Stasielowicz Lukasz
Osnabrück University, Osnabrück, Germany.
Scand J Psychol. 2025 Feb;66(1):59-75. doi: 10.1111/sjop.13066. Epub 2024 Aug 19.
Employees often work in dynamic environments requiring adaptive performance (e.g., emergencies, clients from other cultures). To optimize change management, employee training, and personnel selection in organizations, researchers have focused on trait-like predictors of adaption to change, such as personality traits or cognitive ability. The study (N = 300) shifts the focus to more proximal performance predictors - change communication and task-related state motivation. Adaptive performance was modeled using latent growth models. Providing two change-related hints, one at the beginning of the task and another directly after the change, mitigated performance impairment observed directly after the change. Moreover, this advantage largely persisted throughout the later stages of the task. In contrast, a single hint at the beginning of the task did not substantially facilitate adaption. Finally, task-related state motivation was linked to better performance on the subsequent measurement occasion. Organizations might minimize change-induced losses by deploying adequate change communication and maintaining employee motivation.
员工经常在需要适应性绩效的动态环境中工作（例如，紧急情况、来自其他文化背景的客户）。为了优化组织中的变革管理、员工培训和人员选拔，研究人员将重点放在了适应变革的特质类预测指标上，如人格特质或认知能力。这项研究（N = 300）将重点转移到了更直接的绩效预测指标——变革沟通和与任务相关的状态动机上。使用潜在增长模型对适应性绩效进行建模。在任务开始时和变革之后直接提供两条与变革相关的提示，减轻了变革后立即观察到的绩效损害。此外，这一优势在任务的后期阶段基本持续存在。相比之下，在任务开始时提供一条提示并没有实质性地促进适应。最后，与任务相关的状态动机与后续测量时更好的绩效相关。组织可以通过进行充分的变革沟通和维持员工动机来尽量减少变革带来的损失。
