An integrative approach to the study of employee psychology in mergers and acquisitions: systematic review, meta-analysis, case study and CART decision-trees

Objective: The goal of this thesis is to understand the psychological impact of a merger or an acquisition on employees, how they construe the change and psychologically adapt to it. Method: Study 1 of this thesis is a PRISMA systematic literature review on employee affect, behaviour and health outcomes in mergers and acquisitions. Study 2 is a meta-analysis on the role of group status and employee identification in employee outcomes. Study 3 is an organizational case study where I explore employee emotions, behaviours and cognition in a pre-acquisition period. Study 4 is a survey study among 108 employees experiencing a merger or an acquisition where I examine the role of cognitive and contextual factors in employee affect and behaviour. Results: Study 1 found employees experience negative affect, health problems and may engage in negative behaviours, which seem to be triggered by contextual factors, cognition and work demands and resources. Study 2 found a significant effect of group status on employees’ identification with the post-merger organization, the latter being linked with job satisfaction. Study 3 found that employees in pre-acquisition period experience feelings of abandonment, threat and adopt a cynical behaviour. Study 4 tests and proposes an integrative approach to the study of employee psychology in mergers and acquisitions. Conclusions: Study 1 and Study 2 concluded that mergers and acquisitions literature is highly disintegrated. Study 3 uncovered relevant aspects related to employee psychology in mergers and acquisitions to be tested in my cross-sectional study. Study 4 concluded that integrative approaches may better explain negative employee outcomes in mergers and acquisitions