变革氛围感知和变革承诺:一个调节模型

发布时间：2018-04-06 06:25

本文选题：变革氛围　切入点：变革承诺　出处：《管理评论》2017年07期

【摘要】：企业必须持续变革以追求生存和发展,同时又面临变革失败率高的风险。而员工的变革承诺对组织变革具有重要意义,因此得到越来越多的关注,却少有研究关注变革氛围是否、以及如何影响变革承诺。本文基于激励理论视角,结合氛围、变革能力和信任的相关文献构建了一个理论模型,用于解释变革氛围感知和变革承诺的关系,以及变革能力评价和对领导的信任在此关系中的调节作用。基于16家实施"军民结合"战略的军工企业的472份有效问卷的数据建立回归模型,分析结果表明员工感知到的变革氛围与其变革承诺正相关,且这种关系受到对领导的信任和组织变革能力评价的正向调节。文章结尾讨论了研究的意义、局限性和未来研究方向。
[Abstract]:Enterprises must continue to change in order to pursue survival and development, and at the same time face the risk of high failure rate of change.However, the employee commitment to change is of great significance to organizational change, so more and more attention has been paid to it, but little research has been done on whether and how to influence the change commitment.Based on the perspective of motivation theory, this paper constructs a theoretical model to explain the relationship between climate perception and commitment to change.And the ability to change evaluation and trust in the leadership in this relationship in the regulatory role.A regression model was established based on 472 valid questionnaires of 16 military enterprises implementing the strategy of "military and civilian integration". The results showed that the change atmosphere perceived by employees was positively related to their commitment to change.And this relationship is positively regulated by the trust in leadership and the evaluation of organizational change ability.At the end of the paper, the significance, limitation and future research direction of the research are discussed.
【作者单位】：电子科技大学经济与管理学院;成都理工大学管理科学学院;上海交通大学安泰经济与管理学院;成都信息工程大学管理学院;
【基金】：国家自然科学基金重点项目(71432005);国家自然科学基金项目(71272206;71472024) 教育部人文社科基金项目(15YJA630098)
【分类号】：F272.92;F426.48

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