An explorative study on the impact of employees' morale from the post-acquisition exercise in Damansara holdings Berhad (DBhd), Malaysia

Mergers and acquisitions are among the most successful strategic tools for accomplishing specific corporate objectives in the twenty-first century. However, the company's employees suffered a significant impact due to the mergers and acquisitions. So, this study aims to understand and examine the impact of employee morale on post-acquisition exercises in Damansara Holdings Berhad (DBhd). A qualitative research methodology was used, with a case study approach serving as the primary technique for investigating the effect of post-acquisition on staff morale. Additionally, semi-structured interviews were conducted with 18 executives from DBhd who had dealt with acquisitions throughout their tenure with the company. All data was transcribed and analysed using NVivo software. Basically, the findings revealed that the first theme, which was the potential impact on employee morale, led to four subthemes, which were affected, expected feelings, and reaction. Most employees mentioned confusion, increased workloads, fears, nervousness, shock, and instability. Apart from that, some of the respondents were addressed as part of the experience undergone in the mergers and acquisitions activities. The second theme was an employee's morale impact from the post-acquisition exercise. It led to three subthemes: impact, demotivation, and affect. This theme shows that the employees were affected and demotivated by these mergers and acquisitions activities. Hence, overall, most of the respondents mentioned that those impacts had impacted their job motivation, job security, and pay and compensation. The findings of this study contributed to theoretical perspectives in several ways. Identifying all the post-acquisition effects makes a significant contribution to viewing from a human capital perspective, highlighting the critical elements that must be considered in addition to financial, strategy, planning, and so on. On the other hand, this study has practical implications. DBhd's human resources department can use the conceptual framework developed.

Name dc:type.qualificationname

dba

Level dc:type.qualificationlevel

doctoral

Grantor dc:publisher.institution

University of Wales Trinity Saint David

Year dc:date.issued

2022

Author dc:creator

• Hanif, Mohd Afiq Farhan Bin Md.

• HD28 Rheoli. Rheoli Diwydiannol

Dc Identifier Grantnumber

UWTSD

OAI identifier oai:identifier

oai:repository.uwtsd.ac.uk:2209