一个组织准备变革的类型学,基于潜在的个人资料分析
Alina Köhler1, Marie Ritter1, Simone Kauffeld1
1Department of Industrial/Organizational and Social Psychology, Institute of Psychology, Technical University Braunschweig, Braunschweig, Germany.
Frontiers in psychology
|January 7, 2025
概括
在一家钢铁公司的研究中确定了组织变革准备 (ORC) 概况. 员工的乐观和公平性预测了这些概况,影响了工作满意度和营业额的意图.
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
- 企业转型 企业转型
背景情况:
- 在不断发展的经济体中,组织变革对于企业成功至关重要.
- 由于员工支持不足,许多变革举措都失败了.
- 了解员工对变革的准备是成功转型的关键.
研究的目的:
- 将组织的变革准备 (ORC) 分类为不同的员工配置文件.
- 为了确定这些ORC配置文件的预测因素.
- 检查ORC个人资料对工作满意度和离职意向的影响.
主要方法:
- 调查了一家正在进行转型的钢铁工业公司的427名员工.
- 利用ORC的五个方面,包括个人价值和积极影响.
- 采用统计分析来识别个人资料及其预测因素/结果.
主要成果:
- 确定了六个不同的ORC概况:积极主动,接受者,开放者,中立者,不情愿者和否认者.
- 员工的乐观和感知到的公平性 (人际关系和信息) 显著预测了个人资料的成员资格.
- 在ORC的个人资料中,工作满意度和离职意图有显著差异.
结论:
- 可以分析员工对变革的准备,并提供对不同员工反应的见解.
- 基于乐观和公平感知的有针对性的干预措施可以增强ORC.
- 改善ORC配置文件是一种可行的策略,可以提高企业变革流程的成功率.
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