Models and Applications in the Decision Sciences: Best Papers from the 2015 Annual Conference (Monica Dedhia's Library) by Decision Sciences Institute & Merrill Warkentin

Author:Decision Sciences Institute & Merrill Warkentin
Language: eng
Format: mobi, epub
Publisher: Pearson FT Press
Published: 2016-03-14T16:00:00+00:00

Employee Change Perceptions and Change Outcomes

Two characteristics of change, namely change frequency and change impact, were examined for their influence on employee outcomes. Lazarus and Folkman (1984) emphasized that temporal properties of a situation such as duration and proximity of events can negatively impact individuals. Other researchers have argued similarly that individuals’ perceptions regarding the timing or frequency of change significantly impact their responses to change. For example, Glick, Huber, Miller, Harold, and Sutcliffe (1995) suggested that when changes occur too frequently, employees do not perceive them as discrete events and might experience high stress and anxiety due to perceived unending, unpredictability of the situation. Other negative outcomes to change perceptions may be observed such as resistance to change, skepticism, and change-related cynicism.

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