并购中员工离职原因的理论解读:一个文献综述

Studies on the Reasons of Employee Turnover in Mergers & Acquisitions:A Literature Review

并购中员工有更强的离职意愿和更高的离职率已经被充分证明,相关研究者继而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对并购中员工离职原因予以研究,即相对地位理论、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。

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