相关实验视频
Updated: Jun 16, 2025

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Visualizing Visual Adaptation
Published on: April 24, 2017
8.9K
在适应变化时,变化沟通和状态动机的重要性
1Osnabrück University, Osnabrück, Germany.
Scandinavian journal of psychology
|August 20, 2024
概括
组织中有效的变革管理依赖于及时的沟通. 提供两个与变化相关的提示,而不是一个,在动态的工作环境中显著提高了员工的适应性表现和动机.
科学领域:
- 组织心理学 组织心理学
- 人力资源管理 人力资源管理
背景情况:
- 组织越来越多地在动态环境中运作,需要员工的适应性绩效.
- 传统的研究专注于适应的特征类预测因素 (人格,认知能力).
- 这项研究考察了更直接的预测因素:变化沟通和状态动机.
研究的目的:
- 调查变化沟通时间和频率对适应性性能的影响.
- 探索与任务相关的状态动机在员工适应中的作用.
- 为优化变革管理策略提供实际见解.
主要方法:
- 潜增长模型被用来分析300名员工的适应性绩效数据.
- 干预包括在不同时间点提供一个或两个与变化相关的提示.
- 与任务相关的状态动机被测量为预测因素.
主要成果:
- 两个与变化相关的提示 (变化的开始和变化后立即) 显著减轻了业绩受损.
- 这种性能优势在整个任务中持续存在.
- 一个单一的提示在开始时是不那么有效的.
- 与任务相关的状态动机与随后的表现正相关.
结论:
- 组织可以通过战略变革沟通来减少变化引起的绩效损失.
- 保持员工的动机对于持续的适应性表现至关重要.
- 实施及时和频繁的沟通是成功进行变革管理的关键.
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