ABSTRACT

Organisational changes do not always achieve their intended outcomes and have been found to have negative consequences on employee wellbeing. It has been argued that this is because change processes need to support employees adopting the change. In the present study, we study an organisational change aimed to improve employee capacity to provide eHealth services. To support the change, employees were appointed change agents and trained in running seminars to facilitate the change. Using Person-Job fit as our theoretical framework, we proposed that change agents who perceived they possess the necessary competencies to deal with the change agent role (Person-Role fit) would feel more efficacious in this role and be more satisfied with their jobs post-change. We suggested that role-specific self-efficacy mediated the relationship between person-role fit and job satisfaction and that the most dissatisfied pre-change would perceive the greatest improvements in job satisfaction. Using a paired t-test, repeated measures analyses and mixed methods mediation testing, we found that change agents (N = 110) reported increased job satisfaction post-change. Change agents who were dissatisfied with their jobs pre-change, but perceived a good fit to the change agent role, reported the greatest improvements in job satisfaction. No significant results were found for self-efficacy.

抽象的

组织变革并非总是能达到预期的结果，并且已发现对员工的健康产生负面影响。有人认为这是因为变更流程需要支持员工采用变更。在本研究中，我们研究了旨在提高员工提供eHealth服务能力的组织变革。为了支持变更，员工被任命为变更代理人，并在运行研讨会中接受培训以促进变更。我们以人际关系契合度为理论框架，提出认为自己具有应对变革者角色的必要能力的变革者（Person-Role适应性）在此角色上会更有效，并且对他们的工作更满意-改变。我们建议，特定于角色的自我效能感介导了人与人之间的角色适合度与工作满意度之间的关系，并且最不满意的换岗将使工作满意度得到最大的改善。使用配对的t检验，重复测量分析和混合方法中介测试，我们发现改变因素（N  = 110）报告了换岗后工作满意度的提高。对变更前的工作不满意，但认为自己非常适合变更代理人角色的变更代理人，其工作满意度得到了最大的改善。没有发现自我效能的明显结果。