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Journal Article 1: Liang-Hung, L. (2012). Organizational structure and acculturation in acquisitions: Perspectives of congruence theory and task interdependence. Journal of Management, 40(7), 1831-1856.

Abstract: A congruence model of organizational design suggests that the consistency among strategy, structure, and culture enhances organizational performance. In this study, the author attempts to understand which strategy-structure and strategy-culture contingencies facilitate superior post acquisition performance. From the perspective of task interdependence, the author argues that different acquisition strategies (i.e., unrelated, vertical, related) require different levels of headquarters centralization and interdivisional integration in the organizational structure, as well as different degrees of acculturation in the organizational culture. Based on input/output (I/O) analysis, the author develops theoretical measures for different acquisition strategies to test these arguments. The results from a two-stage model capture the author’s arguments by using a sample of 154 acquisitions in the Taiwanese electronics and information sector.

Journal Article 2: Fugate, M., Prussia, G. E., Kinicki, A. J. (2010). Managing employee withdrawal during organizational change: The role of threat appraisal. Journal of Management, 38(3), 890-914.

Abstract: This article examines antecedents and consequences of employees’ threat appraisal during organizational change. Positive change orientation and change-related fairness are examined as antecedents of threat appraisal and multiple forms of employee withdrawal as outcomes (intentions to quit, voluntary turnover, and absenteeism). Structural equation results show negative relationships between threat appraisals and positive change orientation (change self-efficacy, positive attitudes toward change, and perceived control of changes) and change related fairness (distributive, procedural, and interactive). Threat appraisals are positively related to absenteeism and intentions to quit, which predict voluntary turnover. Threat appraisals have differential intervening effects on relationships between the antecedents and outcomes.