A relação entre atributos, atitudes e bem-estar na mudança organizacional
Mots-clés :
Mudança organizacional, Contexto organizacional, Atitude, Bem-estarRésumé
Um modelo para avaliar se atitudes medeiam a relação entre os atributos de mudança organizacional e o bem-estar foi testado com uma amostra de 795 trabalhadores oriundos de três diferentes organizações públicas que passaram por processos de mudança organizacional. Três instrumentos foram aplicados pela internet, a saber: Escala dos atributos da mudança organizacional, escalas de atitudes frente a mudança organizacional e de bem-estar no trabalho. Diferentes amostras foram utilizadas para análises fatoriais confirmatórias das escalas e os resultados indicaram bons índices de validade das estruturas originais das escalas. Análises de trajetória ( Path Analysis ( foram realizadas para testar o modelo de mediação. O modelo foi parcialmente corroborado apontando a influência das atitudes e dos atributos de mudança no bem-estar.
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Références
Bordia, P. Restubog, S. L. D., Jimmieson, N., & Irmer, B. (2011).
Haunted by the past: Effects of poor change management
history on employee attitudes and turnover. Group &
Organization Management, 36(2) 191-222.
Bouckenooghe, D. (2010). Positioning change recipients’ attitudes
toward change in the organizational change literature. The
Journal of Applied Behavioral Science, 46(4), 500”“ 531.
Bryson, A., Barth E. & Dale - Olsen, H. (2013). The Effects
of Organizational Change on Worker Well-Being and the
Moderating Role of Trade Unions. Industrial and Labor
Relations Review.66 (4), 989-1011.
Choi, M. (2011). Employees’ attitudes toward organizational
change: A literature review. Human Resource Management,
50(4), 479-500.
Cunningham, G. B. (2006). The relationships among commitment to
change, coping with change, and turnover intentions. European
Journal of work and Organizational Psychology, 15(1), 29-45.
Dahl, M.S. (2011). Organizational Change and Employee Stress.
Management Science, 57 (2), 240 ”“ 256.
Dessen, M. C., & Paz, M. G. T. (2010). Bem-estar pessoal
nas organizações: o impacto de configurações de poder e
características de personalidade. Psicologia: Teoria e Pesquisa,
26(3),549-556.
Devos, G., Buelens, M., & Bouckenooghe, D. (2007). The
contribution of content, context, and process in understanding
openness to organizational change: two experimental simulation
studies. Journal of Social Psychology, 147(6), 607-629.
Fugate. M., Prussia G. & Kinicki A.J. (2012). Managing employee
withdrawal during organizational change: The role of threat
appraisal. Journal of Management, 38(3).890-914
Green, F. (2011). Unpacking the misery multiplier: How
employability modifies the impacts of unemployment and job
insecurity on life satisfaction and mental health. Journal of
Health Economics. 30(2) .265”“76.
Greenglass, E. & Burke, R.J. (2000) The relationship between
hospital restructuring, anger, hostility and psychosomatics in
nurses. Journal of Community and Applied Social Psychology,
10, 155-161.
Kalimo, R., Taris, T. W., & Schaufeli, W. B. (2003). The effects of
past and anticipated future downsizing on survivor wellbeing:
an equity perspective. Journal of Occupational Health
Psychology, 8(2), 91-109.
Kim, T.G., Hornung, S. & Rosseau (2011). Change-supportive
employee behavior: Antecedents and the moderating role of
time. Journal of Management, 37(6), 1664-1693.
Kivimaki, M., Vahtera, J., Griffiths, A., Cox, T., & Thomson, L.
(2000). Sickness absence and organizational downsizing. In
R. J. Burke & C. L. Cooper (Eds.), The organization in crisis:
Downsizing, restructuring, and privatization (78”“94). Oxford,
England: Blackwell.
Kline, R.B. (2010). Principles and Practice of Structural Equation
Modeling. New York: Guilford Press.
Kruglanski, A. P., A; Higgins, E; Capozza, D. (2007). “On the
move” or “staying put”: Locomotion, need for closure, and
reactions to organizational change. Journal of Applied Social
Psychology, 37(6), 1305-1340.
Lazarus, R. S., & Folkman, S. (1984). Stress, appraisal, and coping.
New York: Springer
Lines, R. (2005). The Structure and Function of Attitudes Toward
Organizational Change. Human Resource Development
Review, 4, 8-32. doi: 10.1177/1534484304273818
Maes, G., & Van Hootegem, G. (2011). Toward a dynamic
description of the attributes of organizational change. Research
in Organizational Change and Development, 19, 191-231.
doi:10.1108/S0897-3016(2011)0000019009
MacKinnon, D. P., Fairchild, A. J., e Fritz, M. S. (2007). Mediation
analysis. Annual Review Psychology, 58, 593-614.
McDonald, R. P., & Ho, M.-H. R. (2002). Principles and practice in
reporting structural equation analyses. Psychological Methods,
7(1), 64”“82.
McFarlin, D. & Sweeney, P. (1992). ‘Distributive and procedural
justice as predictors of satisfaction with personal and
organizational outcomes.’, Academy of Management Journal,
35, 3, 626 - 637.
Neiva, E. R. (2012). Mudança organizacional e seus efeitos
colaterais: Estresse, adoecimento e bem-estar nas organizações.
In M. C. Ferreira & H. Mendonça (Orgs.), Saúde e bem-estar
no trabalho: Dimensões individuais e culturais (pp. 268-345).
