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Spiraling work engagement and change appraisals: A three-wave longitudinal study during organizational change.
Journal of Occupational Health Psychology ( IF 5.9 ) Pub Date : 2020-08-01 , DOI: 10.1037/ocp0000163
Janne Kaltiainen 1 , Jukka Lipponen 2 , Mel Fugate 3 , Maria Vakola 4
Affiliation  

In this longitudinal field study, we examine reciprocal relationships between within-person changes in work engagement and cognitive appraisals of change (threat and challenge) across an organizational merger. Examination of these cyclical relationships provides a more accurate understanding of the complexity of employees' experience of change and a new test of spiraling work engagement and cognitive appraisals. Latent change score modeling is used to analyze 3 waves of longitudinal survey data (N = 623). Our findings showed that engagement mitigated threat appraisals and enhanced challenge appraisals through pre- and postmerger phases. A reciprocal relationship between threat appraisal and engagement was also observed, such that threat fueled decreases in engagement throughout the merger. Challenge appraisal was associated with enhanced work engagement during the first merger phase. This examination advocates managers of change to foster employees' work engagement already prior to change endeavors, along with mitigating threat appraisals throughout organizational change events. Fostering positive challenge appraisals appears to be particularly important for employees' work engagement during times of major changes. Findings suggest that upward spiral of work engagement, as postulated on the basis of the broaden-and-build theory, may be more likely to occur through engagement mitigating negative cognitions (threat) than promoting positive cognitions (challenge). (PsycINFO Database Record (c) 2019 APA, all rights reserved).

中文翻译:

促进工作投入和变更评估:组织变更期间的三波纵向研究。

在这项纵向领域的研究中,我们研究了人员参与中的人际变化与组织合并中变化的认知评估(威胁和挑战)之间的相互关系。通过检查这些周期性关系,可以更准确地了解员工的变革经历的复杂性,并且可以对工作投入和认知评估呈螺旋式增长进行新的测试。潜伏变化评分模型用于分析3次纵向调查数据(N = 623)。我们的研究结果表明,在合并前和合并后阶段,参与减少了威胁评估并增强了挑战评估。还观察到威胁评估与参与之间的对等关系,从而威胁在整个合并过程中助长了参与减少。挑战评估与合并第一阶段的工作投入有关。该考试提倡变革管理人员在进行变革之前就已经培养了员工的工作投入,并减轻了整个组织变革事件中的威胁评估。在重大变化时期,培养积极的挑战评估对于员工的工作投入显得尤为重要。研究结果表明,根据扩大和构建理论的假设,工作参与度的上升螺旋可能更容易通过参与度降低负面认知(威胁)而不是促进正面认知(挑战)来实现。(PsycINFO数据库记录(c)2019 APA,保留所有权利)。该考试提倡变革管理人员在进行变革之前就已经培养了员工的工作投入,并减轻了整个组织变革事件中的威胁评估。在重大变化时期,培养积极的挑战评估对于员工的工作投入显得尤为重要。研究结果表明,根据扩大和构建理论的假设,工作参与度的上升螺旋可能更容易通过参与度降低负面认知(威胁)而不是促进正面认知(挑战)来实现。(PsycINFO数据库记录(c)2019 APA,保留所有权利)。该考试提倡变革管理人员在进行变革之前就已经培养了员工的工作投入,并减轻了整个组织变革事件中的威胁评估。在重大变化时期,培养积极的挑战评估对于员工的工作投入显得尤为重要。研究结果表明,根据扩大和构建理论的假设,工作参与度的上升螺旋可能更容易通过参与度降低负面认知(威胁)而不是促进正面认知(挑战)来实现。(PsycINFO数据库记录(c)2019 APA,保留所有权利)。在重大变化时期,培养积极的挑战评估对于员工的工作投入显得尤为重要。研究结果表明,根据扩大和构建理论的假设,工作参与度的上升螺旋可能更容易通过参与度降低负面认知(威胁)而不是促进正面认知(挑战)来实现。(PsycINFO数据库记录(c)2019 APA,保留所有权利)。在重大变化时期,培养积极的挑战评估对于员工的工作投入显得尤为重要。研究结果表明,根据扩大和构建理论的假设,工作参与度的上升螺旋可能更容易通过参与度降低负面认知(威胁)而不是促进正面认知(挑战)来实现。(PsycINFO数据库记录(c)2019 APA,保留所有权利)。
更新日期:2020-08-01
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