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Mergers & Acquisitions: The roles of...

Steele, Devann M.

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Mergers & Acquisitions: The roles of cultural/relational fit and human integration in cultural/relational convergence and organizational commitment.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Mergers & Acquisitions: The roles of cultural/relational fit and human integration in cultural/relational convergence and organizational commitment./
Author:	Steele, Devann M.
Description:	215 p.
Notes:	Source: Dissertation Abstracts International, Volume: 75-06(E), Section: A.
Contained By:	Dissertation Abstracts International75-06A(E).
Subject:	Sociology, Organizational. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3586274
ISBN:	9781303808463

Mergers & Acquisitions: The roles of cultural/relational fit and human integration in cultural/relational convergence and organizational commitment.
Steele, Devann M.

Mergers & Acquisitions: The roles of cultural/relational fit and human integration in cultural/relational convergence and organizational commitment. - 215 p.

Source: Dissertation Abstracts International, Volume: 75-06(E), Section: A.

Thesis (Ph.D.)--TUI University, 2014.

This item must not be sold to any third party vendors.

Extensive Mergers and Acquisitions (M&As) research exists on how financial constructs affect the performance of M&As. However, research is more limited when it comes to understanding how behavioral constructs affect M&As. Therefore, this study examines six behavioral constructs: cultural and relational fit, cultural and relational convergence, the human integration process, and organizational commitment. Cultural/relational fit and cultural/relational convergence were investigated before and after the consummation of three organizational acquisitions; and, of the 883 employees surveyed, 601 completed the survey. The purpose of this study is to examine behavioral constructs and the role they play in the success of merging organizations.

ISBN: 9781303808463Subjects--Topical Terms:

1018023
Sociology, Organizational.

Mergers & Acquisitions: The roles of cultural/relational fit and human integration in cultural/relational convergence and organizational commitment.
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245 1 0 $a Mergers & Acquisitions: The roles of cultural/relational fit and human integration in cultural/relational convergence and organizational commitment.
300 $a 215 p.
500 $a Source: Dissertation Abstracts International, Volume: 75-06(E), Section: A.
500 $a Adviser: Joshua Shackman.
502 $a Thesis (Ph.D.)--TUI University, 2014.
506 $a This item must not be sold to any third party vendors.
506 $a This item must not be added to any third party search indexes.
520 $a Extensive Mergers and Acquisitions (M&As) research exists on how financial constructs affect the performance of M&As. However, research is more limited when it comes to understanding how behavioral constructs affect M&As. Therefore, this study examines six behavioral constructs: cultural and relational fit, cultural and relational convergence, the human integration process, and organizational commitment. Cultural/relational fit and cultural/relational convergence were investigated before and after the consummation of three organizational acquisitions; and, of the 883 employees surveyed, 601 completed the survey. The purpose of this study is to examine behavioral constructs and the role they play in the success of merging organizations.
520 $a The results revealed that cultural convergence predicted cultural fit and the human integration process; the human integration process predicted cultural fit; organizational commitment predicted cultural convergence; relational convergence (Communal Sharing [CS], Authority Ranking [AR], Equality Matching [EM], and Market Pricing [MP]) predicted relational fit (CS, AR, EM, and MP); and the human integration process post-acquisition partially mediated the relationship between cultural fit pre-acquisition and cultural convergence post-acquisition. However, the human integration process post-acquisition does not mediate the relationship between relational fit (CS, AR, EM, and MP) pre-acquisition and relational convergence (CS, AR, EM, and MP) post-acquisition. Also, relational fit (CS, AR, EM and MP) did not show a significant effect on the human integration process; the human integration process did not show a significant effect on relational convergence (AR, EM and MP); and relational convergence (CS, AR, EM, and MP) did not show a significant effect on organizational commitment. However, these findings support the notion that behavioral constructs matter when merging organizations.
590 $a School code: 0622.
650 4 $a Sociology, Organizational. $3 1018023
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650 4 $a Economics, Finance. $3 626650
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710 2 $a TUI University. $b Business Administration. $3 2094037
773 0 $t Dissertation Abstracts International $g 75-06A(E).
790 $a 0622
791 $a Ph.D.
792 $a 2014
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3586274