併購前後企業文化與人力資源管理差異對組織承諾影響之研究－以國內某金控銀行為例

The Impact of Differences of Corporate Culture and Human Resource Management before and after M&A on Employees' Organizational Commitment: An Empirical Study on a Domestic Bank Holding Company

李文瑞(Wen-Ruey Lee) ； 陳世傑(Shih-Chieh Chen) ； 陳律睿(Lu-Jui Chen) ； 張藝薰(Yi-Hsun Chang)

《北商學報》 16期 (2009/07) Pp. 65-80

https://doi.org/10.29871/JNTCB.200907.0005

摘要

本研究以國內某金控銀行之併購案為研究對象，利用深入訪談及問卷調查方式，探討併購前後企業文化與人力資源管理差異對員工組織承諾之影響。經由對324份有效問卷的多元迴歸分析，實證結果顯示，就企業文化構面而言，併購前後企業價值觀與規章制度的差異程度確實會對組織成員之組織承諾產生顯著的影響；至於在人力資源管理方面，員工的組織承諾則會受到併購前後訓練發展與績效考核制度之差異所影響。

關鍵字

企業文化 ； 人力資源管理 ； 組織承諾 ； 併購

並列摘要

This paper explores the impact of differences of corporate culture and human resource management before and after merger on employees' organizational commitment. Through in-depth interview and survey of a domestic bank holding company, 324 effective questionnaires are analyzed by multiple regression analysis in this study. Empirical findings indicate that differences of corporate values & norms and rules & regulations before and after merger have a significant influence on employees' organizational commitment. As for human resource management, members' organizational commitment will be significantly influenced by differences of corporate's training & development and performance assessment before and after their merger.

並列關鍵字

corporate culture ； human resource management ； organizational commitment ； mergers and acquisitions