Working under a Black Cloud: How to Sustain Organizational Identification after a Merger
By Rolf van Dick, Johannes Ullrich, P. Tissington. 2006
260 citations recorded by the source corpus.
Subfields: Gender Studies, Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/ce6e1a6def4a288d7f9035445cfa7094ba58f19e
How researchers see this paper
The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.
In Gender Studies
In Organizational Behavior and Human Resource Management
- Norbert Steigenberger
- Nikolai Egold
- Frank Drzensky
- Rolf van Dick
- Chris Stride
- Riikka M. Sarala
- Eva Selenko
- Anne Mäkikangas
Citations in the corpus
- Navigating Organizational Change: Change Leaders, Employee Resistance and Work-based Identities (2009, background): “It has been shown empirically and argued conceptually, that mergers can have a negative impact on employees’ post merger identification accompanied by negative emotions, less job satisfaction, or higher turnover intentions (Van Dick et al., 2006).”
- The impact of cultural differences and acculturation factors on post-acquisition conflict ☆ (2010, background): “Third, acquisitions threaten the existing group values, structures, and social identity (Bartels, Douwes, de Jong, & Pruyn, 2006; DeNisi & Shin, 2005; Van Dick et al., 2006).”
- Ready for a Change? A Longitudinal Study of Antecedents, Consequences and Contingencies of Readiness for Change (2012, background): “…which focus on OI, however, have been mostly concerned with intergroup processes in the context of mergers and acquisitions (M&As) (Terry, 2001; Terry et al., 2001; van Knippenberg and van Leeuwen, 2001; van Knippenberg et al., 2002; van Dick et al., 2004, 2006) and not on change in general.”
- Does job insecurity threaten who you are? Introducing a social identity perspective to explain well-being and performance consequences of job insecurity (2017, background): “Apparently, behaviour aimed at organisational well-being, which has been related to organisational identification (e.g., Van Dick et al., 2006) was not related to the social identity as employed person.”
- The Challenge of Integration: A Review of the M&A Integration Literature (2017, background): “Integration processes also often imply changes in organizational identity that can affect employees’ perception of the integration process (Dick et al. 2006; Olie 1994; Shanley and Correa 1992).”