员工变革情绪反应的内涵、前因与后果  

The Conception, Causes and Consequences of Employee's Emotional Response to Organizational Change

作　　者：王霄[1] 李芸 Wang Xiao;Li Yun(School of Business,Jinan University,Guangzhou 510632)

机构地区：[1]暨南大学管理学院,广州510632

出　　处：《中国人力资源开发》2018年第10期51-64,共14页Human Resources Development of China

基　　金：国家自然科学基金重点项目(71333007)

摘　　要：近年来员工变革情绪反应日益受到学术界的重视,探讨员工变革情绪反应的前因及后果有助于促进组织变革方案的顺利实施。文章首先厘清了员工变革情绪反应的概念;然后在回顾前因变量的基础上,较为全面地梳理了员工变革情绪反应的形成机制,即认知评价机制、意义建构机制、情感事件机制与社会交换机制;在此基础上,文章还分别从个体层和组织层总结了员工变革情绪反应的结果变量及其作用机制。最后,构建了员工变革情绪反应从前因到结果分析的整合模型,并从中华传统文化的权变效应、研究方法的改进、情绪动态效应和多层面视角等方面进行了未来展望。In recent years, employee＇s emotional response to organizational change has been increasingly valued by scholars. Exploring the causes and consequences of employee＇s emotional response to organizational change will help to promote the smooth implementation of organizational change programs. Firstly, the paper clarifies the definition and classification of employee＇s emotional response to organizational change. Secondly, it reviews the influential factors and the four formative mechanisms from individuals, interactions and organizations aspects, which includes cognitive evaluation mechanism, sensemaking mechanism, affective events mechanism and social exchange mechanism. Thirdly, it then summarizes the consequence variables and the progress mechanism from both individual and organizational levels. Lastly, an integrated model of the employee＇s emotional response to organizational change was made, including both of the causes and consequences. The paper also pointed out the future research from the aspects of contingency effect of traditional Chinese culture, improvement of research methods, dynamic effects of emotional change reaction and multi-level perspectives.

关 键 词：组织变革 员工变革情绪反应 情绪 变革反应 

分 类 号：F272.92[经济管理—企业管理]