员工对组织变革的结果预期、变革承诺与压力反应研究
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摘要
为了在激烈的竞争环境中求得生存和发展，变革已成为许多组织最常采用的战略手段之一。组织变革的研究多被一种宏观、系统导向的视角所主导。有学者建议，应采取更加微观、个体导向的视角，关注员工对于变革的反应。
组织变革的成功实施很大程度上依赖于高度承诺的员工。对于管理者来说，赢得并保持员工的变革承诺是非常关键的。本研究通过探索变革承诺的前因和结果变量，以使人们更加深刻地理解变革承诺。本文以正在经历大型组织变革的电信行业的员工和管理者为样本，讨论个体层次变革结果预期、变革承诺与个体压力（情绪衰竭和躯体化）之间的关系。本研究共由两部分相关的研究内容所构成：第一个研究的目的在于挖掘个体层次变革结果预期的因素结构；第二个研究的目的在于实证检验本研究的理论模型——变革承诺的前因和结果。
在第一个研究中，使用探索性因子分析（EFA）和验证性因子分析（CFA）相结合的方法探索修订后的变革结果预期量表的内部结构。实证分析的结果表明，个体层次变革结果预期可分为两个维度：一个维度是变革对员工的经济收入所造成的影响，另一个维度则是变革对员工的工作本身（工作性质、个人发展、与组织成员的关系等）所造成的影响。这两个维度分别被命名为“收入结果预期”和“工作结果预期”。
在第二个研究中，实证检验变革结果预期对变革承诺的作用，变革承诺对压力（情绪衰竭和躯体化）的作用，以及变革承诺是否在变革结果预期与压力（情绪衰竭和躯体化）之间起中介作用。实证分析的结果表明，收入结果预期与变革情感承诺显著正相关，与变革规范承诺和持续承诺的相关性均不显著。工作结果预期与变革情感承诺和规范承诺显著正相关，与变革持续承诺显著负相关。变革情感承诺和规范承诺与情绪衰竭显著负相关，而变革持续承诺则与情绪衰竭显著正相关。变革情感承诺和躯体化显著负相关，变革规范承诺和持续承诺与躯体化的相关性均不显著。变革情感承诺在收入结果预期和情绪衰竭之间起完全中介作用；变革情感承诺、规范承诺和持续承诺在工作结果预期和情绪衰竭之间起完全中介作用。变革情感承诺在收入结果预期和躯体化，以及工作结果预期和躯体化之间起完全中介作用。
本研究让人们能深入地理解组织变革过程中“人”的一面，为组织变革文献做出了以下贡献：（1）开发了个体层次变革结果预期的测量工具；（2）从员工认知视角上丰富了关于变革承诺形成机制的研究；（3）从应对视角揭示出员工认知评价和压力反应之间的内在联系，并且有助于对变革承诺产生结果进行更加清晰的理论解释。
In order to survive and develop in the fierce competitive environment, change hasbecome one of the most popular strategic measures taken by many organizations.Research on organizational change has been largely dominated by a macro,system-oriented perspective. Some researchers have called for a more micro,person-oriented perspective and focusing on employees’ reactions to change.
Successful implementation of organizational changes greatly depends oncommitted employees. It is crucial for managers to gain and retain employees’commitment to change. This study aims to contribute to a deeper understanding ofcommitment to change by exploring its antecedents and outcomes. Using a sample ofemployees and managers from telecommunications industry who were undergoing alarge-scale organizational change, this study investigate the relationships amongexpectation of change outcome at the individual level, commitment to change, andstress (emotional exhaustion and somatization). This study consists of two relatedsub-studies. Study1aims to discover the underlying factor structure of expectation ofchange outcome scale. Study2aims to empirically examine the theoretical model–theantecedents and consequences of commitment to change.
In study1, an exploratory factor analysis (EFA) and a following confirmatoryfactor analysis (CFA) were conducted to explore the internal structure of expectation ofchange outcome scale. The empirical results indicated that there were two dimensions inthe expectation of change outcome scale. One dimension was about an individual’sexpectation of how the change would impact his/her financial reward. The otherdimension was about an individual’s expectation of how the change would impacthis/her work itself (job content, personal opportunities, the relationships with otherorganizational members, etc). The two factors were named “expectation ofreward-related outcome” and “expectation of work-related outcome” respectively.
Study2aims to empirically examine the effects of expectation of change outcomeon commitment to change, the effects of commitment to change on stress (emotionalexhaustion and somatization), and whether the relationship between expectation of change outcome and stress (emotional exhaustion and somatization) is mediated by
commitment to change. Empirical results demonstrated that expectation ofreward-related outcome was positively correlated with affective commitment to change,and not significantly correlated with the other two dimensions of commitment to change.Expectation of work-related outcome was positive correlated with affective andnormative commitments to change and negatively correlated with continuancecommitment to change. Affective and normative commitments to change were bothnegatively correlated with emotional exhaustion while continuance commitment tochange was positively correlated with emotional exhaustion. Affective commitment tochange was negatively correlated with somatization, normative and continuancecommitments to change were not significantly correlated with somatization. Therelationship between expectation of reward-related outcome and emotional exhaustionwas fully mediated by affective commitment to change. The relationship betweenexpectation of work-related outcome and emotional exhaustion was fully mediated byaffective, normative and continuance commitments to change. The relationshipsbetween the two dimensions of change outcome and somatization were fully mediatedby affective commitment to change.
This study provides a deeper understanding of the human side of organizationalchange and offers contributions to organizational change literature. First, theexpectation of change outcome scale was developed to measure the extent to which theorganizational change would impact individuals’ financial reward and work. Second, thepresent study extended existing findings on employees’ commitment to change byexploring the antecedents of the three component of commitment to change. Third, thisstudy revealed the intrinsic link between cognitive appraisal and stress response fromthe perspective of coping, and also helped people to better understand the potentialconsequences of commitment to change.
