Activation and valence in responses to organizational change: Development and validation of the change response circumplex scale.

IF 9.4 1区 心理学 Q1 MANAGEMENT
Journal of Applied Psychology Pub Date : 2024-01-01 Epub Date: 2023-08-03 DOI:10.1037/apl0001132
Shaul Oreg, Noga Sverdlik, Jill W Paine, Myeong-Gu Seo
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引用次数: 0

Abstract

Organizational members' responses to organizational change have a key role in determining the success of the change. The predominant conceptualization of responses to change has focused on the valence of responses-the degree to which they are positive (e.g., openness to change) versus negative (e.g., resistance to change). Yet, recent theory suggests that rather than a single continuum, ranging from negative to positive, responses to change are better represented with a bidimensional framework including both a valence-based continuum and an activation-based continuum (active vs. passive; Oreg et al., 2018), comprising a change response circumplex. Based on this theoretical framework, we develop and validate a scale for measuring the four dimensions of the change response circumplex (i.e., change acceptance, change proactivity, change disengagement, change resistance). We conducted five studies in which we develop the scale and demonstrate its content validity (Study 1, N = 208), circumplex structure and construct validity (Study 2, N = 221; Study 3, N = 315), concurrent validity (Study 4, N = 588), and predictive validity (Study 5, N = 146). We also demonstrate the usefulness of distinguishing among the four responses for predicting the amount and types of feedback that change recipients provide, and show the particular value of active responses, above and beyond valence. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

组织变革反应中的激活和情绪:组织变革反应中的激活与情绪:变革反应环量表的开发与验证。
组织成员对组织变革的反应在决定变革成功与否方面起着关键作用。对变革的反应的主要概念集中在反应的价值上--反应的积极程度(如对变革的开放性)与消极程度(如对变革的抵制)。然而,最新的理论表明,与其采用从消极到积极的单一连续统,不如采用一个双维框架来更好地体现对变革的反应,该框架既包括基于情绪的连续统,也包括基于激活的连续统(主动与被动;Oreg 等人,2018 年),由一个变革反应圆环组成。基于这一理论框架,我们开发并验证了一个量表,用于测量变革反应环的四个维度(即变革接受度、变革主动度、变革脱离度和变革抵制度)。我们进行了五项研究,开发了该量表并证明了其内容效度(研究 1,样本数 = 208)、环状结构和构造效度(研究 2,样本数 = 221;研究 3,样本数 = 315)、并发效度(研究 4,样本数 = 588)和预测效度(研究 5,样本数 = 146)。我们还证明了区分四种反应对于预测变化接受者所提供反馈的数量和类型的有用性,并显示了积极反应的特殊价值,而不仅仅是情绪。(PsycInfo Database Record (c) 2024 APA, 版权所有)。
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来源期刊
CiteScore
17.60
自引率
6.10%
发文量
175
期刊介绍: The Journal of Applied Psychology® focuses on publishing original investigations that contribute new knowledge and understanding to fields of applied psychology (excluding clinical and applied experimental or human factors, which are better suited for other APA journals). The journal primarily considers empirical and theoretical investigations that enhance understanding of cognitive, motivational, affective, and behavioral psychological phenomena in work and organizational settings. These phenomena can occur at individual, group, organizational, or cultural levels, and in various work settings such as business, education, training, health, service, government, or military institutions. The journal welcomes submissions from both public and private sector organizations, for-profit or nonprofit. It publishes several types of articles, including: 1.Rigorously conducted empirical investigations that expand conceptual understanding (original investigations or meta-analyses). 2.Theory development articles and integrative conceptual reviews that synthesize literature and generate new theories on psychological phenomena to stimulate novel research. 3.Rigorously conducted qualitative research on phenomena that are challenging to capture with quantitative methods or require inductive theory building.
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