Antecedents of employee alienation and its impact on individual work performance during post-merger integration (PMI)

Abstract

PurposeThe objective of this study was to examine the significant factors leading to employee alienation in post-merger integration (PMI).Design/methodology/approachData were collected from 482 middle- and low-level employees in two organizations in the real estate and banking sectors in the United Arab Emirates. The analysis was carried out using structural equation modeling (SEM).FindingsOrganizational justice, employee commitment, organizational trust, perceived effectiveness of human resource (HR) initiatives and employee communication strategy played an important role in developing or mitigating a feeling of alienation among employees during PMI. Employee tenure in the organization affected individual work performance.Research limitations/implicationsThe study was limited to middle- and low-level employees and did not consider other organizational variables important in mergers. This study will help merger strategists to deliver appropriate HR practices during PMI, facilitating mitigation of uncertainties among employees and maximizing their trust and commitment.Originality/valueThe study results will help organizations understand employee trust, commitment and determinants in an emerging economy.

Demokratik ve Otokratik Liderlik Tarzlarının Üretkenlik Karşıtı İş Davranışına Etkisinde İşe Yabancılaşmanın Aracı Rolü: Ankara OSTİM Sanayi Bölgesinde Bir Araştırma

“…The results regarding the organization's employees' emotional states are discussed within the scope of the research. Harmony between employees and the organization are among the issues discussed in the studies in the literature, such as the vague sense of organizational commitment and commitment to the employees, the employees' having problems with the managers, the organizational climate is not suitable for the employees, the job being unqualified or tiring, and alienation from the job and the organization (Agarwal, 1993;Nair and Vohra, 2009;Sulu et al, 2010;Gozukara et al, 2017;Li and Chen, 2018;Amarat et al, 2019;Khan et al, 2019;Al Hosani et al, 2020;Dal and Malkoc, 2020;Durrah, 2020). According to the research findings, managing with autocratic leadership has a significant and positive effect on work alienation, and counterproductive behavior inevitably increases employees' tendency to become alienated from their jobs.…”

“…In the literature, it is seen that the mismanagement of the organization generally leads the employees to adverse situations. In the studies in the literature, it is stated that employees will be alienated from their jobs in negative situations such as the employees 'dissatisfaction with the management style of the organization, the employees' goals are not supported enough, and the organizational climate is adverse (Gozukara et al, 2017;Li and Chen, 2018;Amarat et al, 2019;Jiang et al, 2019;Khan et al, 2019;Al Hosani et al, 2020;Dal and Malkoc, 2020;Durrah, 2020). In this context, it is thought that mismanagement styles and leadership styles in organizations will affect organizations negatively, and in this case, alienation from work will occur.…”

Hyper-project portfolio management: post-merger project portfolios

“…Another avenue generating prolific descriptive studies is the human side of PMI to catch the desired synergy level (Durand, 2016; Fiorentino and Garzella, 2015; Gomes et al. , 2013; Al Hosani et al. , 2020; Khan et al.…”

“…Many aspects of PMI are impacted not only by cultural differences and sociocultural status (Sales et al. , 2022; Schlindwein and Geppert, 2020) but also by the emotional dimensions of managers and employees, which play a crucial role in the process (Fiorentino and Garzella, 2015; Al Hosani et al. , 2020; Khan et al.…”

“…It is usual to encounter M&A failure (Warter, 2019). In a post-merger situation, strategic movement can still be challenging as the combined entity and new organization settle (Bodner and Capron, 2018; Al Hosani et al. , 2020; Schönreiter, 2018; Thelisson and Meier, 2022).…”