那我呢?组织变革过程中员工变革推动者的人-角色契合度对工作满意度的影响

IF 5.6 2区 心理学 Q1 PSYCHOLOGY, APPLIED
K. Nielsen, J. Dawson, H. Hasson, U. V. T. Schwarz
{"title":"那我呢?组织变革过程中员工变革推动者的人-角色契合度对工作满意度的影响","authors":"K. Nielsen, J. Dawson, H. Hasson, U. V. T. Schwarz","doi":"10.1080/02678373.2020.1730481","DOIUrl":null,"url":null,"abstract":"ABSTRACT Organisational changes do not always achieve their intended outcomes and have been found to have negative consequences on employee wellbeing. It has been argued that this is because change processes need to support employees adopting the change. In the present study, we study an organisational change aimed to improve employee capacity to provide eHealth services. To support the change, employees were appointed change agents and trained in running seminars to facilitate the change. Using Person-Job fit as our theoretical framework, we proposed that change agents who perceived they possess the necessary competencies to deal with the change agent role (Person-Role fit) would feel more efficacious in this role and be more satisfied with their jobs post-change. We suggested that role-specific self-efficacy mediated the relationship between person-role fit and job satisfaction and that the most dissatisfied pre-change would perceive the greatest improvements in job satisfaction. Using a paired t-test, repeated measures analyses and mixed methods mediation testing, we found that change agents (N = 110) reported increased job satisfaction post-change. Change agents who were dissatisfied with their jobs pre-change, but perceived a good fit to the change agent role, reported the greatest improvements in job satisfaction. No significant results were found for self-efficacy.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"35 1","pages":"57 - 73"},"PeriodicalIF":5.6000,"publicationDate":"2020-02-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2020.1730481","citationCount":"11","resultStr":"{\"title\":\"What about me? The impact of employee change agents’ person-role fit on their job satisfaction during organisational change\",\"authors\":\"K. Nielsen, J. Dawson, H. Hasson, U. V. T. Schwarz\",\"doi\":\"10.1080/02678373.2020.1730481\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"ABSTRACT Organisational changes do not always achieve their intended outcomes and have been found to have negative consequences on employee wellbeing. It has been argued that this is because change processes need to support employees adopting the change. In the present study, we study an organisational change aimed to improve employee capacity to provide eHealth services. To support the change, employees were appointed change agents and trained in running seminars to facilitate the change. Using Person-Job fit as our theoretical framework, we proposed that change agents who perceived they possess the necessary competencies to deal with the change agent role (Person-Role fit) would feel more efficacious in this role and be more satisfied with their jobs post-change. We suggested that role-specific self-efficacy mediated the relationship between person-role fit and job satisfaction and that the most dissatisfied pre-change would perceive the greatest improvements in job satisfaction. Using a paired t-test, repeated measures analyses and mixed methods mediation testing, we found that change agents (N = 110) reported increased job satisfaction post-change. Change agents who were dissatisfied with their jobs pre-change, but perceived a good fit to the change agent role, reported the greatest improvements in job satisfaction. No significant results were found for self-efficacy.\",\"PeriodicalId\":48199,\"journal\":{\"name\":\"Work and Stress\",\"volume\":\"35 1\",\"pages\":\"57 - 73\"},\"PeriodicalIF\":5.6000,\"publicationDate\":\"2020-02-24\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"https://sci-hub-pdf.com/10.1080/02678373.2020.1730481\",\"citationCount\":\"11\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Work and Stress\",\"FirstCategoryId\":\"102\",\"ListUrlMain\":\"https://doi.org/10.1080/02678373.2020.1730481\",\"RegionNum\":2,\"RegionCategory\":\"心理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"PSYCHOLOGY, APPLIED\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Work and Stress","FirstCategoryId":"102","ListUrlMain":"https://doi.org/10.1080/02678373.2020.1730481","RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"PSYCHOLOGY, APPLIED","Score":null,"Total":0}
引用次数: 11

摘要

摘要:组织变革并不总是能达到预期结果,而且会对员工的健康产生负面影响。有人认为,这是因为变革过程需要支持员工采用变革。在本研究中,我们研究了一项旨在提高员工提供电子健康服务能力的组织变革。为了支持变革,员工被任命为变革代理人,并接受了举办研讨会以促进变革的培训。以人-职匹配作为我们的理论框架,我们提出,那些认为自己拥有应对变革推动者角色所需能力的变革推动者(人-职-职匹配)在这个角色中会感觉更有效,并对变革后的工作更满意。我们认为,角色特异性自我效能感介导了个人角色适合度和工作满意度之间的关系,而最不满意的变革前会感知到工作满意度的最大改善。使用配对t检验、重复测量分析和混合方法中介检验,我们发现变化主体(N = 110)报告了工作满意度的提高。变革推动者在变革前对自己的工作不满意,但认为自己很适合担任变革推动者的角色,他们的工作满意度提高幅度最大。自我效能没有发现显著的结果。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
What about me? The impact of employee change agents’ person-role fit on their job satisfaction during organisational change
ABSTRACT Organisational changes do not always achieve their intended outcomes and have been found to have negative consequences on employee wellbeing. It has been argued that this is because change processes need to support employees adopting the change. In the present study, we study an organisational change aimed to improve employee capacity to provide eHealth services. To support the change, employees were appointed change agents and trained in running seminars to facilitate the change. Using Person-Job fit as our theoretical framework, we proposed that change agents who perceived they possess the necessary competencies to deal with the change agent role (Person-Role fit) would feel more efficacious in this role and be more satisfied with their jobs post-change. We suggested that role-specific self-efficacy mediated the relationship between person-role fit and job satisfaction and that the most dissatisfied pre-change would perceive the greatest improvements in job satisfaction. Using a paired t-test, repeated measures analyses and mixed methods mediation testing, we found that change agents (N = 110) reported increased job satisfaction post-change. Change agents who were dissatisfied with their jobs pre-change, but perceived a good fit to the change agent role, reported the greatest improvements in job satisfaction. No significant results were found for self-efficacy.
求助全文
通过发布文献求助,成功后即可免费获取论文全文。 去求助
来源期刊
Work and Stress
Work and Stress PSYCHOLOGY, APPLIED-
CiteScore
11.70
自引率
3.30%
发文量
21
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.
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
提示
您的信息不完整,为了账户安全,请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
确定
请完成安全验证×
copy
已复制链接
快去分享给好友吧!
我知道了
右上角分享
点击右上角分享
0
联系我们:info@booksci.cn Book学术提供免费学术资源搜索服务,方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。 Copyright © 2023 布克学术 All rights reserved.
京ICP备2023020795号-1
ghs 京公网安备 11010802042870号
Book学术文献互助
Book学术文献互助群
群 号:481959085
Book学术官方微信