합병기업 조직구성원의 형평성 및 기업문화에 대한 인식이 조직유효성과 인지적 성과에 미치는 영향에 관한 연구 = Roles of Employees' Perceived Fairness & Cultural Attractiveness On Post-Merger Integration

국문 초록 (Abstract)

본 연구는 인수합병 후 조직통합과 문화수용의 형태에 대한 선행연구에 기초하여, 두 합병기업 98명의 조직구성원을 대상으로, 조직구성원의 형평성과 자사 및 타사의 문화매력도가 조직유효성 및 인지적 성과에 미치는 영향을 실증적으로 분석하였다. 우선, 본 연구에서는 흡수합병의 경우, 피인수기업 조직구성원이 인수기업 구성원보다 형평성을 낮게 인식하고 있는 반면, 대등합병의 경우에는 차이가 없는 것을 발견하였다. 또한 상사와 부하간의 합병 전 출신회사가 다른 경우에 같은 경우보다 형평성을 낮게 인식하고 있는 것을 발견하였다. 그리고 이러한 조직구성원의 형평성에 대한 인식이 조직구성원의 조직몰입도, 직무만족도 및 통합기업의 인지적 성과에 정(+)의 영향을 미치고 있는 것을 확인하였다. 아울러 조직구성원이 인지하는 합병 전 소속회사와 타사의 문화매력도가 조직구성원의 직무만족도 및 통합기업의 인지적 성과에 영향을 미치고 있음도 밝혀내었다. 제한된 표본기업의 수와 자료수집 시점 차이에 따른 연구의 한계점과 탐색적인 수준에서의 연구의 공헌점도 논의하였다.

다국어 초록 (Multilingual Abstract)

Building on post-merger integration & acculturation literature this study empirically analyzes the effects of employees' perceived fairness & cultural attractiveness on perceived organizational effectiveness and performance over the sample of 98 employees from two different merged companies.
It is found that while the degree of perceived fairness shows no difference between employees of the acquired and acquiring company in the case of merger between firms with similar sizes, employees of the acquired firm perceive lower fairness in the case of absorptive merger. It is also found that employees whose bosses are from the different firm before the merger perceive lower fairness than otherwise. Perceived fairness of employees is found to be positively related to the level of employees’ organizational commitment, job satisfaction, and perceived performance of the merged company. Employees' perceived cultural attractiveness of acquiring and acquired firms also found to be related to the level of employees’ job satisfaction and perceived performance of the merged company.

목차 (Table of Contents)

• Ⅰ. 서론
• Ⅱ. 이론적 배경 및 가설의 설정
• Ⅲ. 연구방법 및 결과
• Ⅳ. 결론
• References
• Abstract

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