Abstract

Christian higher education has been experiencing frequent transformational organizational change (e.g., downsizing, elimination of departments, technological innovations, addition of majors, etc.). These changes are significantly impacting faculty members. In other contexts, researchers have asserted that organizational change correlates with interpersonal conflict for employees and that such conflict is associated with counterproductive work behaviors (CWBs). If these associations are occurring for faculty members in Christian higher education, the result of CWBs as well as the consequences of conflict could result in lowered faculty engagement levels, turnover intentions, and other typical negative behaviors reflective of these variables in other contexts. Because faculty members in Christian higher education institutions are a vital link to student learning and faith integration within the curriculum, it is important for leaders to understand how change efforts might have unintended consequences that ultimately could undermine change efforts and impact the student experience. We utilized a multivariate analysis of theoretically identified variables related to CWBs, while examining faculty alignment with university values. A cross-sectional survey design assessed faculty (N = 267) perceptions of organizational change, interpersonal conflict, CWBs, and organizational identification at five Christian universities. The results indicated that organizational change was significantly correlated with interpersonal conflict and conflict was significantly correlated with CWBs. Organizational identification revealed an intervening effect on conflict and CWBs. A model applying open systems theory suggested that leaders in Christian higher education must consider the systemic effects of organizational change as they implement change initiatives.

摘要

基督教高等教育一直在经历频繁的变革性组织变革（如缩小规模、取消部门、技术创新、增加专业等）。这些变化对教职员工产生了重大影响。在其他情况下，研究人员断言，组织变革与员工的人际冲突相关，而这种冲突与适得其反的工作行为 (CWB) 相关。如果这些关联发生在基督教高等教育的教职员工身上，那么 CWB 的结果以及冲突的后果可能会导致教职员工敬业度、离职意愿和其他典型的负面行为在其他情况下反映这些变量。由于基督教高等教育机构的教职员工是学生学习和课程中信仰融合的重要纽带，因此领导者必须了解变革努力如何产生意想不到的后果，最终可能破坏变革努力并影响学生体验。我们对理论上确定的与 CWB 相关的变量进行了多元分析，同时检查了教师与大学价值观的一致性。一项横断面调查设计评估了教师（同时检查教师与大学价值观的一致性。一项横断面调查设计评估了教师（同时检查教师与大学价值观的一致性。一项横断面调查设计评估了教师（N  = 267) 对五所基督教大学的组织变革、人际冲突、CWB 和组织认同的看法。结果表明，组织变革与人际冲突显着相关，冲突与CWBs显着相关。组织识别揭示了对冲突和 CWB 的干预作用。一个应用开放系统理论的模型表明，基督教高等教育的领导者在实施变革举措时必须考虑组织变革的系统性影响。