Despite the critical importance of teams in organizational change processes, we still know little about how collective change readiness (CR) in teams associates to team outcomes. In this study, we take a multilevel approach to CR and investigate how collective CR associates with team performance. Specifically, we examine (a) how ambivalence between emotional and collective cognitive CR associates with collective intentional CR and (b) how both the level and diversity of collective intentional CR associate to team performance. We test our team-level hypotheses using 59 teams and 366 individual team members. The results show that the levels of collective emotional and cognitive CR interact in their association with intentional CR. Collective intentional CR is the highest when both collective emotional and cognitive CR are high and the lowest under a condition of high collective cognitive CR and low collective emotional CR. Moreover, diversity in collective intentional CR negatively associates to leader-rated team performance. Implications for theory and suggestions for practice are discussed.

中文翻译：

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同一个池塘，不同的青蛙：集体变革准备水平和多样性如何与团队绩效相关

尽管团队在组织变革过程中至关重要，但我们仍然对团队中的集体变革准备度 (CR) 如何与团队成果相关联知之甚少。在这项研究中，我们采用多层次的 CR 方法，并研究集体 CR 如何与团队绩效相关联。具体来说，我们研究了（a）情感和集体认知 CR 之间的矛盾如何与集体意向 CR 相关联，以及（b）集体意向 CR 的水平和多样性如何与团队绩效相关联。我们使用 59 个团队和 366 名个人团队成员来测试团队层面的假设。结果表明，集体情感和认知 CR 水平与意向 CR 相互作用。当集体情感和认知CR都较高时，集体意向CR最高；当集体认知CR高、集体情感CR低时，集体意向CR最低。此外，集体有意 CR 的多样性与领导者评价的团队绩效呈负相关。讨论了理论意义和实践建议。