This work focuses on how mixed feelings serve adaptive functions in organizational change. Failing to recognize that attitudes to change may involve both positive and negative evaluations of the change at the same time may affect change implementation. This article explored the relationship between ambivalence to change and adaptive performance in the context of an acquisition using a diary study. We also examined work engagement and job crafting as specific conditions under which ambivalence can lead to adaptive or nonadaptive courses of action. Our results showed that the relationship between ambivalence to change and adaptive performance is positive but not robust. We uncovered two conditions that increase ambivalent employees’ chances to adapt to organizational change: (1) either employees display high work engagement or (2) they display high reducing demands and low seeking resources. Analyses of change recipients’ reactions beyond dichotomous ones and their mechanisms will better inform practitioners and researchers.

中文翻译：

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工作投入和工作塑造是矛盾的员工适应组织变革的条件

这项工作的重点是混合情绪如何在组织变革中发挥适应性作用。未能认识到对变革的态度可能同时涉及对变革的正面和负面评价，可能会影响变革的实施。本文通过日记研究探讨了在收购背景下对变化的矛盾心理与适应性表现之间的关系。我们还研究了工作投入和工作塑造作为特定条件，在这些条件下，矛盾心理会导致适应性或非适应性的行动方案。我们的结果表明，对变化的矛盾心理和适应性表现之间的关系是积极的，但并不稳健。我们发现了两个增加矛盾员工适应组织变革机会的条件：(1) 要么员工表现出较高的工作投入度，要么 (2) 他们表现出较高的减少需求和较低的资源寻求。分析变革接受者的反应超越二分法及其机制将更好地为从业者和研究人员提供信息。