The Impact of Human Resource Management Practices on Employee Readiness for Change during Mergers and Acquisitions

• Authors: Asli Goksoy

Title variants

PL

Wpływ praktyk z zakresu zarządzania zasobami ludzkimi na gotowość pracowniczą do zmian w procesie fuzji i przejęć

• Languages of publication: EN

Abstracts

EN

Embracing constant and continuous change is a necessity for business success. An organisation must be in a continuous state of change readiness. Researchers have confirmed that for organisational readiness, individual employees must also be open, prepared, and ready for change. Researchers and practitioners have both found employee readiness to be a critical factor in successful change efforts. This study presents the impact of employee perception of human resource management practices on employee readiness for change during pre-mergers and acquisitions. A total of 235 employees from the three largest food companies in Istanbul participated in the study. The data was analysed using correlation and regression analysis. The results show that employees’ positive perceptions of the company’s career development, compensation, and communication practices positively affect their readiness for mergers and acquisitions.

PL

Jednym z czynników decydujących o sukcesie przedsiębiorstwa jest zaakceptowanie procesu ciągłej i nieprzerwanej zmiany. Badania dowodzą, że gotowości do zmiany organizacyjnej musi towarzyszyć otwartość indywidualnych pracowników, ich przygotowanie oraz chęć do zmiany. Badacze oraz praktycy są zgodni także co do tego, że podejście pracowników jest kluczowym czynnikiem sukcesu w przeprowadzaniu zmian organizacyjnych. W artykule zaprezentowano wyniki badań dotyczące znajomości stosowanych praktyk z zakresu HR przez pracowników i wpływu tych praktyk na gotowość zatrudnionych do zmian, wynikających z przygotowywanego procesu fuzji i przejęć. W prezentowanym badaniu wzięło udział 235 pracowników z trzech największych firm spożywczych w Istambule. Zebrane dane zostały poddane analizie statystycznej przy użyciu korelacji oraz regresji. Wyniki badań wskazują, że pozytywne postrzeganie stosowanych w organizacjach praktyk z zakresu rozwoju kariery, wynagradzania oraz komunikacji wpływa na gotowość pracowniczą do zaangażowania się w proces fuzji i przejęć.

Keywords

EN

human resource management (HRM) practices; career development practices; compensation practices; communication practices; employee readiness for change; mergers and acquisitions (M&As)

PL

praktyki zarządzania zasobami ludzkimi (ZZL); rozwój pracowników; praktyki wynagradzania; praktyki komunikacyjne; gotowość pracowników do zmian; fuzje i przejęcia

• Publisher: Wydawnictwo Uniwersytetu Ekonomicznego w Krakowie
• Journal: Argumenta Oeconomica Cracoviensia
• Year: 2014
• Issue: 11
• Pages: 47-62

Contributors

author

Asli Goksoy

• The American University in Bulgaria, Business Department, Blagoevgrad, Bulgaria

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Identifiers

DOI

10.15678/AOC.2014.1104