© 2019 American Psychological Association. This study aimed to improve our understanding of what constitutes a healthy organizational change process among university employees. Positive attitudes and proactive participation toward organizational change were presumed to affect and be affected by personality resources measured via core selfevaluations and work-related motivational well-being (vigor). The study used 3-wave longitudinal data collected in 2 large Finnish universities during their recent process of organizational change (N = 926). Structural equation modeling was used to establish the direction of the relationships between the variables. The results showed that high levels of both core self-evaluations and vigor were associated with more favorable perceptions of organizational change: employees high in core self-evaluations and vigor were more satisfied with the changes and the information provided about the changes, and were also more likely to be actively involved in the change process. It was further found that positive attitudes to change mediated the relation between vigor and core self-evaluations: vigorous employees perceived the organizational changes more positively, which in turn strengthened their internal self-evaluations. Overall, these longitudinal results show that, among university employees, core self-evaluations and vigor are both important resource factors influencing perceptions and reactions to organizational changes.

中文翻译：

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了解健康的组织变革过程：大学员工的三波纵向研究。

© 2019 美国心理学会。本研究旨在提高我们对大学员工健康组织变革过程的理解。假定对组织变革的积极态度和积极参与会影响并受通过核心自我评估和与工作相关的动机幸福感（活力）衡量的人格资源的影响。该研究使用了芬兰 2 所大型大学在最近的组织变革过程中收集的 3 波纵向数据（N = 926）。结构方程模型用于确定变量之间关系的方向。结果表明，核心自我评价和活力的高水平与对组织变革的更有利的看法相关：核心自我评价和活力高的员工对变革和提供的变革信息更满意，也更可能积极参与变革过程。进一步发现，积极的变革态度在活力与核心自我评价的关系中起中介作用：活力型员工对组织变革的感知更为积极，进而加强了内部自我评价。总体而言，这些纵向结果表明，在大学员工中，核心自我评价和活力都是影响对组织变革的看法和反应的重要资源因素。进一步发现，积极的变革态度在活力与核心自我评价的关系中起中介作用：活力型员工对组织变革的感知更为积极，进而加强了内部自我评价。总体而言，这些纵向结果表明，在大学员工中，核心自我评价和活力都是影响对组织变革的看法和反应的重要资源因素。进一步发现，积极的变革态度在活力与核心自我评价的关系中起中介作用：活力型员工对组织变革的感知更为积极，进而加强了内部自我评价。总体而言，这些纵向结果表明，在大学员工中，核心自我评价和活力都是影响对组织变革的看法和反应的重要资源因素。