Abstract

An intra-organizational change process involving all middle managers was studied in a public sector organization in Sweden over three time points, spanning two years in total. Using sensemaking and the person-environmental fit literature as well studies on promotion and demotion, hypotheses about the effects of managerial status loss and being offered a non-preferred role (non-preference) on change reactions (job satisfaction, turnover intentions, mental health) are made. Data from 140 middle managers was analyzed with path models, where two process factors (perceived organizational support during the change, procedural justice of the change) and two job characteristics (job demand, job control) were tested simultaneously as mediators. Results revealed that managerial status loss had negative effects on work attitudes but mental health was positively affected over time through decreased job demands. Non-preference had negative consequences for all outcome variables and these effects were mediated through lower procedural justice of the change, lower job control, and for some outcomes, lower perceived organizational support during the change. The results provide insight into how middle managers react to change, and suggest that process justice and job characteristics play an important part in shaping these reactions.

摘要

在瑞典的一个公共部门组织中研究了一个涉及所有中层管理人员的组织内部变革过程，历时三个时间点，总共跨越两年。使用意义建构和人与环境契合的文献以及关于晋升和降级的研究，假设管理地位丧失和被提供非偏好角色（非偏好）对变化反应（工作满意度、离职意向、心理健康）的影响) 制作。采用路径模型分析了 140 名中层管理人员的数据，其中两个过程因素（变革过程中感知的组织支持、变革的程序正义）和两个工作特征（工作需求、工作控制）作为中介同时进行了测试。结果显示，管理地位的丧失对工作态度有负面影响，但随着时间的推移，工作需求的减少会对心理健康产生积极影响。非偏好对所有结果变量都有负面影响，这些影响是通过变革的较低程序正义、较低的工作控制以及对于某些结果而言，变革期间较低的感知组织支持来调节的。结果提供了对中层管理人员如何对变化作出反应的洞察，并表明过程公正和工作特征在塑造这些反应中起着重要作用。变革期间感知到的组织支持较低。结果提供了对中层管理人员如何对变化作出反应的洞察，并表明过程公正和工作特征在塑造这些反应中起着重要作用。变革期间感知到的组织支持较低。结果提供了对中层管理人员如何对变化作出反应的洞察，并表明过程公正和工作特征在塑造这些反应中起着重要作用。