组织变革中的情绪唤起及其影响机制研究

The Arousal and Influencing Mechanism of Emotion in Organizational Change

本文以情绪研究为焦点,以员工个体为研究对象,在组织管理层发动计划变革的背景下探究为何相同组织变革情境下员工行为却存在差异。重点研究员工在组织变革中情绪的唤起,以及唤起的情绪对其认知、动机与行为的影响。文章探讨了组织变革唤起员工情绪的过程;被唤起的情绪的效价与强度对变革认知五维度的影响以及不同认知维度对不同动机乃至去动机的影响,进而深刻地揭示员工在组织变革中采取四种不同行为——积极支持、消极支持、积极反抗与消极反抗的心理机制。最后,本文还通过实践中的案例分析对模型观点进行讨论说明。

This paper analyses how employees＇ emotion is aroused and how the aroused emotion affect their work motivation and work behavior. We identify a set of direct and indirect paths through which employees＇ emotion aroused by the key events in organizational change affect their autonomy motivations and control motivations,then affect employees＇ behavior——active support,passive support,active resistance,passive resistance. First,employees＇ emotion may be aroused by key work events during organizational change,emotions may influence motivation indirectly by employees＇ cognitive evaluations on organizational change. Second,emotions may affect motivation directly and then motivation influences behaviors. Besides emotion may directly influence employees＇ behavior during organizational change.