ABSTRACT How human resource management professionals view organizational change and their roles in it matters because those perceptions serve as a foundation for how they define their roles and as a boundary for what they might see as possible. Despite the importance of understanding these perspectives, few studies have explored human resources professionals’ views of organizational change and their roles in it. Data from 547 human resources professionals across a wide range of industries and organizational levels reveal the perception of top-leader involvement in 80 percent of successful changes. The data also suggest that human resources professionals hold numerous roles in change efforts, including those of ‘change agent’ and ‘consultant.’ Additionally, the data revealed that most human resource management professionals tended to view successful organizational change as primarily occurring in a top-down, hierarchical manner. A minority – yet potentially consequential – portion of the respondents viewed their role in organizational change as limited or not very important. We discuss these findings in light of relevant theoretical frameworks of organizational change, offering practical and scholarly implications.

中文翻译：

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组织变革：人力资源管理的视角

摘要人力资源管理专业人员如何看待组织变革及其在其中的作用很重要，因为这些看法是他们如何定义角色的基础，也是他们可能看到的事物的边界。尽管了解这些观点很重要，但是很少有研究探索人力资源专业人员对组织变革及其在变革中的作用的看法。来自各行各业和组织级别的547名人力资源专业人员的数据表明，领导者参与成功变革的80％的感知。数据还表明，人力资源专业人员在变革工作中扮演着许多角色，包括“变革推动者”和“顾问”。另外，数据显示，大多数人力资源管理专业人员倾向于将成功的组织变革视为主要以自上而下，分层的方式发生。少数（但有可能因此造成的）受访者认为他们在组织变革中的作用有限或不是很重要。我们根据组织变革的相关理论框架讨论这些发现，并提供实际和学术意义。