Un model integrativ al consecinþelor achiziþiilor internaþionale la nivel individual
DOI:
https://doi.org/10.24837/pru.v9i2.375Keywords:
attitudes towards acquisition, trust in managementAbstract
The current study developed and tested a model of the emergence of the attitudes towards organizational
change and turnover intentions in the context of a foreign acquisition. Based on a sample of 172 employees surveyed
from the acquired organization a fully mediated and a partially mediated model were compared with the
second providing the best fit to the data. Job pressure and communication were revealed as antecedents of both
procedural justice and trust in management. Occupational stress had a direct influence on attitudes towards acquisition
and turnover intentions, while communication influenced those variables indirectly, via the level of trust.
An important issue exposed by the model was the importance of the level of trust in management of organizations.
Employees need to feel that the organization is preoccupied by themselves and their interests. The
behaviour of the management significantly influences employees’ perception of the organization that is why companies
should pay attention to the way they communicate and implement the changes in the context of acquisitions.
The relationships in the model additionally prove that the psychological aspects play a major role in the
integration process, by their significant impact on the general attitudes towards change and their consequences on
organizational behaviour.
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References
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scale change. Group and Organizational Studies,
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Exchange Theory: An Interdisciplinary Review.
Journal of Management, 31, 874-900;
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The influence of justifications and change outcomes
on employees’ fairness judgments. Journal
of Applied Behavioral Science, 31, 415-428.
Un model integrativ al consecinþelor achiziþiilor internaþionale la nivel individual
68
Volumul_09_nr_02.qxd 10/19/2011 12:45 PM Page 68
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of job security’s direct and mediated effects on
withdrawal cognitions. Journal of Organizational
Behavior, 18, 323-349.
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research and practice. Journal of Applied Psychology,
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inorganizational settings. Organization Science,
12, 450-467.
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the Not-So_Obvious: Consensus, Commitment
and Strategy Implementation Speed and Success.
Journal of Management, 26,6,1237-1257.
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Organizational justice evaluations, job control and
occupational strain. Journal of Applied Psychology,
86, 418-424.
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shortened stress evaluation tool (ASSET). Stress
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Making change permanent: Amodel for institutionalizing
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Journal of Organizational Change Management,
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justice and work outcomes: test of a social
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Bernerth, J.B., Armenakis, A.A., Feild, H.S. & Walker,
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The Journal of Applied Behavioral Science,
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Bovey,W.H. & Hede, A. (2001). Resistance to organizational
change: The role of defence mechanisms.
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Brashear, T., Boles, J.S., Bellenger, D.N. & Brooks,
C.M. (2003). An empirical test of trust-building
processes and outcomes in sales manager – salesperson
relationships, Journal of the Academy of
Marketing Science, 31, 2, 189-200.
Brockner, J., Konovsky, M., Cooper-Schneider, R., Folger,
R., Martin, C. & Bies, R.J. (1994). Interactive
effects of procedural justice and outcome negativity
on victims and survivors of job loss. Academy
of Management Journal, 37, 397-409.
Buono, A.F. & Bowditch, J.L. (2003). The Human Side
of Mergers and Acquisitions. Managing collisions
between people, cultures and organizations.
Beard Books.
Cannella, A.A. & Hambrick, D. (1993). Effects of executive
departures on the performance of acquired
firms. Strategic Management Journal, 14, 137-152.
Carnall, C, (1995), Managing Change in Organizations,
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Cartwright, S. & Cooper, C.L. (1994). The human
effects of mergers and acquisitions. Journal of
Organizational Behavior, 1, 47-61.
Cartwright, S. & Cooper, C.L. (1996). Managing Mergers
Acquisitions & Strategic Alliances. Integrating People
and Cultures. Oxford: Butterworth-Heinmann.
Cartwright, S. & Cooper, C.L. (2000). HR know how in
mergers and acquisitions. London: Chartered
Institute of Personnel Development.
Cartwright, S. & Hudson, S.L. (2000). Coping with
mergers and acquisitions. In R.J. Burke & C.L.
Cooper (Eds.). The organization in crisis. Downsizing,
restructuring and privatization. Oxford:
Blackwell Publishing.
Cartwright, C. & Cooper, C.L. (1993). The psychological
impact of merger and acquisition on the individual:
A study of building society managers.
Human Relations, 46,3, 327-347.
