Add to ORKGTo better understand linkages between cognition and emotion within the context of an organizational change, a study of employees was conducted in a public university during the introduction of a technological change. Quantitative supervisor and subordinate self-report data are analyzed from survey questionnaires. Results support a number of relationships proposed in cognitively-based models of emotion including relationships between change beliefs and felt emotion. Additionally, the impact of change message strategies on change recipient beliefs is assessed. HLM analysis suggests supervisor beliefs about a change influence subordinate beliefs. ii
Over the years, research has shown that, although there are various factors which contribute to fail...
Introduction Organizational change can evoke strong affective responses in employees, which may impa...
The organizational change literature offers recommendations about how to manage change to reduce emp...
Organizational change can produce a number of positive and negative emotional responses. This study ...
Change is a potentially emotional event as people anticipate or experience its outcomes and processe...
In many arenas change is becoming a constant. McKinsey and Company reported that approximately 70% o...
The goal of this chapter is to delineate the role of emotions and emotion regulation as a part of em...
The purpose of this study was to explore the first essential step needed for organizational change. ...
Over the years, research has shown that, although there are various factors which contribute to fail...
The current thesis investigated the emotions of workers at a hospital in the United Kingdom. Histori...
We present and explore a follower-centric model of how employees perceive the emotional intelligenc...
Higher education is facing a period of continual change driven by numerous external and internal for...
Organizational changes are costly ventures that too often fail to deliver the expected outcomes. Psy...
This research examined the structural properties of individual’s organizational change schemas. An o...
Few organizational change studies identify the aspects of change that are salient to individuals and...
Over the years, research has shown that, although there are various factors which contribute to fail...
Introduction Organizational change can evoke strong affective responses in employees, which may impa...
The organizational change literature offers recommendations about how to manage change to reduce emp...
Organizational change can produce a number of positive and negative emotional responses. This study ...
Change is a potentially emotional event as people anticipate or experience its outcomes and processe...
In many arenas change is becoming a constant. McKinsey and Company reported that approximately 70% o...
The goal of this chapter is to delineate the role of emotions and emotion regulation as a part of em...
The purpose of this study was to explore the first essential step needed for organizational change. ...
Over the years, research has shown that, although there are various factors which contribute to fail...
The current thesis investigated the emotions of workers at a hospital in the United Kingdom. Histori...
We present and explore a follower-centric model of how employees perceive the emotional intelligenc...
Higher education is facing a period of continual change driven by numerous external and internal for...
Organizational changes are costly ventures that too often fail to deliver the expected outcomes. Psy...
This research examined the structural properties of individual’s organizational change schemas. An o...
Few organizational change studies identify the aspects of change that are salient to individuals and...
Over the years, research has shown that, although there are various factors which contribute to fail...
Introduction Organizational change can evoke strong affective responses in employees, which may impa...
The organizational change literature offers recommendations about how to manage change to reduce emp...