摘要
由于民营企业与国有企业之间的文化差异,文化融合成为影响企业并购成功与否的关键。本文以民营企业并购国有企业后的企业文化冲突为切入点,通过对民营企业和国有企业文化的特征识别,剖析二者融合后企业文化存在的关键问题,识别出民营企业并购国有企业后影响企业文化融合的关键要素为文化特质、领导行为与员工行为。并以东方希望集团为案例,通过对东方希望集团并购蓬威石化后产生的一系列企业文化冲突进行分析,揭示这些要素对企业文化融合的作用机理,为提升民营企业并购国有企业的文化融合提供参考和借鉴。
Because of the cultural differences between private and state-owned enterprises, cultur- al integration becomes a key factor in enterprise mergers. Taking the cultural conflict in the mer- gers and acquisitions between private and state-owned enterprises as the breakthrough point, this paper analyzes the key issues of cultural conflict after mergers by means of recognizing the differ- ent characteristics of private and state-owned enterprises. Then it identifies that the key factors affecting cultural integration are cultural characteristics, leader behavior and employee behavior. At last it takes East Hope Group as an example, and through analyzing a series of cultural con- flicts encountered in the merger with Pengwei Petrochemical, it reveals the influence mechanism of these factors on cultural integration. It could provide reference for promoting cultural integra- tion in the mergers and acquisitions between private and state-owned enterprises.
出处
《管理案例研究与评论》
2013年第1期1-9,共9页
Journal of Management Case Studies
关键词
民营企业
国有企业
企业并购
文化融合
关键要素
private enterprises
state-owned enterprises
enterprise mergers and acquisitions
cul- tural integration
key factors
