ISBN:
9781107020092
Language:
English
Pages:
Online-Ressource (300 p)
Edition:
Online-Ausg. 2013 Electronic reproduction; Available via World Wide Web
Parallel Title:
Print version The Psychology of Organizational Change : Viewing Change from the Employee’s Perspective
DDC:
302.34
Keywords:
Electronic books
;
Aufsatzsammlung
;
Aufsatzsammlung
;
Aufsatzsammlung
;
Aufsatzsammlung
;
Electronic books
Abstract:
Examines organizational change from the employee's perspective
Description / Table of Contents:
Cover; Contents; Figures and tables; Notes on contributors; Acknowledgments; Part I Introduction; 1 Introduction; Structure of the book; References; 2 Capturing the positive experience of change: antecedents, processes, and consequences; Capturing the positive experience of change: antecedents, processes, and consequences; A transactional perspective of change-related appraisals: contributions to research and practice; Person and situation antecedents of employee appraisals of organizational change; Person antecedents of change appraisals; Positive change orientation
Description / Table of Contents:
Positive psychological capitalEmployability; Situation antecedents of change appraisals; Change-related fairness; Trust in management; Perceived organizational support; Outcomes of employee appraisals of change; Change appraisals and emotions; Change appraisals and employee withdrawal; The nature of change-related antecedents and outcome relationships; Discussion; Relative strength of person and situation antecedents of change appraisals; Causality, timing, and consequences; Applying research to practice; References; Part II The nature of employees' reactions to change
Description / Table of Contents:
3 Commitment to organizational change: theory, research, principles, and practiceWhat is commitment?; Why is commitment to change important?; Development of commitment; Individual differences; Change context; Change process; Impact of the change; Limitations and future directions for research; Toward a guiding framework; Individual differences; Context factors; Process factors; Impact factors; Conclusions; References; 4 Reactions to organizational change: an integrated model of health predictors, intervening variables, and outcomes; Introduction; Change is stressful
Description / Table of Contents:
Stressful change is related to health-related outcomesOrganizational change can have a negative impact on mental health; Downsizing not only has effects on mental health but on physical health as well; Organizational change can negatively affect all layers of the organization, including managers and professionals; Developing a conceptual framework for understanding change-related health outcomes; Relationship 1: Organizational change can be appraised by the individual as a stressor that can influence health-related outcomes; Primary appraisal; Secondary appraisal
Description / Table of Contents:
The transactional model highlights potentially competing hypotheses in relation to repeated downsizing (Moore, Grunberg, and Greenberg, 2004)Relationship 2: Individual characteristics and resources moderate the links between organizational change, appraisal processes, and health-related outcomes; Relationship 3: Job/organization demands and resources moderate and mediate the link between organizational change and its appraisal; Relationship 4: The appraisal of organizational change depends on employees' perceptions of event characteristics
Description / Table of Contents:
Relationship 5: The appraisal of organizational change depends on employees' perceptions of the characteristics of the change process
Note:
Description based upon print version of record
,
Electronic reproduction; Available via World Wide Web
URL:
https://doi.org/10.1017/CBO9781139096690
URL:
Volltext
(URL des Erstveröffentlichers)
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