The present meta-analysis tests how cost- and people-oriented strategic interventions impact temporal-dynamic changes in unit-level job attitudes within organizations. Analyses are based on 573 effect sizes across 137 longitudinal studies containing unit-level change in job attitudes across three time periods (pre-change, during change, and post-change). Results reveal that unit-level job attitudes (a) decline during cost-oriented changes (e.g., restructuring) and remain at lower levels following the changes (supporting a sustained change model); (b) increase during people-oriented changes (i.e., HRM investments) and remain at higher levels following the interventions (consistent with a sustained change model); and (c) remain unchanged over time when cost- and people-oriented interventions are combined. Tests of a process model further reveal that cost-oriented (people-oriented) interventions impact unit-level job attitudes by reducing (increasing) perceived support (relative to a no intervention control). The pattern of findings suggests that long-term, unit-level change in job attitudes can be anticipated to follow from strategic interventions, although some of the negative impact of cost cutting can be mitigated by maintaining perceptions of support.

中文翻译：

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战略干预后单位层面工作态度的变化：纵向研究的荟萃分析

本荟萃分析测试成本和以人为本的战略干预如何影响组织内单位级别工作态度的时间动态变化。分析基于 137 项纵向研究中的 573 个效应大小，其中包含三个时间段（变更前、变更期间和变更后）的单位级别工作态度变化。结果表明，单位层面的工作态度 (a) 在以成本为导向的变革（例如重组）期间下降，并在变革后保持在较低水平（支持持续变革模型）；(b) 在以人为本的变革（即人力资源管理投资）期间增加并在干预后保持较高水平（与持续变革模型一致）；(c) 当成本和以人为本的干预措施相结合时，随着时间的推移保持不变。过程模型的测试进一步表明，以成本为导向（以人为本）的干预通过减少（增加）感知支持（相对于无干预控制）来影响单位层面的工作态度。调查结果的模式表明，可以预期战略干预会带来长期的、单位层面的工作态度变化，尽管可以通过保持支持的看法来减轻成本削减的一些负面影响。