并购中员工离职原因理论解读%3a一个文献综述.pdfVIP

并购中员工离职原因的理论解读：一个文献综述* 颜士梅 浙江大学管理学院， 杭州 310058 摘要：并购中员工有更强离职意愿和更高离职率已经被充分证明，继而相关研究者对并购中员工离职原因 进行了很多探讨，并使其成为并购中人力资源整合领域的一个核心研究问题。以往文献主要从三个理论视 角或者观点对并购中员工离职原因进行了研究：相对地位理论、高层梯队观点、文化差异观点。相对地位 理论从并购双方员工的关系属性来分析员工离职问题，高层梯队观点则从并购企业高层管理团队背景特征 视角分析管理者的离职可能，文化差异观点是从并购双方的文化差异和文化冲突角度来解读员工的离职意 愿。 关键词：并购；离职；相对地位理论；高层梯队观点；文化差异 中图分类号：F270 文献标识码： A Studies on the Reasons of Employee Turnover in Mergers Acquisitions: A Literature Review Shimehi Yan (School of Management, Zhejiang University, Hangzhou 310058, China) Abstract: It has been found that employees have stronger turnover intention and higher turnover rate in mergers and acquisitions. Thus, the researchers began to explore the reasons. Now, the issue has become one of the key issues in the research area of human resource integration in mergers and acquisitions. The previous research about the issue mainly focuses on three approaches: relative standing theory, upper echelons perspective, cultural difference perspective. From the view of relative standing theory, the attributes of relationship between the acquiring firm and acquired firm are the key effect factors of employee turnover intention. In UEP approach, the background characteristics of top management team of the acquiring firm and acquired firm can predict their turnover intention or turnover. In the perspective of cultural difference, cultural difference and culture conflict between the acquiring firm and acquired firm are the main effect factors of employ turnover intention or turnover. Key words: mergers acquisitions; turnover; relative standing theory; UEP; cultural difference 0 引言 并购中员工离职问题是并购中人力资源整合领域的一个重要研究问题。20 世纪70 年代 * 本文受国家自然科学基金项目“创业型并购中知识员工整合风