报告简介：
While some scholars in strategic human resource management (SHRM) research suggest that HRM investments can be effective in reducing the negative repercussions of employee downsizing, other scholars argue that such HRM investments could convey contradictory messages to employees, resulting in more negative employee reactions and decreased firm performance. In this research, we address this unsettled question by looking into the M&A context where we theorize that the acquiring firm’s HRM investments can positively moderate the negative effect of employee downsizing on firm performance by invoking positive sensemaking processes from remaining acquired firm employees. Moreover, the positive sensemaking effects of HRM investments extend beyond remaining acquired firm employees to influence the overall performance of the merged firm. We examine established HRM investments by acquiring firms prior to the M&A and additional HRM investments made after the M&A. Using a representative sample of 5,467 firm-year observations from 1,214 U.S. publicly traded firms between 2002 and 2018, we found that both pre-acquisition and post-acquisition HRM investments by acquiring firms mitigate the negative effect of employee downsizing following M&A on firm performance. We discuss the implications of these findings for both research and practice.
报告人简介：
李梦薇，现任荷兰蒂尔堡大学人力资源研究系助理教授。她的研究主要聚焦于战略人力资源管理，特别是企业如何通过人力资本实现并维持持续的竞争优势。研究成果已发表于 Human Resource Management、Human Resource Management Journal、Journal of Business Research等期刊。其文章曾被评为 Human Resource Management Journal年度引用率最高的前十篇之一，并获过Academy of Management 人力资源领域最佳会议论文奖、Southern Management Association 人力资源/研究方法方向最佳博士生论文奖，以及美国堪萨斯大学商学院 John O. Tollefson 博士生最佳论文奖。她同时为 Academy of Management Review、Human Resource Management、Human Resource Management Journal、Journal of Business Ethics、The International Journal of Human Resource Management等期刊审稿。
