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The Effects of Legacy Organization Culture on Post- Merger Integration

机译：传统组织文化对合并后整合的影响

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摘要

We explore the relationship between the characteristics of pre-existing organization cultures and post-merger integration dynamics; this study involves examining data produced by computer simulation. Two characteristics of organization culture, its characteristic complexity and its propensity for members ' to share information, are controlled in computational experiments. To characterize post-merger integration dynamics, we measure the transfer of information with respect to two types: (a) that which is necessary in performing work tasks, and (b) that which underlies the features of a group's culture. The extent to which this information is common in a group is indicative of task performance and the cultural cohesiveness of its members; leading to the level of performance for the group. We consider cultural knowledge as it pertains to both that of the entire organization and at the work-team level; often times, these can be dissimilar. We find that cultural complexity and exchange motivation vary in their influence on the diffusion of task and cultural knowledge: the more complex the culture, the longer for post-merger integration to complete, while simultaneously task performance suffers. However, the inclination for an organization to energetically share their culture with another group does not immensely impact the diffusion of cultural or task knowledge; moreover, high levels of task focus in a culture can hinder cultural diffusion, though performance is positively correlated with this characteristic. This study has relevance to post-merger integration research and practice by providing a theoretically grounded, quantitative model useful for estimating the post-merger dynamics of cultural awareness and knowledge diffusion for a specific merger situation.
机译：我们探讨了既有的组织文化特征与合并后整合动力之间的关系；这项研究涉及检查由计算机模拟产生的数据。在计算实验中，控制了组织文化的两个特征，即特征的复杂性和成员共享信息的倾向。为了表征合并后的整合动态，我们针对两种类型的信息传递进行了测量：（a）执行工作任务所必需的信息，以及（b）构成团队文化特征的基础。这些信息在小组中的普遍程度表明了任务的执行情况及其成员的文化凝聚力；从而提高团队的绩效水平。我们认为文化知识既涉及整个组织的知识，也涉及工作团队的知识；通常，这些可能会有所不同。我们发现，文化的复杂性和交流动机对任务和文化知识传播的影响各不相同：文化越复杂，合并后整合完成的时间就越长，而任务执行却受到影响。但是，一个组织倾向于与另一团体积极地共享其文化的意愿并不会极大地影响文化或任务知识的传播。此外，文化中高水平的任务重点可能会阻碍文化传播，尽管绩效与该特征呈正相关。这项研究与合并后整合研究和实践有关，它提供了一种理论基础的定量模型，可用于估计特定合并情况下的文化意识和知识扩散的合并后动态。

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