Human integration following M&A: Synthesizing different M&A research streams

被引:32
作者
Dao, Mai Anh [1 ]
Bauer, Florian [2 ]
机构
[1] Univ Innsbruck, Dept Strateg Management Mkt & Tourism, Univ Str 15, A-6020 Innsbruck, Austria
[2] Univ Lancaster, Dept Entrepreneurship & Strategy, Sch Management, Lancaster LA1 4YX, England
关键词
Mergers & acquisitions (M& A); Post-merger integration; Human integration; (Classic) Research streams in M& A; TOP MANAGEMENT TURNOVER; NATIONAL CULTURAL DISTANCE; CROSS-BORDER ACQUISITIONS; POSTMERGER INTEGRATION; INTERNATIONAL MERGERS; KNOWLEDGE TRANSFER; ORGANIZATIONAL IDENTIFICATION; DISTRIBUTIVE JUSTICE; MANAGING CULTURE; HR PRACTICES;
D O I
10.1016/j.hrmr.2020.100746
中图分类号
C93 [管理学];
学科分类号
12 ; 1201 ; 1202 ; 120202 ;
摘要
Despite the extensive amount of research on mergers and acquisitions (M&A), failure rates continue to be high. Increased attention has been attributed to human integration; however, as M&A are multifaceted complex phenomena, this paper presents a literature review on the strategic management school, the organizational behavior school, and the process school in order to provide an integrative perspective on post-merger integration. By exemplifying interrelationships in human resource management (HRM) in each school of thought, as well as in intricacies of human matters, we provide suggestions for research. First, human integration and its consequences for HRM need to be considered in a context-dependent manner. Second, human integration is not a static event, as employees evolve from the integration process, where changes need to be analyzed over time to develop an understanding for implications in HRM. Third, research needs to consider new methods or combinations of methods in order to overcome the denaturalization of humans in M&A.
引用
收藏
页数:19
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