Factors that influence employees’ organizational identity after M & A: The acquirer and acquired perspective

Abstract

The purpose of this study is to examine the factors that influence employees’ organizational identification after M & A from the acquirer and acquired employees’ perspective. A meta-analysis was conducted to determine the factors that influence employees’ organizational identification. A total of 261 questionnaires were collected through convenience sampling from four acquirer and acquired bank employees in Taiwan (135 acquirer respondents, and 126 acquired respondents). Results from the multi-regression show that pre-merger organization identification, trust in the merger, and procedural justice all have a positive influence on post-merger organizational identification. Trust in the merger had the most significant influence for both acquiring and acquired employees. Only the expected utility in merger failed to have a significant influence on post-merger identification for both groups.