他们对合并后组织的公正感。因此，本文的目的是调查员工在并购过程中对正义感的因果关系。本研究采用混合方法研究设计（质与量）。从3项并购交易中对207名并购幸存者进行了定量调查，考察了在PMI期间感知的组织公正性（三个维度）与员工的情感承诺水平和满意度之间的关系。进行多元分析以分析该数据。对十位并购专家和战略家进行深入访谈的主题内容进行了透彻的分析，有助于在并购过程中建立详细的正义理论模型。结果模型突出了正义观的三个前提，即人的融合，文化融合和任务整合，共同解释了员工在并购过程中对正义的看法。人们还发现，人们对正义的感知会影响员工的心理结果和整体协同效应的实现。通过对并购过程中的正义现象的前因和结果进行全面的了解，本研究通过对正义现象的整体理解来补充文献。框架。