Department of Behavioural Sciences and Learning, Linköping University, Linköping, Sweden.
Work. 2024;79(2):569-584. doi: 10.3233/WOR-230633.
Organizations are in a state of continual evolution, driven by the relentless shifts in their external environments. Numerous theories have been proposed to understand the essential skills and capabilities for successful organizational change. Yet, there remains a gap in capturing a holistic view necessary to fully comprehend the dynamics of competence in today's rapidly changing landscape.
This research aims to explore and consolidate the concept of 'competence' in the context of organizational change processes.
Employing an integrative literature review approach, a total of 3,230 studies were screened. Out of these, 32 studies were selected based on strict relevance and quality criteria, providing a robust foundation for the analysis.
The findings reveal a multi-layered nature of organizational change, highlighting that the nature and prerequisites of change vary significantly across different organizational levels. By applying a competence lens, we discern how required competence during change are not uniform but rather vary depending on whether they are applied in an operational or strategic context. This demonstrates a nuanced, level-dependent variability in change competence across the organizational hierarchy.
We conceptualize 'change competence' as a dual-faceted construct. It encompasses both the capacity to leverage existing organizational competence and the adeptness to develop new competence, thereby meeting the evolving demands imposed by both internal and external drivers of change. This comprehensive understanding paves the way for more effective strategies in managing organizational change.
组织处于持续发展的状态，这是由其外部环境的持续变化所驱动的。有许多理论被提出，以理解成功的组织变革所需的基本技能和能力。然而，在捕捉当今快速变化的环境中所需的整体能力动态方面，仍然存在差距。
本研究旨在探索和整合组织变革过程中“能力”的概念。
采用综合文献综述方法，共筛选了 3230 项研究。其中，根据严格的相关性和质量标准，选择了 32 项研究，为分析提供了坚实的基础。
研究结果揭示了组织变革的多层次性质，强调了变革的性质和前提在不同的组织层面上有显著差异。通过应用能力视角，我们发现变革所需的能力不是统一的，而是根据它们是在运营还是战略层面上应用而有所不同。这表明了在组织层次结构中，变革能力具有细微的、依赖层次的可变性。
我们将“变革能力”概念化为一个双重的结构。它包括利用现有组织能力的能力和开发新能力的能力，从而满足内部和外部变革驱动因素所带来的不断变化的需求。这种全面的理解为管理组织变革的更有效策略铺平了道路。
