资源保存理论视角下员工变革承诺的形成机制与效果:一个概念模型

Influencing Mechanism and Effects on Employee's Commitment to Change Based on Conversation of Resource Theory

截至目前,关于变革承诺的决定因素和影响效果,还没有比较清晰的理解。本文拟基于资源保存理论,探讨两种主要的资源——领导-成员交换关系和员工抗逆力,如何通过工作安全感和积极情绪影响员工的变革承诺,以及变革承诺对三种变革行为(支持变革行为、适应变革行为和抵制变革行位)的影响,试图拓展组织变革相关研究,厘清变革承诺的形成机制与效果。

Commitment to change （C2C） plays an important role in the success of organizational changc. However, there is no breakthrough progress in the influencing mechanism and effects on Employee＇ s Commitment to Change. The main reason is lack of the appropriate theoretical framework and breakthrough point. Based on Conservation of Resources Theory, wc will propose a multi-level model about influencing factors and effects of C2C, that is, leader-member exchange and employee＇ s resilience will influence C2C through job security and positive state, as well as the influencing effects on C2C to employee＇s change behavior at individual level and group level, including change-supportive behavior, change-adaptive behavior and change-resistant behavior. This research can not only enrich the organizational change theory, but the influencing mechanism and effects of C2C can help intervene employee＇ s attitudes and behaviors towards organizational change, improve the level of commitment to change, and lead organizational change to be successful.