1,720,973 research outputs found
Making sense of organizational change : a framework linking types of change to employee outcomes and leadership
No full textChange Readiness: A Multilevel Review
Get PDFThe authors conducted a theoretical review of the change readiness literature and identified two major limitations with this work. First, while there is substantial agreement about the key cognitions that underlie change readiness, researchers have not examined the affective element of this attitude. Second, researchers have not adopted a multilevel perspective when considering change readiness. The authors address these limitations and argue that it is important to incorporate affect into definitions of the change readiness construct and also when measuring this construct. They then develop a multilevel framework that identifies the antecedents and consequences of individual, work group, and organizational change readiness. Next, the authors outline the theoretical processes that lead to the development of individual and collective change readiness. They then review theoretical and empirical evidence to identify the antecedents of change readiness at the three levels of analysis. Finally, the authors identify a number of suggestions to guide future research seeking to adopt a multilevel approach to change readiness
Losing sleep : examining the cascading effects of supervisors' experience of injustice on subordinates' psychological health
No full textIn this paper, we identify two types of injustice as antecedents of abusive supervision and ultimately of subordinate psychological distress and insomnia. We examine distributive justice (an individual's evaluation of their input to output ratio compared to relevant others) and interactional injustice (the quality of interpersonal treatment received when procedures are implemented). Using a sample of Filipinos in a variety of occupations, we identify two types of injustice experienced by supervisors as stressors that provoke them to display abusive supervision to their subordinates. We examine two consequences of abusive supervision - subordinate psychological distress and insomnia. In addition, we identify two moderators of these relationships, namely, supervisor distress and subordinate self-esteem. We collected survey data from multiple sources including subordinates, their supervisors, and their partners. Data were obtained from 175 matched supervisor-subordinate dyads over a 6-month period, with subordinates' partners providing ratings of insomnia. Results of structural equation modelling analyses provided support for an indirect effects model in which supervisors' experience of unfair treatment cascades down the organization, resulting in subordinate psychological distress and, ultimately in their insomnia. In addition, results partially supported the proposed moderated relationships in the cascading model. © 2010 Taylor & Francis
Team change climate : a group-level analysis of the relationships among change information and change participation, role stressors, and well-being
No full textWe explored whether teams develop shared perceptions regarding the quantity and quality of information and the extent of participation in decision making provided in an environment of continuous change. In addition, we examined whether change climate strength moderated relationships between change climate level and team outcomes. We examined relationships among aggregated change information and change participation and aggregated team outcomes, including two role stressors (i.e., role ambiguity and role overload) and two indicators of well-being (i.e., quality of worklife and distress). Questionnaires were distributed in an Australian law enforcement agency and data were used from 178 teams. Structural equation modelling analyses, controlling for a marker variable, were conducted to examine the main effects of aggregated change information and aggregated change participation on aggregated team outcomes. Results provided support for a model that included method effects due to a marker variable. In this model, change information climate was significantly negatively associated with role ambiguity, role overload, and distress, and significantly positively associated with quality of worklife. Change participation climate was significantly positively associated with quality of worklife. Change climate strength did not moderate relationships among change climate level and team outcomes
Going Beyond Counting First Authors in Author Co-citation Analysis
Get PDFThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Quality change communication and employee responses to change: an investigation of the moderating effects of individual differences in an experimental setting
No full textOrganizational change management is concerned with facilitating the process of change through modification of strategies, structures, and processes, with many authors emphasizing that the support of employees is central to the success of change initiatives (Cummings and Worley, 2005). The role of communication during times of organizational change is well established (Lewis, 1999, 2006). Indeed, the management of external and internal communication processes that deliver key messages at the appropriate time to stakeholders is considered to be a vital component of all successful change implementation plans (Kotter, 1999). Thus, the aim of this study is to investigate the core change management practice of communication and the extent to which this practice encourages employees to appraise the situation in a positive way and to develop intentions and subsequent behaviors that are supportive of organizational change. These propositions were examined in a controlled experimental setting in which a vignette was used to manipulate high and low levels of quality change communication and examined in conjunction with a series of individual difference variables chosen for their theoretical relevance to individual reactions to change. Communication during organizational change High-quality change communication is typically defined as information that is accurate, useful, adequately addresses employee concerns, and is presented in a timely and appropriate manner (K. I. Miller and Monge, 1985; V. D. Miller, Johnson, and Grau, 1994). Several process models of change communication have been proposed, each providing recommendations on how to craft formal communication messages that shape the reactions of employees to planned organizational change initiatives. For instance, Armenakis, Harris, and Feild (1999) identified five content domains that a change message must address in order to effectively communicate change to employees. The organization must convey a sense of discrepancy, which is typically achieved through explaining how an organization’s current performance is different from the desired end state
Cognitive beliefs and positive emotions about change: Relationships with employee change readiness and change-supportive behaviors
No full textResearch has focused on individuals’ beliefs about change when considering the antecedents of employee change readiness. Our study is unique as we identify beliefs and positive emotions about change as proximal antecedents of change readiness. In Study 1, a cross-sectional study of 252 government workers, measures of change beliefs, positive emotions about change and change readiness were developed and tested. Study 1 examined relationships between these constructs. In Study 2, we collected data at two time points separated by 3 months from 199 employees. Study 2 examined the direct and indirect relationships among change beliefs, positive emotions about change, change readiness and change-supportive behaviors. Structural equation modeling results provided support for the validity of our measures. In both studies, cognitive beliefs about change and positive emotions about change were significantly associated with change readiness. Study 2 provided support for indirect and direct relationships between change beliefs and positive emotions and change behaviors. An implication of this research is that failure to consider positive emotions about change means ignoring a key source of variation in change readiness. Practically, results suggest a need to develop both change beliefs and positive emotions about change to enhance employees’ change readiness and change-supportive behaviors.Full Tex
Variations on the Author
Get PDF“Variations on the Author” discusses two of Eduardo Coutinho’s recent films (Um Dia na Vida, from 2010, and Últimas Conversas, posthumously released in 2015) and their contribution to the general question of documentary authorship. The director’s filmography is characterized by a consistent yet self-effacing form of authorial self-inscription: Coutinho often features as an interviewer that rather than express opinions propels discourses; an interviewer that is good at listening. This mode of self-inscription characterizes him as an author who is not expressive but who is nonetheless markedly present on the screen. In Um Dia na Vida, however, Coutinho is completely absent form the image, while Últimas Conversas, on the contrary, includes a confessional prologue that moves the director from the margins to the center of his films. This article examines the ways in which these works stand out in the filmography of a director who offers new insights into the notion of cinematic authorship
Appropriate Similarity Measures for Author Cocitation Analysis
Get PDFWe provide a number of new insights into the methodological discussion about author cocitation analysis. We first argue that the use of the Pearson correlation for measuring the similarity between authors’ cocitation profiles is not very satisfactory. We then discuss what kind of similarity measures may be used as an alternative to the Pearson correlation. We consider three similarity measures in particular. One is the well-known cosine. The other two similarity measures have not been used before in the bibliometric literature. Finally, we show by means of an example that our findings have a high practical relevance.information science;Pearson correlation;cosine;similarity measure;author cocitation analysis
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