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首页> 外文期刊>Journal of occupational health psychology >Spiraling Work Engagement and Change Appraisals: A Three-Wave Longitudinal Study During Organizational Change
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Spiraling Work Engagement and Change Appraisals: A Three-Wave Longitudinal Study During Organizational Change

机译：螺旋工作参与和变革评估：组织变革期间的三波纵向研究

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In this longitudinal field study, we examine reciprocal relationships between within-person changes in work engagement and cognitive appraisals of change (threat and challenge) across an organizational merger. Examination of these cyclical relationships provides a more accurate understanding of the complexity of employees' experience of change and a new test of spiraling work engagement and cognitive appraisals. Latent change score modeling is used to analyze 3 waves of longitudinal survey data (N = 623). Our findings showed that engagement mitigated threat appraisals and enhanced challenge appraisals through pre- and postmerger phases. A reciprocal relationship between threat appraisal and engagement was also observed, such that threat fueled decreases in engagement throughout the merger. Challenge appraisal was associated with enhanced work engagement during the first merger phase. This examination advocates managers of change to foster employees' work engagement already prior to change endeavors, along with mitigating threat appraisals throughout organizational change events. Fostering positive challenge appraisals appears to be particularly important for employees' work engagement during times of major changes. Findings suggest that upward spiral of work engagement, as postulated on the basis of the broaden-and-build theory, may be more likely to occur through engagement mitigating negative cognitions (threat) than promoting positive cognitions (challenge).
机译：在这项纵向实地研究中，我们研究了在组织合并中的工作接触和认知评估的人员接触和认知评估之间的互惠关系。对这些周期性关系的审查提供了更准确地了解员工变革经验的复杂性和螺旋工作参与和认知评估的新测试。潜在变化得分建模用于分析3个纵向调查数据（n = 623）。我们的调查结果表明，通过预先和后期阶段，参与威胁评估和增强挑战评估。还观察到威胁评估和参与之间的互惠关系，使得威胁在整个合并过程中达成了接触。挑战评估与第一次合并阶段的加强工作婚姻有关。这次考试倡导改变的经理，以便在改变努力之前已经促进雇员的工作参与，以及在整个组织变革活动中减轻威胁评估。促进积极挑战评估似乎对员工在重大变化时的工作参与尤为重要。调查结果表明，在扩大和建立理论的基础上发布的工作婚姻的向上螺旋可能更有可能通过减轻负面认知（威胁）而不是促进阳性认知（挑战）。

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