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论文编号：	6399
作者编号：	2120112585
上传时间：	2014/6/9 21:21:45
中文题目：	JD公司子公司合并后员工组织认同重塑研究
英文题目：	Research of Organizational Identification Reshaping for Subsidiaries Consolidation of JD Company
指导老师：	王健友
中文关键字：	子公司合并；组织认同；组织认同重塑
英文关键字：	Subsidiaries Consolidation ；Organizational Identification；Organizational Identification Reshaping
中文摘要：	在现代企业发展中，子公司合并这种企业内部变革时有发生，它是企业重组的重要方式，也是企业或组织增强竞争力、降低运营成本的一个重要策略。但在众多的子公司合并案例中，却有大约2／3的案例未能达到预期的财务或战略目标。很多专家认为，造成这种失败的一个关键原因就在于企业或组织的子公司合并过程中，忽视了员工的组织认同对企业合并微妙而又重要的影响。而本文就是通过JD两个子公司合并的案例，分析企业合并后的组织认同的问题及原因，进而阐述企业管理应该如何重塑合并企业的组织认同。 为实现研究目的，本论文首先对并购、整合、组织认同及组织社会化的相关理论和文献进行了梳理。阐述了子公司合并属于特殊的企业并购，组织认同是通过组织社会化的过程来完成的，并且通过对组织认同定义分析，将本论文的组织认同确定为从组织成员对组织的一致性倾向方面进行讨论。然后通过重点分析JD两个子公司合并的案例，总结出JD公司企业合并后组织认同面临的问题，包括亚文化差异；未完成组织社会化；心理契约破坏。最后，本文分别针对JD公司面临的组织认同问题，提出了采取亚文化融合；适当的组织社会化策略和保证管理制度的公平公正三个方面的措施使被合并员工彻底融入企业，实现组织认同重塑。 本论文主要分析了JD公司子公司合并后组织认同的具体问题并提供了相应的措施建议。希望在组织认同方面对于类似的企业变革案例有所借鉴，促进组织认同的重塑，帮助企业实现企业重组的战略目标。
英文摘要：	In the modern enterprise development, consolidation of subsidiaries often occurred within the enterprise, it is an important way of corporate restructuring, and it’s also an important strategy to enhance the competitiveness of enterprises or organizations and reduce operating costs. But in so many consolidations of subsidiaries cases, there are about 2/3 cases failed to achieve the expected financial or strategic objectives. Many experts believe that a key reason for this failure is that enterprises ignore the impact of employee’s organizations identification which is subtle but important in the consolidation process in subsidiary companies or organizations. By the merger of two subsidiaries of JD company case, this article analyzed the issues of organizational identification between the consolidations of subsidiaries, described how to reshape the organizational identification in combined enterprise. To achieve the purpose, firstly, this paper tidied up relative theory and literature about the merge, integration, organizational identification and organizational socialization, described the subsidiaries consolidation was the special type of merge, and organizational identification is through the process of organization socialization to complete. Based on the analysis of the definition of organizational identification, pointed the organizational identification of this paper is discussed from the member’s consistency trend of the organization. Then this article analyzed the merger of two subsidiaries of JD company case, summed up the problems faced by corporate merger organizational identification, including sub - cultural differences; unfinished organizational socialization; psychological contract breach. Finally, this paper aimed at JD organizational identity issues, proposed to take sub -cultural integration; appropriate organizational strategy and the fairness and justice about management systems to ensure the combined enterprise employees integrated into new enterprise to achieve organizational identity reshaping. This paper mainly analyzed the detail issues of organizational identification in subsidiaries consolidation and proposed suggestions. Hope this article can help some similar enterprise cases in organizational identification, speed the organizational identification reshaping and promote corporate restructuring enterprises to achieve strategic objectives.
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