Employees’ motivation during post - acquisition integration: an interpretive phenomenological analysis approach
This research focused on the aspects of the employee "being", and motivation during post-acquisition integration (PAI) amid the acquisition of a heavy engineering French power boutique company by its competitor, an American fortune five hundred conglomerate. The Qualitative Interpretative...
Saved in:
| Main Author: | |
|---|---|
| Format: | Thesis |
| Language: | eng eng |
| Published: |
2021
|
| Subjects: | |
| Online Access: | https://etd.uum.edu.my/10948/1/depositpermission-901369.pdf https://etd.uum.edu.my/10948/2/s901369_01.pdf |
| Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
| Summary: | This research focused on the aspects of the employee "being", and motivation during post-acquisition integration (PAI) amid the acquisition of a heavy engineering French power boutique company by its competitor, an American fortune five hundred conglomerate. The Qualitative Interpretative Phenomenology Analysis (IPA) methodology was applied to gain insights into employees' essence of experience and motivation during the PAI phase of the acquisition. Semi -structured interviews were conducted with purposely selected six Malaysian- based employees from the acquired company. The IPA iterative approach for the analysis emphasized the fundamentals of phenomenology, hermeneutics, and ideography, providing two complementary commitments: giving a voice to the participants and making sense through an insider’s perspective. A conceptual PAI employee motivation model (PEMM) comprised of six themes of cultural attributions, namely personal feelings, job characteristics, insights into motivation, personal well-being aspects, and rationalization, which had emerged as the factors that elaborate the essence of the experience of the acquired employee's "being" during and after the PAI was developed. These themes were further related to themes of employee motivation attributes, mistrust, unstable situations, changes and uncertainty, stability, job insecurity, work/life balance, employee performance, success, and feelings of being under-evaluated during PAI. The PEMM conceptual model contributes by providing the practitioner guidance for the companies considering or undergoing acquisition, to take into due considerations the importance of employee’s “being” and motivations during PAI. From the theoretical aspect, the PEMMrelates acquisition, self, and motivation theories, with employee’s “being” and motivations during PAI, thus offering a new perspective to academics in acquisition studies. It is suggested that future research investigate the relationship between the variables that influence the employees’ emotional motivation and attributes. |
|---|