CAJ | 학술논문

并购中员工有更强的离职意愿和更高的离职率已经被充分证明，相关研究者继而对并购中员工离职原因进行了很多探讨，并使其成为并购中人力资源整合领域的一个核心研究问题。以往文献主要从三个理论视角对并购中员工离职原因予以研究，即相对地位理论、高层梯队观点、文化差异观点。相对地位理论从并购双方员工的关系属性来分析员工离职问题，高层梯队观点则从并购企业高层管理团队背景特征分析管理者的离职可能，文化差异观点是从并购双方的文化差异和文化冲突角度来解读员工的离职意愿。
병구중원공유경강적리직의원화경고적리직솔이경피충분증명，상관연구자계이대병구중원공리직원인진행료흔다탐토，병사기성위병구중인력자원정합영역적일개핵심연구문제。이왕문헌주요종삼개이론시각대병구중원공리직원인여이연구，즉상대지위이론、고층제대관점、문화차이관점。상대지위이론종병구쌍방원공적관계속성래분석원공리직문제，고층제대관점칙종병구기업고층관리단대배경특정분석관리자적리직가능，문화차이관점시종병구쌍방적문화차이화문화충돌각도래해독원공적리직의원。
It has been found that the acquisitions. Thus,researchers began to employee has a stronger turnover intention in mergers and explore the reasons. Now, the issue has become one of the hot issues in the area of human resource integration in mergers and acquisitions. The previous research on that mainly focuses on three approaches： relative standing theory, upper echelons perspective, and cultural difference perspective. From the view of relative standing theory, attributes of the relationship between the acquiring firm and acquired firm are the key effect factors of employee turnover intention, In the UEP approach, background characteristics of the top management team of the acquiring firm and acquired firm can predict their turnover intention or turnover behavior. In the perspective of cultural difference,cultural differences and conflicts between the acquiring firm and the acquired firm are the main effect factors of employ turnover intention.