Document Type
Article
Publication Date
5-1-2007
Abstract
With the employee as the unit of analysis while studying mergers and acquisitions, our results suggested for merger consolidations, perceived organization support (POS) and identification with the new merged organization partially mediated the relationship between procedural justice and job satisfaction. Identity with the new organization fully mediated the relationship between cultural discontinuity and job satisfaction. For acquisition consolidations, we suggest identification with the new organization partially mediated the relationship between procedural justice and organization citizenship behavior (OCB). Further, POS fully mediated the relationships between procedural justice and job satisfaction and between trust in management and job satisfaction. Lastly, identification with the new organization fully mediated the relationship between trust in management and OCB.
Keywords
consolidation and merger of corporations.
Rights
© The Author(s). Kelvin Smith Library provides access for non-commercial, personal, or research use only. All other use, including but not limited to commercial or scholarly reproductions, redistribution, publication or transmission, whether by electronic means or otherwise, without prior written permission is strictly prohibited.
Department/Center
Design & Innovation
Recommended Citation
Creasy, Todd, "Employee Level Dynamics Within a Merger or Acquisition. The "Me-I" Theory of Organization Consolidations; Avoiding Merger-Encouraged-Individualism" (2007). Student Scholarship. 183.
https://commons.case.edu/studentworks/183