In the last decades, Mergers and Acquisitions have become a formative and worldwide encountered phenomenon. They are present in all sectors and include all company sizes in many different shapes. Their effects and implementation difficulties are detected not only in the company itself, but also regarding its employees. Therefore, this thesis deals with the impact of M&A activities in one possible area, the status of the effected people, within a very special, hierarchical sector of economy: the airline industry. For this purpose, the procedure, the extent and the possible consequences are presented, the most common difficulties, such as the merger syndrome, explained and analyzed based on the basic theoretical frameworks of the "social identity" approach and the "organizational identification". Using a quantitative longitudinal analysis this study comprises a survey of employees of two airlines within an M&A process, which focuses primarily on the status, in particular the status related behavior and the intention to quit, i.e. the willingness to change the existing professional relationship. As an additional aspect the mediating influence of the fear of loss of status is also analyzed. This study was carried out, involving several factors such as the respective position of the employees, company affiliation and liminality. The results show that particularly the employees of the acquired company demonstrate a higher degree of status related behavior, but a lower intention to quit than the employees of the acquiring company. At the same time the two stations with a significantly higher amount of employees of one of the two companies achieve the lowest intention to quit, while the stations with a majority of employees of the acquired company demonstrate a higher fear of loss of status. While the gender differentiation of the respondents achieved no significant results, the division of the positions into cockpit- and cabin- crew shows a higher tendency of status-higher-groups (captains and purser) concerning the status related behavior and intention to quit compared to status-lower-groups (co-pilots and flight attendants). In addition, the shown and perceived status related behavior significantly increases in times of change and uncertainty, i.e. in times of liminality. Although a mediating effect of fear of loss of status on the liminality is not detectable, this factor influences the intention to quit and the status related behavior considerably. Further comments on part of the interviewed employees and special circumstances within the observed field of survey complement the corresponding results. These point out, in addition to the explicit, examined variables, that among others the degree of publicity concerning the different professional groups, the source of professional status as well as the internal communication are influencing factors which affect an M&A process and its impact on the employees' perception of status within the considered airline industry and cause corresponding consequences. Comparisons with existing researches and recent studies reveal similarities and differences which are discussed in accordance with the results of the present study and taking into account possible limitations.