Voluntary Turnover during Mergers and Acquisitions:

This book describes the process that leads
employees to resign voluntarily, analyses
specific situations M&A s might create,and presents
different intervention methods
human resource practitioners can proactively take to
avoid costly turnover.
The aim is to raise awareness for
voluntary turnover, foster the understanding of
difficulties that might arise during the integration
of two companies, and based on these findings
contribute to create and implement innovative
retention strategies through integrated human
resource mangement practices coupled
with specific targeted interventions during this
organizational change process in order to retain
motivated employees.
Although individual decisions and the resulting paths
employees choose may vary considerably,
tendencies have been identified that allow to gain
valuable insights to shape employee perceptions,
target retention strategies,and accompany and support
employees to manage this
transition as smoothly as possible for
themselves as well as for the organizations the
employees form(ed) part of based on the findings of
voluntary turnover research, equity- and
organizational justice theory, and change management
literature.

Autorentext

This book emerged as the final project during my studies ofInternational Business Adminstration at the Vienna University ofBusiness at the Institute of Human ResourceManagement. After having finished my studies in this area, I am currentlyworking as a Training and Development Specialist in Barcelona,Spain.

Klappentext

This book describes the process that leadsemployees to resign voluntarily, analysesspecific situations M&A´s might create,and presentsdifferent intervention methodshuman resource practitioners can proactively take toavoid costly turnover.The aim is to raise awareness forvoluntary turnover, foster the understanding ofdifficulties that might arise during the integrationof two companies, and based on these findingscontribute to create and implement innovativeretention strategies through integrated humanresource mangement practices coupledwith specific targeted interventions during thisorganizational change process in order to retainmotivated employees. Although individual decisions and the resulting pathsemployees choose may vary considerably,tendencies have been identified that allow to gainvaluable insights to shape employee perceptions,target retention strategies,and accompany and supportemployees to manage thistransition as smoothly as possible forthemselves as well as for the organizations theemployees form(ed) part of based on the findings ofvoluntary turnover research, equity- andorganizational justice theory, and change managementliterature.