Employees' responses to an organizational merger: Intraindividual change in organizational identification, attachment, and turnover
| Autor: | Wookje Sung, Jesse Fagan, Meredith Lauren Woehler, Giuseppe Labianca, Theresa M. Floyd, Travis J. Grosser |
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| Rok vydání: | 2017 |
| Předmět: |
Organizational citizenship behavior
Adult Employment Organizational identification 05 social sciences Personnel Turnover 050109 social psychology Organizational commitment PsycINFO Organizational Culture Organizational Innovation Social exchange theory 0502 economics and business Mergers and acquisitions Humans 0501 psychology and cognitive sciences Valence (psychology) Social identity theory Psychology Social psychology 050203 business & management Applied Psychology |
| Zdroj: | The Journal of applied psychology. 102(6) |
| ISSN: | 1939-1854 |
| Popis: | The authors used pre-post merger data from 599 employees experiencing a major corporate merger to compare 3 conceptual models based on the logic of social identity theory (SIT) and exchange theory to explain employees' merger responses. At issue is how perceived change in employees' own jobs and roles (i.e., personal valence) and perceived change in their organization's status and merger appropriateness (i.e., organizational valence) affect their changing organizational identification, attachment attitudes, and voluntary turnover. The first model suggests that organizational identification and organizational attachment develop independently and have distinct antecedents. The second model posits that organizational identification mediates the relationships between change in organizational and personal valence and change in attachment and turnover. The third model posits that change in personal valence moderates the relationship between changes in organizational valence and in organizational identification and attachment. Using latent difference score (LDS) modeling in an SEM framework and survival analysis, the results suggest an emergent fourth model that integrates the first and second models: Although change in organizational identification during the merger mediates the relationship between change in personal status and organizational valence and change in attachment, there is a direct and unmediated relationship between change in personal valence and attachment. This integrated model has implications for M&A theory and practice. (PsycINFO Database Record |
| Databáze: | OpenAIRE |
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