Business School, Hohai University, Nanjing, China.
Department of Psychology, Harbin Normal University, Harbin, China.
PLoS One. 2024 Oct 31;19(10):e0312886. doi: 10.1371/journal.pone.0312886. eCollection 2024.
The success of organizational change often hinges on the perception of fairness within a change unit. This group-level organizational change fairness is crucial for enhancing proactive motivation states and fostering positive change-oriented organizational citizenship behavior (OCB). Rooted in the proactive motivation model, this study establishes a comprehensive multilevel framework to investigate the influence of group-level organizational change fairness on employees' change-oriented OCB. It explores the mediating role of three proactive motivational states and the moderating impact of perceived change impact. Analyzing data collected from 597 employees within 107 teams across 43 Chinese companies, our findings indicate that group-level perceived organizational change fairness significantly predicts employees' change-oriented OCB through organizational change self-efficacy, involvement, and positive emotional experiences. Furthermore, the study reveals that group-level perceived change impact moderates the relationship between group-level fairness perception and both change self-efficacy and positive emotional experiences, with stronger associations observed under conditions of low perceived change impact. These insights notably advance our understanding of the cross-level determinants influencing change-oriented OCB through perceived fairness and proactive motivation. Managers should focus on developing fairness perceptions to stimulate OCB by fostering employees' proactive motivation states, particularly during low-impact organizational changes. Our findings provide valuable implications for organizational change management practices.
组织变革的成功往往取决于变革单元内的公平感知。这种群体层面的组织变革公平对于增强积极主动的动机状态和培养积极的变革导向组织公民行为（OCB）至关重要。本研究根植于积极主动的动机模型，建立了一个综合的多层次框架，以调查群体层面的组织变革公平对员工变革导向的 OCB 的影响。它探讨了三种积极主动的动机状态的中介作用以及感知变革影响的调节作用。通过对来自中国 43 家公司的 107 个团队中的 597 名员工的数据进行分析，我们的研究结果表明，群体层面的感知组织变革公平通过组织变革自我效能感、投入感和积极的情感体验显著预测员工的变革导向的 OCB。此外，研究还揭示了群体层面感知的变革影响对群体层面公平感知与变革自我效能感和积极情感体验之间的关系起到调节作用，在感知变革影响较低的情况下，关联更为强烈。这些研究结果显著推进了我们对通过公平感知和积极主动的动机影响变革导向的 OCB 的跨层次决定因素的理解。管理者应该注重培养公平感知，通过激发员工的积极主动的动机状态来促进 OCB，尤其是在组织变革影响较低的情况下。我们的研究结果为组织变革管理实践提供了有价值的启示。
