Yan Lei, Wang Li, Shen Xiangdong, Li Pengfei, Guo Jia
School of Business Administration, Jeonbuk National University, Jeonju, South Korea.
School of Business Administration, Anhui University of Finance and Economics, Bengbu, China.
Front Psychol. 2022 May 25;13:897769. doi: 10.3389/fpsyg.2022.897769. eCollection 2022.
This study aims to determine the specific impact of employees' perceptions of transformational change on in-role performance and how stress assessment can mediate the relationship between transformational change and in-role performance. According to the cognitive appraisal theory, the same individual has different appraisals of the same stressors, including challenge, and hindrance appraisal. As an important stressor, transformational change also affects individuals differently depending on their assessments. This study integrates employees' challenge or hindrance appraisal of transformational change into a conceptual model to distinguish between the roles of the two appraisals. It examines it as a mediating mechanism between transformational change and in-role performance. Additionally, 313 employees who recently experienced transformational change were used as samples to test the hypothesis. The results show that transformational change negatively affects employees' in-role performance; hindrance appraisal negatively mediates the relationship between transformational change and in-role performance, and challenge appraisal positively mediates the relationship between transformational change and in-role performance. The originality and value of this research extend the application of stress appraisals in organizational change management. Research shows that, in the context of major change, employees' in-role performance is reduced by the impact of transformational change. However, when employees positively appraise organizational change, the negative effects of change are weakened.
本研究旨在确定员工对变革型变革的认知对角色内绩效的具体影响，以及压力评估如何在变革型变革与角色内绩效之间的关系中起中介作用。根据认知评价理论，同一个人对相同的压力源（包括挑战性和阻碍性评价）有不同的评价。作为一个重要的压力源，变革型变革根据个体的评估对其产生的影响也不同。本研究将员工对变革型变革的挑战性或阻碍性评价纳入一个概念模型，以区分这两种评价的作用。它将其作为变革型变革与角色内绩效之间的中介机制进行考察。此外，以313名最近经历了变革型变革的员工为样本对假设进行检验。结果表明，变革型变革对员工的角色内绩效有负面影响；阻碍性评价在变革型变革与角色内绩效之间起负向中介作用，而挑战性评价在变革型变革与角色内绩效之间起正向中介作用。本研究的创新性和价值在于拓展了压力评价在组织变革管理中的应用。研究表明，在重大变革的背景下，变革型变革的影响会降低员工的角色内绩效。然而，当员工对组织变革进行积极评价时，变革的负面影响会被削弱。
