The Study Of How Dual Organizational Identification Affects Employees’Turnover Intention In The Context Of Entrepreneurial M&As

Mergers and acquisitions (M&As) is one of the effective strategies for organizations to elevate market shares, lower costs and to create synergies. Entrepreneurial M&As can help organizations obtain resources, enter new businesses, promote the creation of new products, services, and technologies, and the update of strategy. In real life, however, more than half of the M&As fail to some extent finally. Problems are mainly about the human aspects involved in M&As. The perception of the new organization’s members on inter-group differences is one of the major reasons, which causes many negative reactions for the members, such as lack of organizational identification and intention to leave. As a result, studies on employees’ dual identification and intention to leave during the entrepreneurial M&As both become valuable issues. This study explored the effect of employees’dual identification on their intention to leave, by the object of entrepreneurial M&As business. Firstly, research design was formed through the literature review. After that, research model was primarily confirmed through the case study. Finally, through the questionnaire survey and the data analysis by SPSS21.0and AMOS17.0, this study verified the research hypotheses. This study found that in entrepreneurial M&As, employees’dual identification directly influenced employees’ turnover intention, which could also be partly mediated by the interpersonal trust in the organizations.Three main conclusions are given from this study. By the first, in the entrepreneurial M&As business, employees’ dual identification, including pre-merger identification and post-merger identification, is negatively correlated to the employees’ turnover intention; Secondly, in the entrepreneurial M&As business, interpersonal trust is negatively correlated to the employees’turnover intention; Thirdly, in the entrepreneurial M&As business, the relationship between employees’ dual identification and their turnover intention can be partly mediated by interpersonal trust.This study has both theoretical and practical value. As for the theory, this study not only extends the research on dual identification, but also explores and confirms the scale of dual identification, under the background of entrepreneurial M&As. Moreover, this study develops the dimension of turnover intention, expands the influencing factors of turnover intention. Finally, this study enriches and deeply studies the relevant research in the entrepreneurial M&As field. As for the practice, conclusions of this study could offer reasonable advices to the entrepreneurial M&As for reducing employees’ turnover intention.