Cartwright, S. (2005). Mergers and acquisitions: an
update and appraisal. In G.P. Hodgkinson & J.K.
Ford (Eds.) International Review of Industrial and
Organizational Psychology, 20, 1-38, John Wiley
& Sons, Ltd.
Chan, K. & Mauborgne, R.A. (1993). Procedural justice,
attitudes and subsidiary top management
compliance with multinationals’ corporate strategic
decisions, Academy of Management Journal,
36, 3, 502-526.
Cobb, A.T., Folger,R. & Wooten, K. (1995). The role
justice plays in organizational change. Public
Administration Quarterly, 19, 2, 135-151.
Cohen-Carash, Y. & Spector, P.E. (2001). The role of
justice in organizations: A meta-analysis. Organizational
Behaviour and Human Decision Processes,
86, 278-321.
Colquit, J.A., Conlon, D.E., Porter, C.O. & Wesson,
M.J. (2001). Justice at the millenium: A meta analytic
review of 25 years of organizational justice
research. Journal of Applied Psychology, 86, 3,
425-445.
Covin, T.J. & Kilman, R.H. (1990). Participant perceptions
of positive and negative influences in large
scale change. Group and Organizational Studies,
15, 233-249.
Cropanzano, R., & Mitchell, M.S., (2005). Social
Exchange Theory: An Interdisciplinary Review.
Journal of Management, 31, 874-900;
Daly, J.P. (1995). Explaining changes to employees:
The influence of justifications and change outcomes
on employees’ fairness judgments. Journal
of Applied Behavioral Science, 31, 415-428.
Un model integrativ al consecinþelor achiziþiilor internaþionale la nivel individual
68
Volumul_09_nr_02.qxd 10/19/2011 12:45 PM Page 68
Daly, J.P. & Geyer, P.D. (1994). The role of fairness in
implementing large-scale change: Employee evaluations
of processes and outcome in seven facility
relocations. Journal of Organizational Behavior,
15, 623-638.
Davy, J.A., Kinicki, A., Kilroy, J & Scheck, C. (1988).
After the merger: dealing with people’s uncertainty.
Training and Development Journal, November,
57-61.
Davy, J.A., Kinicki, A.J. & Scheck, C.L. (1997). A test
of job security’s direct and mediated effects on
withdrawal cognitions. Journal of Organizational
Behavior, 18, 323-349.
Dent, E.B. & Goldberg, S.G. (1999). Challenging resistance
to change. The Journal of Applied Behavioral
Science, 35, 25-41.
Dirks, K. T., & Ferrin, D. L. (2002). Trust in leadership:
Meta-analytic findings and implications for
research and practice. Journal of Applied Psychology,
87, 611-628.
Dirks, K.T. & Ferrin, D.L. (2001). The role of trust
inorganizational settings. Organization Science,
12, 450-467.
Dooley, R.S., Fryxell, G.E. & Judge, W.Q. (2000). Belaboring
the Not-So_Obvious: Consensus, Commitment
and Strategy Implementation Speed and Success.
Journal of Management, 26,6,1237-1257.
Elovianio, M., Kivimaki, M. & Helkama, K. (2001).
Organizational justice evaluations, job control and
occupational strain. Journal of Applied Psychology,
86, 418-424.
Faragher, E.B., Cooper, C.L. & Cartwright, S. (2004). A
shortened stress evaluation tool (ASSET). Stress
and Health, 20, 189-201.
Folger, R. & Skarlicki, D.P. (1999). Unfairness and
resistance to change: Hardship as mistreatment.
Journal of Organizational Change Management,
12, 35-50.
Francis, L. & Barling, J. (2005). Organizational injustice
and psychological strain. Canadian Journal of
Behavioral Science, 37, 4, 250-261.
Gilmore, T.N. & Barnett, C. (1992). Designing the
social architecture of participation in large groups
to effect organizational change. The Journal of
Applied Behavioral Science, 28, 4, 534-548.
Greenberg, J. (1990). Organizational justice: Yesterday,
today and tomorrow. Journal of Management, 16,
399-432.
Gutknecht, J.E. & Keys, J.B. (1993). Mergers, acquisitions
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Budean, A. (2020). Un model integrativ al consecinþelor achiziþiilor internaþionale la nivel individual. Psihologia Resurselor Umane, 9(2), 54–71. https://doi.org/10.24837/pru.v9i2.375
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