University of Canterbury, Christchurch, New Zealand.
J Health Organ Manag. 2024 Mar 22;ahead-of-print(ahead-of-print). doi: 10.1108/JHOM-02-2023-0051.
The anticipation of organizational change and the transition process often creates uncertainty for employees and can lead to stress and anxiety. It is therefore essential for all organizations, especially those that operate in high-demand working environments, to support the well-being of staff throughout the change process.
DESIGN/METHODOLOGY/APPROACH: Research on how employees respond to the organizational change of relocating to a new work space is limited. To fill this gap in the research, we present a case study examining the well-being of clinical and health care employees before and after a disruptive change: relocation in workplace facilities. In addition, factors that enabled successful change in this high-stress, high-demand working environment were investigated. Interviews were conducted with 20 participants before the relocation and 11 participants after relocation. Following an inductive approach, data were analyzed using thematic analysis to identify key themes.
Our findings suggest that a supportive team, inclusive leadership and a psychologically safe environment, may buffer negative employee well-being outcomes during disruptive organizational change.
ORIGINALITY/VALUE: This research contributes to the literature on successful organizational change in health care by highlighting the resources which support well-being throughout the change process and enabling the successful transition to a new facility.
组织变革的预期和过渡过程常常给员工带来不确定性，并可能导致压力和焦虑。因此，所有组织，特别是那些在高需求工作环境中运作的组织，都必须在变革过程中支持员工的福祉。
设计/方法/方法：关于员工如何应对搬迁到新工作场所的组织变革的研究有限。为了填补这一研究空白，我们进行了一项案例研究，研究了在一次破坏性变革（工作场所设施搬迁）前后临床和医疗保健员工的健康状况。此外，还调查了在这种高压力、高需求工作环境中促成成功变革的因素。在搬迁前对 20 名参与者和搬迁后对 11 名参与者进行了访谈。采用归纳法，使用主题分析对数据进行分析，以确定主要主题。
我们的研究结果表明，在破坏性的组织变革期间，一个支持性的团队、包容性的领导和一个心理安全的环境，可能会缓冲员工健康状况不佳的负面结果。
原创性/价值：这项研究通过强调在变革过程中支持健康的资源以及成功过渡到新设施，为医疗保健领域成功的组织变革文献做出了贡献。
