对组织变革的响应中的激活和价值:对变化响应圆复数量表的开发和验证
Shaul Oreg1, Noga Sverdlik2, Jill W Paine3
1School of Business Administration, Hebrew University of Jerusalem.
The Journal of applied psychology
|August 3, 2023
概括
使用二维框架更好地理解组织变革反应,包括积极与被动行为. 这项研究验证了一个新的尺度来衡量四个不同的变化响应维度,突出了积极参与的重要性.
科学领域:
- 组织心理学 组织心理学
- 行为科学 行为科学
背景情况:
- 组织变革的成功取决于成员的反应,传统上以正负 (价值) 谱来看待.
- 最近的理论提出了一个二维框架,结合了价值和激活 (主动与被动),以更好地表示对变化的反应.
研究的目的:
- 开发和验证一个衡量拟议变化响应循环复合的四个维度的尺度:接受,主动性,脱离和抵抗.
- 在五项研究中证明尺度的有效性 (内容,构造,并发,预测).
- 展示区分这些反应的实用性,特别是积极的反应,预测反.
主要方法:
- 通过五项实证研究与多样化的样本 (N=146到588) 的规模开发和验证.
- 利用心理测量分析来确定内容,环复合结构,构造,并发和预测有效性.
- 研究了变化响应维度与变化受益者提供的反量/类型之间的关系.
主要成果:
- 成功开发并验证了变化响应循环复杂的四个维度的尺度.
- 证实了二维模型,表明积极的反应提供了超越价值的独特预测价值.
- 证明区分四种反应可以提高反数量和类型的预测.
结论:
- 经过验证的尺度提供了一个强大的工具,用于在二维框架内测量组织变革响应.
- 积极的反应 (主动,接受) 对于成功的组织变革至关重要,比被动的反应提供了明显的好处.
- 了解变化反应的细微差别,除了简单的正负价值之外,对于有效的变化管理和反动态至关重要.
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