Ching-Chi Lee*, Cou-Chen Wu and Hsiang-Ming Lee
The purpose of this study is to examine the factors that influence employees’ organizational identification after M & A from the acquirer and acquired employees’ perspective. A meta-analysis was conducted to determine the factors that influence employees’ organizational identification. A total of 261 questionnaires were collected through convenience sampling from four acquirer and acquired bank employees in Taiwan (135 acquirer respondents, and 126 acquired respondents). Results from the multi-regression show that pre-merger organization identification, trust in the merger, and procedural justice all have a positive influence on post-merger organizational identification. Trust in the merger had the most significant influence for both acquiring and acquired employees. Only the expected utility in merger failed to have a significant influence on post-merger identification for both groups.
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