Under the shadow of looming change: linking employees’ appraisals of organisational change as a job demand and transformational leadership to engagement and burnout

IF 5.6 2区心理学 Q1 PSYCHOLOGY, APPLIED

Work and Stress Pub Date : 2022-10-15 DOI:10.1080/02678373.2022.2120560

S. Buttigieg, Pascale Daher, V. Cassar, Yves R. F. Guillaume

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引用次数: 1

Abstract

ABSTRACT Arguably burnout and engagement of employees play an important role in driving sustainable organisational change. Surprisingly little is known about how organisational change affects employee burnout and engagement. Drawing on the Job Demands-Resources model and the Conservation of Resources perspective, we utilise an integrative theoretical model proposing that the more employees appraise organisational change as a job demand the more burnout and less engagement they will display. We further argue transformational leadership, a change-oriented leadership style, is a resource that moderates these effects buffering against burnout and maintaining engagement. We tested our model with a cross-lagged design and collected data at two time points (six months interval) from 623 employees in a hospital in Malta that was facing a major change. Results show that the more employees appraise organisational change as a job demand at Time 1 the more burnout and less engagement they display at Time 2 but not vice versa, and transformational leadership maintained engagement but did not buffer against burnout. Theoretical and practical implications, as well as avenues for future research are discussed.

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在即将到来的变革的阴影下:将员工对组织变革的评价作为一种工作需求，将变革型领导与敬业度和倦怠联系起来

可以说，员工的职业倦怠和敬业度在推动可持续组织变革方面发挥着重要作用。令人惊讶的是，关于组织变革如何影响员工倦怠和敬业度，我们知之甚少。根据工作需求-资源模型和资源保护的观点，我们使用了一个综合理论模型，提出员工越多地将组织变革评估为工作需求，他们就会表现出更多的倦怠和更低的敬业度。我们进一步认为，变革型领导，一种以变革为导向的领导风格，是一种缓和这些影响的资源，缓冲倦怠和保持敬业。我们使用交叉滞后设计测试了我们的模型，并在两个时间点(间隔6个月)从马耳他一家面临重大变革的医院的623名员工中收集了数据。结果表明，员工在时间1中越将组织变革视为一种工作需求，他们在时间2中表现出的倦怠程度越高，敬业程度越低，反之则相反，变革型领导维持了敬业程度，但没有缓冲倦怠。讨论了理论和实践意义，以及未来研究的途径。

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来源期刊

Work and Stress PSYCHOLOGY, APPLIED-

CiteScore

11.70

自引率

3.30%

发文量

期刊介绍： Work & Stress is an international, multidisciplinary quarterly presenting high-quality papers concerned with the psychological, social and organizational aspects of occupational health and well-being, and stress and safety management. It is published in association with the European Academy of Occupational Health Psychology. The journal publishes empirical reports, scholarly reviews and theoretical papers. It is directed at occupational health psychologists, work and organizational psychologists, those involved with organizational development, and all concerned with the interplay of work, health and organisations. Research published in Work & Stress relates psychologically salient features of the work environment to their psychological, behavioural and health consequences, focusing on the underlying psychological processes. The journal has become a natural home for research on the work-family interface, social relations at work (including topics such as bullying and conflict at work, leadership and organizational support), workplace interventions and reorganizations, and dimensions and outcomes of worker stress and well-being. Such dimensions and outcomes, both positive and negative, include stress, burnout, sickness absence, work motivation, work engagement and work performance. Of course, submissions addressing other topics in occupational health psychology are also welcomed.