社会网络视角下的并购企业文化整合研究

Post-merger Cultural Integration from the Perspective of Social Networks

企业员工社会网络与并购企业的文化整合过程是协同演化的。依据群落网模型构建企业员工社会网络,并建立基于社会网络的文化整合模型。运用基于智能体的仿真建模方法,分析员工社会网络拓扑结构对并购文化整合及并购绩效的影响。研究发现,员工社会网络拓扑结构不影响并购后双方的整体文化差异及员工间的文化冲突;降低并购前双方企业员工社会网络的群落化程度,可以增大文化整合初始时期的网络密度和平均聚集系数,减小平均路径长度、节点介数均值及节点介数标准差,进而将显著地降低并购后的员工离职率及组织内部的交流效率。同时,缩小员工之间在企业内部的"熟人"数量差异,会提高员工的离职率,但却可以提升并购后的组织交流效率。最后,并购双方企业员工社会网络间的拓扑结构差异,并不会影响上述结论。

The cultural integration after merger and the social networks are co-evolving. This paper constructs the social networks accord- ing to the interactions among individuals in the enterprises and establishes a cultural integration model based on the social networks. U- sing an agent-based model, we investigate the impact of network structures on post-merger cultural integration and merger performances. The simulation results demonstrate that the social network topology has no influence on the whole cultural distance between the two enter- prises. Decreasing the social networks＇ clustering degree will increase the network density and average clustering coefficient at the initial time of cultural integration. Meanwhile, it will decrease the average path length, average vertex betweenness and standard of vertex be- tweenness. Thus, it can significantly lower the individual turnover, but will make more interpersonal conflicts and reduce the organiza- tional communication effectiveness. We also find that decreasing the differences in the number of interaction neighbors among individuals will raise the individual turnover and increase the organizational communication effectiveness. At last, the topology differences between the social networks of the two enterprises will not make the aforesaid results different.