Predictors and outcomes of openness to changes in a reorganizing workplace

Tt is becoming increasingly important for employees to be able to cope with change in the workplace. This longitudinal study examined a set of individual differences and context-specific predictors of employee openness (i.e.. change acceptance and positive view of changes) toward a set of workplace changes. Personal resilience (a composite of self-esteem, optimism, and perceived control) was related to higher levels of change acceptance. Three context-specific variables (information received about the changes, self-efficacy for coping with the changes, and participation in the change decision process) were predictive of higher levels of employee openness to the changes. Lower levels of change acceptance were associated with less job satisfaction, more work irritation, and stronger intentions to quit. Organizations today are facing more change than ever before (Conner, 1992). As they strive to retain their competitive edge, they are reorganizing, downsizing, and implementing new tech-nology. The traditional notion of a "job " is becoming antiquated as work becomes more project based and employees are re-quired to work beyond fixed job descriptions (Howard, 1995). A recent survey conducted by the Bureau of National Affair