摘 要
企业并购作为现代企业发展的重要战略手段，在实现资源优化配置和规模经济效应的同时，也面临着诸多挑战，其中文化整合是影响并购成败的关键因素之一。本研究旨在探讨企业并购后的文化整合策略，基于对国内外相关文献的梳理与分析，结合案例研究法、问卷调查法及访谈法，选取具有代表性的并购企业为样本，深入剖析并购双方在价值观、管理理念、行为规范等方面的差异及其对企业运营的影响。研究发现，并购后的企业应构建以共同愿景为导向的文化融合框架，通过建立有效的沟通机制、开展针对性的文化培训、制定包容性的管理制度等措施，促进文化的交流与融合。创新之处在于将组织学习理论引入文化整合过程，强调知识共享与创新能力培养的重要性，为企业提供更具操作性的文化整合路径。研究表明成功的文化整合不仅有助于消除并购障碍，还能激发员工创造力，提升企业的核心竞争力，为我国企业在全球化背景下的并购实践提供了理论依据与实践指导。
关键词：企业并购 文化整合 共同愿景
Abstract
Corporate mergers and acquisitions (M), as a critical strategic tool for modern enterprise development, achieve optimal resource allocation and economies of scale while encountering numerous challenges. Among these challenges, cultural integration significantly influences the success or failure of M This study aims to explore post-M cultural integration strategies by reviewing and analyzing relevant domestic and international literature, complemented with case studies, surveys, and interviews. Representative M companies were selected as samples to thoroughly examine differences in values, management philosophies, and behavioral norms between the merging entities and their impact on corporate operations. The findings indicate that post-M enterprises should establish a cultural integration fr amework guided by a shared vision. Measures such as implementing effective communication mechanisms, conducting targeted cultural training programs, and formulating inclusive management systems can promote cultural exchange and integration. An innovative aspect of this research is the incorporation of organizational learning theory into the cultural integration process, emphasizing the importance of knowledge sharing and innovation capability cultivation, thereby providing more operational cultural integration pathways for enterprises. The study demonstrates that successful cultural integration not only helps eliminate M barriers but also stimulates employee creativity and enhances core competitiveness, offering theoretical foundations and practical guidance for Chinese enterprises engaging in global M practices.
Keyword:Corporate Mergers And Acquisitions Cultural Integration Shared Vision
目 录
1绪论 1
1.1研究背景与意义 1
1.2国内外研究现状综述 1
1.3研究方法与技术路线 1
2并购企业文化差异分析 2
2.1文化差异的表现形式 2
2.2文化冲突的主要类型 3
2.3差异对整合的影响评估 3
3文化整合策略框架构建 4
3.1整合模式选择依据 4
3.2核心价值观重塑路径 4
3.3制度文化的协同机制 5
4文化整合实施路径探索 6
4.1领导层的文化引领作用 6
4.2员工参与的激励机制 6
4.3跨文化交流平台建设 7
结论 7
参考文献 9
致谢 10
企业并购作为现代企业发展的重要战略手段，在实现资源优化配置和规模经济效应的同时，也面临着诸多挑战，其中文化整合是影响并购成败的关键因素之一。本研究旨在探讨企业并购后的文化整合策略，基于对国内外相关文献的梳理与分析，结合案例研究法、问卷调查法及访谈法，选取具有代表性的并购企业为样本，深入剖析并购双方在价值观、管理理念、行为规范等方面的差异及其对企业运营的影响。研究发现，并购后的企业应构建以共同愿景为导向的文化融合框架，通过建立有效的沟通机制、开展针对性的文化培训、制定包容性的管理制度等措施，促进文化的交流与融合。创新之处在于将组织学习理论引入文化整合过程，强调知识共享与创新能力培养的重要性，为企业提供更具操作性的文化整合路径。研究表明成功的文化整合不仅有助于消除并购障碍，还能激发员工创造力，提升企业的核心竞争力，为我国企业在全球化背景下的并购实践提供了理论依据与实践指导。
关键词：企业并购 文化整合 共同愿景
Abstract
Corporate mergers and acquisitions (M), as a critical strategic tool for modern enterprise development, achieve optimal resource allocation and economies of scale while encountering numerous challenges. Among these challenges, cultural integration significantly influences the success or failure of M This study aims to explore post-M cultural integration strategies by reviewing and analyzing relevant domestic and international literature, complemented with case studies, surveys, and interviews. Representative M companies were selected as samples to thoroughly examine differences in values, management philosophies, and behavioral norms between the merging entities and their impact on corporate operations. The findings indicate that post-M enterprises should establish a cultural integration fr amework guided by a shared vision. Measures such as implementing effective communication mechanisms, conducting targeted cultural training programs, and formulating inclusive management systems can promote cultural exchange and integration. An innovative aspect of this research is the incorporation of organizational learning theory into the cultural integration process, emphasizing the importance of knowledge sharing and innovation capability cultivation, thereby providing more operational cultural integration pathways for enterprises. The study demonstrates that successful cultural integration not only helps eliminate M barriers but also stimulates employee creativity and enhances core competitiveness, offering theoretical foundations and practical guidance for Chinese enterprises engaging in global M practices.
Keyword:Corporate Mergers And Acquisitions Cultural Integration Shared Vision
目 录
1绪论 1
1.1研究背景与意义 1
1.2国内外研究现状综述 1
1.3研究方法与技术路线 1
2并购企业文化差异分析 2
2.1文化差异的表现形式 2
2.2文化冲突的主要类型 3
2.3差异对整合的影响评估 3
3文化整合策略框架构建 4
3.1整合模式选择依据 4
3.2核心价值观重塑路径 4
3.3制度文化的协同机制 5
4文化整合实施路径探索 6
4.1领导层的文化引领作用 6
4.2员工参与的激励机制 6
4.3跨文化交流平台建设 7
结论 7
参考文献 9
致谢 10
