了解医疗机构中员工对组织变革的开放性:压力、离职意向和心理所有权的调节作用

Alper Kayaalp, Kyle J. Page, Tyler Carlson
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引用次数: 0

摘要

本研究调查了员工对组织变革的开放度与工作压力和离职意向之间的关系,并测试了在医疗保健背景下心理所有权的调节作用。研究对象是美国中西部一家大型非营利性医疗机构的员工,该机构正在进行大规模变革(即合并)。我们的研究结果表明,员工对组织变革的开放度与工作压力和离职意向之间存在负相关。研究结果还显示,心理自主性和变革开放性较高的员工往往工作压力较小。在组织变革背景下,尽管心理自主性具有明显的相关性,但尚未将其作为调节因素进行研究。我们的研究结果表明,员工对组织变革的开放性和心理所有权是个人层面的两种态度,对于在变革过程中改善个人和组织的关键成果至关重要。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Understanding Employee Openness to Organisational Change in a Healthcare Organisation: Stress, Turnover Intentions and 
the Moderating Role of Psychological Ownership
This study investigated the relationship of employee openness to organisational change with job stress and turnover intentions and tested the moderating effect of psychological ownership in a healthcare context. Participants were employees from a large, non-profit, Midwestern US healthcare organisation that was in the process of a large-scale change initiative (i.e., merger). Our findings indicated that there is a negative relationship between employee openness to organisational change and job stress and turnover intentions. Results also revealed that employees with a higher level of psychological ownership and openness to change tended to experience less job stress. Psychological ownership has not been examined as a moderator in organisational change contexts despite its obvious relevance. Our findings indicate that employee openness to organisational change and psychological ownership are two individual-level attitudes critical to improving crucial individual and organisational outcomes in the change process.
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