变革支持行为:概念、测量、前因与后果

Change-Supportive Behavior: Conceptualization, Measurements, Antecedents and Consequences

变革已经成为组织的常态,员工的变革支持行为对组织变革成功具有重要的影响作用。通过国内外现有文献的梳理,本文对变革支持行为的概念、维度测量、前因变量以及结果变量进行了系统的概括总结,构建了变革支持行为整合模型。整合模型中,变革支持行为的前因变量包括个体因素和情境因素,个体因素又分为个体特质和个体认知;情境因素又分为变革事件本身、组织因素和社会支持。变革支持行为的结果变量包括组织后果和个体后果两类。最后,本文基于现有文献研究成果和不足,提出变革支持行为未来研究的五个研究方向,以期为国内外变革支持行为地深入展开提供方向参考和理论借鉴。

Change has become the new norm in today＇s organizations. And employees＇ supportive behavior could play a key role in facilitating the changes. Drawing on previous literature, this paper develops an integrated model of change-supportive behavior based on a systematic analysis of its conceptualization, measurements, antecedent variables and consequence variables. The model is developed through breaking down antecedent and consequence variables. Antecedent variables are divided into personal factors comprising characteristic factor and cognition factor, and situational factors comprising the change itself, organizational factor and social support factor. Likewise, consequence variables are divided into personal consequence and organizational consequence. Based on the literature review, this paper identifies the major outcomes and shortcomings of existing studies, and proposes five topics for future researchers who are interested in deeper exploration into this field.