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Satisfaction with a merger, its impact on organizational commitment and turnover intentions : Canadian evidence

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dc.contributor.advisor Miller, Diane
dc.contributor.advisor Kelley, Helen
dc.contributor.author Kyei-Poku, Ivy Akua
dc.contributor.author University of Lethbridge. Faculty of Management
dc.date.accessioned 2008-02-28T20:43:47Z
dc.date.available 2008-02-28T20:43:47Z
dc.date.issued 2002
dc.identifier.uri http://hdl.handle.net/10133/590
dc.description xii, 109 leaves : ill. ; 28 cm. en
dc.description.abstract This study was conducted to examine the impact employee post-merger satisfaction has on employee organizational commitment and turnover intentions. Employees of a Canadian financial institution (N=73) completed surveys approximately seven months after a merger between two comparably sized banks. Partial Least Squares (PLS) approach to structural equation modeling (SEM) (e.g., Wold, 1982) provided evidence for the relationship between satisfaction with a merger and the affective and normative components of organizational commitment. Support was also found for the hypotheses that proposed that affective and normative commitments are negatively correlated with turnover intentions. The implications of these relationships are offered. Limitations of the study and directions for future research are also included. en
dc.language.iso en_US en
dc.publisher Lethbridge, Alta. : University of Lethbridge, Faculty of Management, 2002 en
dc.relation.ispartofseries Project (University of Lethbridge. Faculty of Management) en
dc.subject Consolidation and merger of corporations -- Canada en
dc.subject Job satisfaction -- Canada en
dc.subject Job satisfaction -- Testing en
dc.subject Financial institutions -- Canada en
dc.title Satisfaction with a merger, its impact on organizational commitment and turnover intentions : Canadian evidence en
dc.type Thesis en
dc.publisher.faculty Management en

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