创业型并购不同阶段的知识员工整合风险及其成因——基于ASA模型的多案例分析

The Risks of the Integration of Educated Employees at Different Stages of the Entrepreneurial M & A and the Cause for these Risks: a Multi-case Study Based on the ASA Model

本研究引入ASA模型,将创业型并购中知识员工整合过程视为一个吸引—选择—磨合过程,然后运用1个纵向案例和3个横截面案例,分析每一过程中的关键整合风险及其成因。分析结果显示,在并购决策阶段—吸引过程,知识员工一般认为自己与新并购组织有一定的匹配度,该阶段知识员工的关键整合风险为消极心理反应,信息有限性和并购事件不确定性特征是其核心促成因素;在后并购阶段—选择过程,新组织用新形成的组织结构、制度和文化重新选择被并购的知识员工,该阶段知识员工的关键整合风险为离职问题,并购双方的文化差异是其核心促成因素;心理并购阶段—磨合过程是形成组织认同的过程,该阶段知识员工的关键整合风险为信任和组织认同的缺失以及帮派的形成,并购双方的文化差异和基于差别对待的地位落差是其关键促成因素。研究扩展了ASA模型的运用情景,也使并购中人力资源整合问题的研究从静态分析走向动态分析。

By the introduction of the ASA model,we have,in this article,considered the process of integration of the educated employees(EE),in the entrepreneurial M&A,as a process of attraction-selection-break-in,and then used a vertical case and three cross-sectional horizontal cases to analyze the risks of and the cause for the key integration in each process.The results of our analysis show that,in the process of the decision-making towards attraction,the EE think,generally speaking,that they are fit,in a certain degree,with the new M &A organization,that,at this stage,the key integration risks(KIR) of the EE are negative psychological response,that the limit of information and the uncertainty of M&A events are the core contributing factors of this response,that,in the process of the post M&A stage towards selection,the new organization use the new organizational structure,the new system and culture to reselect the EE in the merged company,that,at this stage,the KIR are leaving office,that difference in the cul ture of both sides is the key contributing factors,that the process of the stage of the psychological merge towards wear-in is a process of the formation of organizational identification,that,at this stage,the KIR of the EE are the lack of trust and organizational identification and the formation of cliques,and that the cultural dissimilarity of both sides of merge and the status difference based on discrimination are the key causative elements thereof.We have,in this study,extended the use of the application situation and made the study on the problem of the integration of the human capital in the merge go to a dynamic analysis from a static analysis.