M&A 이후 종업원 저항과 조직통합 및 시너지 실현간의 영향관계
A Study on the Organizational Integration and Synergy Realization Influenced by Employer's Resistance Post M&A
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본 연구에서는 M&A 이후 기업조직의 변화에 따른 종업원 저항과 조직통합 및 시너지 실현간에 어떠한 영향관계가 있는지를 실증적으로 분석하였다. 이러한 연구결과에서 종업원 저항은 M&A 이후 조직통합과 시너지 효과를 실현하고 M&A를 성공으로 이끄는 중요한 요인이라는 것을 알 수 있었다. 특히, 국내 M&A에서 종업원 저항은 M&A 이후 高(低)인지 집단에 따라 조직통합과 시너지 실현에 미치는 영향정도가 다르게 나타난다는 사실을 알게 되었다. 따라서 M&A 기업의 경영자들은 M&A 이후 종업원 저항을 최소한으로 줄이고 효율적인 조직통합을 통하여 시너지 효과를 실현한다는 것이 매우 어렵다는 사실을 새롭게 인식하는 계기가 될 것이다.
Abstract
This study was aimed to analyze the influence on the organizational integration and synergy realization by employer's resistance, under the change of the corporate organization after M&A.In conclusion, the employer's resistance would be important factor that could influence on the key successful elements after M&A such as organizational integration and synergy realization. Especially, the fact that there were different relation results between two kinds employer's resistance levels(high-low) would have significant implementations in organization management strategies after M&A. In this reason, if decision makers in the department of human resource management of M&A corporation shouldn't reduce the level of employer's resistance after M&A, they would have some hardship to integrate their organization and create its synergy effect.
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