ارائه مدل فرآیند محور یکپارچه‌ سازی فرهنگ سازمانی پس از ادغام و اکتساب

ادغام و اکتساب سازمانی نوعی تحول چندجانبه و پیچیده است که در آن یکپارچه‌سازی فرهنگی میان این سازمان‌ها پیش‌شرطی حیاتی برای موفقیت این طرح تحول‌ سازمانی به شمار می‌رود. این مطالعه با هدف شناسایی عوامل و مراحل شکل‌گیری یکپارچه ‌سازی فرهنگی پس از ادغام و اکتساب انجام شده است. این پژوهش کیفی با رویکرد استقرایی و با روش مورد مطالعه انجام شده است. داده‌های مورد نیاز پژوهش با استفاده از مصاحبه نیمه‌ساختاریافته و بررسی اسناد بافت موردمطالعه جمع‌آوری و با روش تحلیل روند تحلیل شده است. ارکان یکپارچه‌سازی فرهنگی با شواهد تجربی در بستر واقعیت در قالب موردمطالعه شناسایی شد و سپس از روش الگوی ردیابی فرایند علّی برای مشخص‌کردن تقدم‌وتاخر ارکان تشکیل‌دهنده و فرایندهای اصلی و فرعی استفاده شده است. فرایند یکپارچه‌سازی فرهنگ‌سازمانی پس از ادغام و اکتساب در قالب دو الگوی تفضیلی و مرحله‌ای ارائه شده است که الگوی مرحله‌ای در قالب شش مرحله مهم برای اجرای یکپارچگی فرهنگ‌سازمانی پس از ادغام و اکتساب احصا شده است. توجه به این ابعاد و به‌کارگیری مراحل یکپارچه‌سازی فرهنگی در طرح‌های ادغام و اکتساب سازمانی می‌تواند به ایجاد و بهسازی پیش‌نیازهای فرهنگی این تحول‌ سازمانی پیچیده یاری رساند.

a process model of organizational culture integration after merger and acquisition

the role of organizational culture in the success of mergers and acquisitions is crucial, but its complexity makes it a challenging task to integrate among merged or acquired organizations. unfortunately, there is a lack of comprehensive knowledge on the factors that should be considered and how to effectively integrate organizational culture after a merger. this gap in understanding can greatly impact the effectiveness and efficiency of the significant investments made in this area. to reduce this gap and improve the existing theoretical and practical knowledge in this field, the current research seeks to answer these questions: 1) what are the factors that must be taken into account during the integration of organizational culture? 2) what are the causal and order relationships between these factors? 3) what stages does the process of integrating organizational culture include after the merger? such knowledge can help top managers of organizations undergoing mergers and acquisitions to manage this aspect of the organization more effectively, and it will also improve the existing theoretical knowledge in the field of organizational culture management. 2- theoretical frameworkthe majority of studies have only examined the importance of culture or organizational culture management in mergers and acquisitions. despite being an integral part of m a, culture has been a low priority in m a situations. in addition, acculturation strategies, including cultural integration, have received less attention in studies. articles related to organizational culture in mergers and acquisitions were divided into three general categories. the first category is articles that address the importance of culture and cultural management. the second group has addressed the role and impact of cultural integration in mergers and acquisitions, and their efforts have led to the identification of some factors for creating cultural integration. the third group of articles specifically addresses the identification of factors or a framework for creating cultural integration after mergers and acquisitions. 3- methodologythis qualitative research utilized an inductive approach and the studied method. the goal was to identify the elements of cultural integration through empirical evidence within a real-life context. data for the study was gathered through semi-structured interviews and document review and analyzed using trend analysis. in this research, the reliability of the data was assessed using the double coding method, also known as the reproducibility index. the results showed a subject agreement percentage of 74%, indicating acceptable reliability.