摘要
在追求快速成長策略下，達成併購整合之預期目標，已成為學術界和企業界最關心的議題(Huyghebaert & Luypaert, 2010)。跨國企業併購失敗的問題歸因於併購過程中的人員調適問題(Bartels, Douwes, Jong & Pruyn, 2006)，人員調適問題原因在於新組織群體之間存在的知覺差異(Jetten & Trindall, 2002)、員工不確定合併會如何影響他們的工作、溝通的延遲(Nguyen & Kleiner, 2003)等。認知失調問題會製造許多管理上的衝突。跨國企業併購的整合機制對減少組織內部的衝突是必要的，人力資源部門應透過有效地降低員工認知失調，進而使被併公司員工對主併公司產生認同，有助於員工面對併購時不產生排斥的現象。本研究透過量化實證研究的方式，提出相關的分析。結果顯示：(1)認知失調確實會影響被併公司員工在併購中的離職意願與組織承諾；(2)員工個人背景的不同，在併購過程中的心理調適所受的影響有所差異。
關鍵字：跨國併購、認知失調、組織承諾
ABSTRACT
In pursuit of fast-growth strategy, merger and acquisition integration targets, has become the subject of academic and business circles are most concerned about (Huyghebaert & Luypaert, 2010). Problem of transnational mergers fail due to merger and acquisition processes of adjustment problems (Bartels, Douwes, Jong & Pruyn, 2006), the personnel adjustment problems because the new organization the perceptual differences between groups (Jetten & Trindall, 2002), employees, determine how the merger will not affect their work, communication delays (Nguyen & Kleiner, 2003). Issues of cognitive dissonance will create numerous management conflicts. Mechanism of transnational merger and integration is essential to reduce conflict within an organization, human resource departments should effectively reduce the staff of cognitive dissonance, and company employees on the main and the company agree that helps employees faced with mergers and acquisitions did not create exclusion phenomena. This research through quantitative empirical research, analysis of the relevant. Results showed: (1) cognitive dissonance will definitely affect the employee turnover intention in the mergers and acquisitions and company and organizational commitment, (2) individuals of different backgrounds, in the merger and acquisition process of psychological adjustment of the effects vary.
Keywords: transnational merger and acquisition, cognitive dissonance, organizational commitment
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