Purpose

This study strives to improve one’s understanding of tailored messaging as an organizational communication strategy that amplifies processes of organizational change at an individual level of personality traits.

Design/methodology/approach

A scientific experiment was conducted to test the effects of tailored messages on self-reported employee engagement during an organizational change process.

Findings

The results show that tailored messaging improves employee engagement for change when messages fit the specific needs of different personality types. Conversely, message tailoring can lower employee engagement when messages do not match personality types. Further, message tailoring has different impacts at different stages of a change project.

Research limitations/implications

An employee's ability to change as a function of his professional skill set as well as the project type (e.g. digital transformation project, post-merger integration project, leadership change project) should not be neglected in an overall model that aims to explain the success factors of change management.

Practical implications

Obviously, proper targeting, timing, as well as the implementation of a valid, legal and feasible method for identifying an employee's personality as well as other individual characteristics are equally important and challenging to improve change management outcomes.

Originality/value

This study adds value to the discussion on the efficacy of message tailoring as a communication strategy for organizational change.

中文翻译：

---

量身定制的消息和变化会发生吗？消息裁剪作为组织变革有效沟通策略的实验研究

目的

本研究致力于提高人们对定制消息传递的理解，将其作为一种组织沟通策略，在个性特征的个人层面上放大组织变革的过程。

设计/方法/方法

进行了一项科学实验，以测试定制信息对组织变革过程中自我报告的员工敬业度的影响。

发现

结果表明，当信息适合不同性格类型的特定需求时，量身定制的信息会提高员工对变革的参与度。相反，当消息与个性类型不匹配时，消息定制会降低员工敬业度。此外，消息裁剪在变更项目的不同阶段具有不同的影响。

研究限制/影响

在旨在解释成功因素的整体模型中，不应忽视员工根据其专业技能和项目类型（例如数字化转型项目、合并后整合项目、领导力变革项目）进行变革的能力的变革管理。

实际影响

显然，适当的目标定位、时间安排以及实施有效、合法和可行的方法来识别员工的个性以及其他个人特征对于改善变革管理结果同样重要且具有挑战性。

原创性/价值

这项研究增加了关于消息裁剪作为组织变革沟通策略有效性的讨论的价值。