感知到的组织变化通过增加的组织怀旧来加强组织承诺和组织公民行为
Marius van Dijke1, Yiran Guo2, Tim Wildschut3
1Rotterdam School of Management, Erasmus University Rotterdam.
The Journal of applied psychology
|August 12, 2024
概括
组织变革可能会引起恐惧,但它也会引发组织怀旧. 这种怀旧感促进了员工的承诺和积极的行为,解释了为什么变化比预期的更少破坏.
科学领域:
- 组织心理学 组织心理学
- 社会心理学 社会心理学
背景情况:
- 组织变化很常见,但其负面影响往往不如预期那么严重.
- 员工对变化的反应通常涉及恐惧,导致更低的承诺和组织公民行为 (OCB).
研究的目的:
- 调查组织怀旧和变革恐惧在调解员工对组织变革的反应中的双重作用.
- 了解为什么组织变革的影响比预期的更少破坏性.
主要方法:
- 进行了9项研究,包括实验和调查.
- 感知和诱导的组织变化被操纵.
- 分析了变化恐惧和组织怀旧对员工承诺和OCB的调解作用.
主要成果:
- 感知到的组织变化引发了组织怀旧,这反过来又增加了员工的组织承诺和OCB.
- 诱导的组织怀旧感增强了对变化的组织的承诺和对变化的支持.
- 变化恐惧 (负面) 和组织怀旧 (积极) 都被确定为关键调解者.
结论:
- 在组织变革过程中,组织怀旧起着至关重要的积极作用,抵消了恐惧的负面影响.
- 这些发现解释了组织变革令人惊的缓和破坏性影响.
- 了解这些双重机制是有效管理组织转型的关键.
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