组织变革的成功实施很大程度上依赖于高度承诺的员工。对于管理者来说，赢得并保持员工的变革承诺是非常关键的。本研究通过探索变革承诺的前因和结果变量，以使人们更加深刻地理解变革承诺。本文以正在经历大型组织变革的电信行业的员工和管理者为样本，讨论个体层次变革结果预期、变革承诺与个体压力（情绪衰竭和躯体化）之间的关系。本研究共由两部分相关的研究内容所构成：第一个研究的目的在于挖掘个体层次变革结果预期的因素结构；第二个研究的目的在于实证检验本研究的理论模型——变革承诺的前因和结果。
在第一个研究中，使用探索性因子分析（EFA）和验证性因子分析（CFA）相结合的方法探索修订后的变革结果预期量表的内部结构。实证分析的结果表明，个体层次变革结果预期可分为两个维度：一个维度是变革对员工的经济收入所造成的影响，另一个维度则是变革对员工的工作本身（工作性质、个人发展、与组织成员的关系等）所造成的影响。这两个维度分别被命名为“收入结果预期”和“工作结果预期”。
在第二个研究中，实证检验变革结果预期对变革承诺的作用，变革承诺对压力（情绪衰竭和躯体化）的作用，以及变革承诺是否在变革结果预期与压力（情绪衰竭和躯体化）之间起中介作用。实证分析的结果表明，收入结果预期与变革情感承诺显著正相关，与变革规范承诺和持续承诺的相关性均不显著。工作结果预期与变革情感承诺和规范承诺显著正相关，与变革持续承诺显著负相关。变革情感承诺和规范承诺与情绪衰竭显著负相关，而变革持续承诺则与情绪衰竭显著正相关。变革情感承诺和躯体化显著负相关，变革规范承诺和持续承诺与躯体化的相关性均不显著。变革情感承诺在收入结果预期和情绪衰竭之间起完全中介作用；变革情感承诺、规范承诺和持续承诺在工作结果预期和情绪衰竭之间起完全中介作用。变革情感承诺在收入结果预期和躯体化，以及工作结果预期和躯体化之间起完全中介作用。
本研究让人们能深入地理解组织变革过程中“人”的一面，为组织变革文献做出了以下贡献：（1）开发了个体层次变革结果预期的测量工具；（2）从员工认知视角上丰富了关于变革承诺形成机制的研究；（3）从应对视角揭示出员工认知评价和压力反应之间的内在联系，并且有助于对变革承诺产生结果进行更加清晰的理论解释。
In order to survive and develop in the fierce competitive environment, change hasbecome one of the most popular strategic measures taken by many organizations.Research on organizational change has been largely dominated by a macro,system-oriented perspective. Some researchers have called for a more micro,person-oriented perspective and focusing on employees’ reactions to change.
Successful implementation of organizational changes greatly depends oncommitted employees. It is crucial for managers to gain and retain employees’commitment to change. This study aims to contribute to a deeper understanding ofcommitment to change by exploring its antecedents and outcomes. Using a sample ofemployees and managers from telecommunications industry who were undergoing alarge-scale organizational change, this study investigate the relationships amongexpectation of change outcome at the individual level, commitment to change, andstress (emotional exhaustion and somatization). This study consists of two relatedsub-studies. Study1aims to discover the underlying factor structure of expectation ofchange outcome scale. Study2aims to empirically examine the theoretical model–theantecedents and consequences of commitment to change.
In study1, an exploratory factor analysis (EFA) and a following confirmatoryfactor analysis (CFA) were conducted to explore the internal structure of expectation ofchange outcome scale. The empirical results indicated that there were two dimensions inthe expectation of change outcome scale. One dimension was about an individual’sexpectation of how the change would impact his/her financial reward. The otherdimension was about an individual’s expectation of how the change would impacthis/her work itself (job content, personal opportunities, the relationships with otherorganizational members, etc). The two factors were named “expectation ofreward-related outcome” and “expectation of work-related outcome” respectively.
Study2aims to empirically examine the effects of expectation of change outcomeon commitment to change, the effects of commitment to change on stress (emotionalexhaustion and somatization), and whether the relationship between expectation of change outcome and stress (emotional exhaustion and somatization) is mediated by
commitment to change. Empirical results demonstrated that expectation ofreward-related outcome was positively correlated with affective commitment to change,and not significantly correlated with the other two dimensions of commitment to change.Expectation of work-related outcome was positive correlated with affective andnormative commitments to change and negatively correlated with continuancecommitment to change. Affective and normative commitments to change were bothnegatively correlated with emotional exhaustion while continuance commitment tochange was positively correlated with emotional exhaustion. Affective commitment tochange was negatively correlated with somatization, normative and continuancecommitments to change were not significantly correlated with somatization. Therelationship between expectation of reward-related outcome and emotional exhaustionwas fully mediated by affective commitment to change. The relationship betweenexpectation of work-related outcome and emotional exhaustion was fully mediated byaffective, normative and continuance commitments to change. The relationshipsbetween the two dimensions of change outcome and somatization were fully mediatedby affective commitment to change.
This study provides a deeper understanding of the human side of organizationalchange and offers contributions to organizational change literature. First, theexpectation of change outcome scale was developed to measure the extent to which theorganizational change would impact individuals’ financial reward and work. Second, thepresent study extended existing findings on employees’ commitment to change byexploring the antecedents of the three component of commitment to change. Third, thisstudy revealed the intrinsic link between cognitive appraisal and stress response fromthe perspective of coping, and also helped people to better understand the potentialconsequences of commitment to change.
引文
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