Chapter 3: Research Methodology
3.5 Research Questionnaire
This study a survey was instrumented as the research tool in the form of self- administered questionnaire for the targeted companies to facilitate further operationalization of the constructs (Table 2). The following questionnaire was developed by the researcher for this study based on reliable and valid questionnaires in literature to ensure accuracy and consistency. The deployed instrument has collected the required participants’ observations on each construct through its defining items (Table 1, Section 2.11). Each construct and its underlying items were comprehensively explained in the literature review Section. This tool facilitates assigning measurement terms to the meaning on each contract and allow the utilization of statistical tools to ensure reliability, validity and sound modeling of scale and hypothesized relationships.
5-points likert scale will be used to simulate the relative magnitude difference between the respondents’ perspectives through an ordinal scale that balances the responses between 5 for strong agreement, 1 for strong disagreement and 3 for neutral responses.
The following questions aims at investigating the impact of post-merger integration activities post the integration of Company (X) and Company (Y) to create the new company (Z). The participants were requested to indicate their level of agreement towards the statement tabulated hereafter, according to the illustrated scale.
Table 2: Study questionnaire
1 2 3 4 5
Strongly Disagree
Disagree Neutral Agree Strongly Agree A. Perceived Organizational Support
A1. During merger integration the new organization considers my goals and values
1 2 3 4 5 A2. During merger integration the new organization values
my contribution to its well-being
1 2 3 4 5 A3. During merger integration I believe upper management
of the new organization take my interests into consideration when making decisions
1 2 3 4 5
A4. During merger integration the new organization cares about my well-being
1 2 3 4 5 A5. During merger integration I am confident that upper
management of the new organization would treat me fairly
1 2 3 4 5 B. Employees Participation in Decision Making
B1. During merger integration I have a significant say in decision-making at work
1 2 3 4 5 B2. During merger integration I participate in decision-
making with regards to work-related issues
1 2 3 4 5 B3. During merger integration I have a say on what is, and
what not, part of my job
1 2 3 4 5 B4. During merger integration I participate in decision-
making with regards to the nature of my work activities
1 2 3 4 5 B5. During merger integration I can directly influence the
decision-making of my department
1 2 3 4 5 B6. During merger integration I have an influence on the
division of work over my colleagues and myself
1 2 3 4 5 C. Organizational Identification:
C1. During merger integration when someone criticizes the new organization, it feels like a personal insult.
1 2 3 4 5 C2. During merger integration I am very interested in what
others think about the new organization.
1 2 3 4 5 C3. During merger integration when I talk about the new
organization, I usually say 'we' rather than 'they'.
1 2 3 4 5 C4. The success of the new organization merger
integration is my success
1 2 3 4 5
Table 2: Study questionnaire (Continued)
1 2 3 4 5
Strongly Disagree
Disagree Neutral Agree Strongly Agree C5. During merger integration when someone praises the
new organization, it feels like a personal compliment.
1 2 3 4 5 C6. During merger integration If a story in the media
criticized the new organization, I would feel embarrassed.
1 2 3 4 5 C7. During merger integration when somebody criticize
the new organization It feels like a personal insult to me
1 2 3 4 5 C8. During merger integration I feel strong ties with the
new organization
1 2 3 4 5 C9. During merger integration I feel proud to be a member
of the new organization
1 2 3 4 5 C10. The new organization is recognised as a prestigious
organization in the oil and gas industry
1 2 3 4 5 D. Organizational Trust:
D1. During merger integration the new organization treats me fairly and justly
1 2 3 4 5 D2. During merger integration whenever the new
organization makes an important decision, I know it will be concerned about me
1 2 3 4 5
D3. During merger integration the new organization can be relied upon to keep its promises
1 2 3 4 5 D4. During merger integration I believe that the new
organization takes the opinions of people like me into account when making decisions
1 2 3 4 5
D5. During merger integration I feel very confident about the new organization’s skills
1 2 3 4 5 D6. During merger integration the new organization has
the ability to accomplish what it says it will do
1 2 3 4 5 D7. During merger integration sound principles seem to
guide the new organization’s behaviour
1 2 3 4 5 D8. During merger integration the new organization does
not mislead me
1 2 3 4 5 D9. During merger integration I am very willing to let the
new organization make decisions for me
1 2 3 4 5
Table 2: Study questionnaire (Continued)
1 2 3 4 5
Strongly Disagree
Disagree Neutral Agree Strongly Agree D10. During merger integration I think it is important to
watch the new organization closely so that it does not take advantage of people like me
1 2 3 4 5
D. Mindful Corporate Intervention:
D1. Organizational communications on merger integration progress has kept informed about the changes.
1 2 3 4 5 D2. Organizational communications on merger integration
were frequent
1 2 3 4 5 D3. Organizational communications on merger integration
were customised and targeted to specific groups
1 2 3 4 5 D4. Organizational communications on merger integration
were designed to allow feedback and allow asking questions
1 2 3 4 5
D5. Training received during merger integration was useful in general
1 2 3 4 5 D6. Training received during merger integration was
relevant to my job duties
1 2 3 4 5 D7. The new organization offered training on timely basis
during merger integration to support my job duties
1 2 3 4 5 D8. The new organization designed the training to allow
feedback for future improvement
E. Employees Support Merger Integration
E1. During merger integration I work consistently toward making merger integration successful
1 2 3 4 5 E2. During merger integration I encouraged others to
support the merger integration
1 2 3 4 5 E3. During merger integration I help co-workers who had
difficulty implementing the merger integration changes
1 2 3 4 5 E4. During merger integration I try to find ways to
overcome difficulties related to merger integration
1 2 3 4 5 E5. During merger integration I try to help co-workers
overcome the resistance in implementing merger integration changes
1 2 3 4 5
E6. During merger integration I work extra hours to implement the changes related to merger integration
1 2 3 4 5
Table 2: Study questionnaire (Continued)
1 2 3 4 5
Strongly Disagree
Disagree Neutral Agree Strongly Agree E7. During merger integration I volunteered to help
implement the changes related to merger integration
1 2 3 4 5 E8. During merger integration I try to explain the benefits
of the merger integration to others
1 2 3 4 5 E. Merger Success:
E1. Merger integration improved the new organization performance in comparison to heritage companies
1 2 3 4 5 E2. Merger integration improved the new organization
efficiency in comparison to heritage companies
1 2 3 4 5 E3. Merger integration improved the new organization
profitability by increasing production in comparison to heritage companies
1 2 3 4 5
E4. Merger integration improved the new organization employees’ development in comparison to heritage companies.
1 2 3 4 5