A Discussion on the Relationship among Employee' Perceived Organizational Fit with Merger Company, Job security and Attitude toward M & A

• Main Authors: Zie Huei Chen, 陳志輝
• Other Authors: Kung Don Ye
• Format: Others
• Language: zh-TW
• Published: 2005
• Online Access: http://ndltd.ncl.edu.tw/handle/84210456462638166840

碩士 === 國立臺灣海洋大學 === 航運管理學系 === 93 === Abstract Merge and acquisition among the financial holding businesses has become more and more popular in Taiwan, but factors that would affect the success of a M&A project were seldom discussed. The major purpose of this research is to unfold the associations between employees’perception of organizational fit with M&A targets and their attitude toward M&A. 100 employees of a local financial business were invited to join this research, questionnaires were designed to survey their opinions about organizational fit with their M&A partner and relate attitude toward M&A which included job security, resist of change, cynicism abou the M&A project. By conducting correlation and regression analysis, major findings of this research were summarized as below: 1. High percentage of employees under age 30 expressed stronger intention to leave after M&A. Besides, employees with tenue more than 11 years felt pessimistic toward change agents, but other demographic characters did not show significant difference about M&A. 2. Organizational fit was a strong predictor for employees’ attitude toward M&A. This meant employees with low percerption of organizational fit would also be negative about the propect of M&A project, the negative attitude including: cynicism abou change agent and fleeling about job insecurity. 3. Employees’ negative attitude about the propect of M&A would also have significant effect on employees’ intention to leave. 4. Employees’ feel about job insecurity would lead to stronger organizational change resistance. Key Words: organizational fit, job security, organizational change resistance