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

dc.contributor.authorKyei-Poku, Ivy Akua
dc.contributor.authorUniversity of Lethbridge. Faculty of Management
dc.contributor.supervisorMiller, Diane
dc.contributor.supervisorKelley, Helen
dc.date.accessioned2008-02-28T20:43:47Z
dc.date.available2008-02-28T20:43:47Z
dc.date.issued2002
dc.descriptionxii, 109 leaves : ill. ; 28 cm.en
dc.description.abstractThis 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.identifier.urihttps://hdl.handle.net/10133/590
dc.language.isoen_USen
dc.publisherLethbridge, Alta. : University of Lethbridge, Faculty of Management, 2002en
dc.publisher.facultyManagementen
dc.relation.ispartofseriesProject (University of Lethbridge. Faculty of Management)en
dc.subjectConsolidation and merger of corporations -- Canadaen
dc.subjectJob satisfaction -- Canadaen
dc.subjectJob satisfaction -- Testingen
dc.subjectFinancial institutions -- Canadaen
dc.titleSatisfaction with a merger, its impact on organizational commitment and turnover intentions : Canadian evidenceen
dc.typeThesisen
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