从磨合到发展:企业并购中知识员工心理整合的案例研究

From Attrition to Development:A Case Study of Knowledge Workers’ Psychological Integration in Mergers and Acquisitions

本研究基于循证管理观点,以并购企业Hardman公司为案例,分析了知识员工在心理并购阶段从磨合转化为发展的内在机理。分析结果显示:原来自不同组织的知识员工由于都自矜其所拥有的经验证据或者研究证据,因此出现了拥有不同经验证据的知识员工间的相互排斥,以及拥有研究证据的知识员工对拥有经验证据的知识员工的相对低视。这是其磨合的关键表征。而从磨合到发展的转化过程则通过兼容式整合和吸纳式整合来实现,即通过发掘不同经验证据间的协同关系,而使拥有不同经验证据的知识员工从相互排斥转化为彼此认可和包容;通过发掘经验证据与研究证据间的转化关系,而使拥有研究证据的知识员工与拥有经验证据的知识员工从低视转化为认可和接纳。该转化过程最终促进了知识员工间的彼此认同和尊重,优化了生产流程并提升了产品质量,最后获得了知识员工对新组织的认同,进而实现了有效的心理整合。

Based on the evidence-based management perspective, taking the HARDMAN as the case company, the paper analyzes the transformation mechanism from attrition to development of knowledge workers at the psychological integration stage.The results show that the knowledge workers from different pre-merger organizations are self-conceited with their experiential evidences or research evidences;there is a mutual exclusion among the knowledge workers with different experiential evidences;and the knowledge workers with research evidences often look down on them with experiential evidences. The results also show that the transformation from attrition to development of knowledge workers can be got through compatibility-integration or absorption-integration. With regard to compatibility-integration, that is,through exploring the synergism of different experiential evidences, to let the knowledge workers from exclusion to inclusion and recognition. In terms of absorption-integration, it is,through finding the conversion relationship between experiential evidences and research evidences, to make the knowledge workers with research evidences accept and recognize them with experiential evidences. The transformation promotes recognition and respect among knowledge workers, and optimizes the production process and improves the product quality, finally acquires the organizational identification, then gets the effective psychological integration.