M&A로 인한 조직변화, 고용불안, 심리적 저항의 관계에 관한 연구: 합병⋅피합병 항공사의 비교를 중심으로

The purpose of this study is to examine whether the relationships among employees’ perception of organizational change from a multidimensional perspective, job insecurity, and psychological resistance differs between acquiring and merged companies by considering M&A. First, the research was conducted by factorizing organizational changes in M&A into internal structure change, welfare change, manpower structure change, and performance management change. As a result of the moderated mediation effect of depending on the company, it was found that among the various causes of resistance to organizational change, the relationship with the job insecurity triggered by organizational change in M&A was different for each acquiring and merged airline. Internal structural changes, welfare changes, and manpower structure changes had positive effects on psychological resistance through job insecurity. In particular, it was found that the employees of the merged company responded more strongly to the recognition of the change in the manpower structure than the acquiring company. However, the expectation of change in performance management of employees was found to be a factor that could reduce psychological resistance through job insecurity and showed a different pattern. As a result of this study, the foundation of research related to organizational change perception in M&A of airline companies was laid, and the findings provide important insight into how change managers of merging firms can enhance change strategies to reduce the job insecurity and resistance of employees, which could achieve true integration of the two organizations.