This multi-wave, multi-source study focuses on the benefits of work engagement for employee adaptation to organizational change. The change entailed the implementation of a flexible office design in an engineering firm, which caused radical change for employees. Building on conservation of resources (COR) theory and change transition models, we predict that work engagement trajectories during change are crucial for successful adaptation. The hypothesized process was that initial employee meaning-making will facilitate work engagement, which, in turn, predicts supervisor-rated adaptive performance (i.e. adaptive work-role performance and extra-role performance) via attitude-to-change. Attitude-to-change was modeled as reciprocally related to work engagement at different points in time. Weekly questionnaires were completed by 71 employees during the first five weeks of the change (296 observations). Latent growth trajectories using weekly engagement measures showed no overall growth, but did show significant variance around the slope of work engagement. Meaning-making and attitude-to-change at the onset were positively related to initial levels, but not to growth of work engagement. Meaning-making was indirectly related to short-term attitude-to-change via work engagement. Short-term attitude-to-change was predictive of supervisor-rated adaptive performance and long-term attitude-to-change. Finally, work engagement (slope) predicted long-term attitude-to-change and supervisor-rated extra-role performance via short-term attitude-to-change. Taken together, the study contributes to knowledge about micro-level transition processes of employee adaptation and the benefits of work engagement during change.

中文翻译：

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员工如何适应组织变革？意义建构和工作投入的作用

这项多波、多源研究的重点是工作投入对员工适应组织变革的好处。这一变化需要在一家工程公司实施灵活的办公室设计，这给员工带来了根本性的变化。基于资源节约 (COR) 理论和变革过渡模型，我们预测变革期间的工作参与轨迹对于成功适应至关重要。假设的过程是，最初的员工意义建构将促进工作投入，进而通过改变态度来预测主管评定的适应性绩效（即适应性工作角色绩效和角色外绩效）。改变态度被建模为与不同时间点的工作投入相互关联。在变革的前五周内，71 名员工完成了每周问卷调查（296 次观察）。使用每周敬业度衡量的潜在增长轨迹显示没有总体增长，但在工作敬业度的斜率上确实显示出显着差异。一开始的意义建构和改变态度与初始水平呈正相关，但与工作投入的增长无关。通过工作投入，意义建构与短期改变态度间接相关。短期改变态度可以预测主管评定的适应性表现和长期改变态度。最后，工作投入（斜率）通过短期的改变态度预测了长期的改变态度和主管评价的角色外表现。综合起来，