The purpose of this paper is to investigate the importance of change leadership (informing, communicating, involving and supporting) and change management (reasons and competencies for change) for organisational change processes and their outcomes across public and private organisations. The study includes three specific change situations: first, layoffs; second, mergers; and third, closures, relocations and outsourcing, focusing on how change leadership and change management relate to employees’ experience of the change processes and their outcomes across these change situations.,The study is based on panel data forming a representative sample of the Danish working population. A total of 2,120 responses were collected, 1,000 from public organisations and 1,120 from private organisations. Structural equation modelling was used to test the hypotheses.,The study findings show that both change leadership and change management predict positive change experiences and change consequences – and that they do so similarly across public and private sectors. Despite this similarity, the study reveals important sectorial differences, with public sector employees reporting less positive change experiences and consequences.,The paper provides valuable knowledge for researchers and public and private leaders interested in the impact of change leadership and change management on change outcomes.

中文翻译：

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研究变更领导力和变更管理在裁员，兼并和关闭中的重要性

本文的目的是研究变革领导力（告知，沟通，参与和支持）和变革管理（变革的原因和能力）对于组织变革过程及其在公共和私有组织中的结果的重要性。该研究包括三种具体的变化情况：第一，裁员；第二，裁员。第二，合并；第三，关闭，搬迁和外包，着眼于变革领导力和变革管理与员工在这些变革情况下的变革过程及其成果的经验之间的关系。该研究基于形成丹麦工作代表性样本的面板数据人口。总共收集了2120份回复，其中有1000份来自公共组织，有1120份来自私人组织。结构方程模型用于检验假设。研究发现表明，变革领导力和变革管理都可以预测积极的变革经验和变革后果，而且在公共部门和私营部门也是如此。尽管存在相似之处，但研究发现了重要的部门差异，公共部门雇员报告的积极变革经验和后果较少。