São Paulo, SP: Casa do Psicólogo.
Neiva, E.R., Odelius, C.C. & Ramos, L.D. (2015). The
Organizational Change Process: Its Influence on Competences
Learned on the Job. BAR, Brazilian Administration Review,
12 (4), 324-347.
Neiva, E. R., Ros, M., & Paz, M. G. T. (2005). Attitudes towards
organizational change: validation of a scale. Psychology in
Spain, 9(1), 81-90.
Neiva, E. R., & Paz, M. G. T. (2012). Percepção de mudança
individual e organizacional: o papel das atitudes, dos
valores, do poder e da capacidade organizacional. Revista de
Administração (São Paulo), 47, 22-37.
Nery, E. R., & Neiva, V. F (2015). Variáveis de Contexto e
Respostas à Mudança Organizacional: Testando o Papel
Mediador das Atitudes. Psicologia: Teoria e Pesquisa,
31(2), 259-268.
Noblet, A. J., & Rodwell, J. J. (2008). Integrating job stress and
social exchange theories to predict employee strain in reformed
public sector contexts. Journal of Public Administration
Research and Theory, 19, 555-578.
Oreg, S., Vakola, M., & Armenakis, A. (2011). Change Recipients’
Reactions to Organizational Change: A 60-Year Review of
Quantitative Studies. The Journal of Applied Behavioral
Science. 47(4), 461-524.
Preacher, K. J., & Selig, J. P. (2012). Advantages of Monte Carlo
confidence intervals for indirect effects. Communication
Methods and Measures, 6, 77-98.
Preacher, K. J., Zyphur, M. J., & Zhang, Z. (2010). A general
multilevel SEM framework for assessing multilevel mediation.
Psychological Methods,15, 209-233.
Podsakoff, P. M., MacKenzie, S. B., Lee, J.-Y., & Podsakoff, N.
P. (2003). Common method biases in behavioral research:
A critical review of the literature and recommended
remedies. Journal of Applied Psychology, 88(5), 879-903.
doi:10.1037/0021-9010.88.5.879
Rafferty, A. E., & Griffin, M. A. (2006). Perceptions of Organizational
Change: A Stress and Coping Perspective. Journal of Applied
Psychology, 91(5), 1154-1162.
Rafferty, A. E., & Restubog, S. L. D. (2010). The impact of change
process and context on change reactions and turnover during a
merger. Journal of Management, 36: 1309-1338.
Santos, J. N., Neiva, E. R., & Andrade-Melo, E. A. (2013).
Relação entre clima organizacional, percepção de mudança
organizacional e satisfação do cliente. Psicologia: Teoria e
Pesquisa, 29 (1), 31-39.
Self, D., Armenakis, A., & Schraeder, M. (2007). Organizational
change content, process and context: A simultaneous analysis
of employee reactions. Journal of Change Management, 7(2),
211-229.
Vakola, M., Tsaousis, L., & Nikolaou, L. (2004). The role of
emotional intelligence and personality variables on attitudes
toward organizational change. Journal of Managerial
Psychology, 19(2), 88-110.
Van de Ven, A. H., & Sun, K. (2011). Breakdowns in implementing
models of organization change. The Academy of Management
Perspectives, 25(3), 58-74. DOI: 10.5465/AMP.2011.63886530.
Weinner, B, J. (2009). A theory of organizational readiness for
change. Implement SCI, 4: 67. Publicado on-line em 19 de
outubro de 2009. doi: 10.1186/1748-5908-4-67.
Haunted by the past: Effects of poor change management
history on employee attitudes and turnover. Group &
Organization Management, 36(2) 191-222.
Bouckenooghe, D. (2010). Positioning change recipients’ attitudes
toward change in the organizational change literature. The
Journal of Applied Behavioral Science, 46(4), 500”“ 531.
Bryson, A., Barth E. & Dale - Olsen, H. (2013). The Effects
of Organizational Change on Worker Well-Being and the
Moderating Role of Trade Unions. Industrial and Labor
Relations Review.66 (4), 989-1011.
Choi, M. (2011). Employees’ attitudes toward organizational
change: A literature review. Human Resource Management,
50(4), 479-500.
Cunningham, G. B. (2006). The relationships among commitment to
change, coping with change, and turnover intentions. European
Journal of work and Organizational Psychology, 15(1), 29-45.
Dahl, M.S. (2011). Organizational Change and Employee Stress.
Management Science, 57 (2), 240 ”“ 256.
Dessen, M. C., & Paz, M. G. T. (2010). Bem-estar pessoal
nas organizações: o impacto de configurações de poder e
características de personalidade. Psicologia: Teoria e Pesquisa,
26(3),549-556.
Devos, G., Buelens, M., & Bouckenooghe, D. (2007). The
contribution of content, context, and process in understanding
openness to organizational change: two experimental simulation
studies. Journal of Social Psychology, 147(6), 607-629.
Fugate. M., Prussia G. & Kinicki A.J. (2012). Managing employee
withdrawal during organizational change: The role of threat
appraisal. Journal of Management, 38(3).890-914
Green, F. (2011). Unpacking the misery multiplier: How
employability modifies the impacts of unemployment and job
insecurity on life satisfaction and mental health. Journal of
Health Economics. 30(2) .265”“76.
Greenglass, E. & Burke, R.J. (2000) The relationship between
hospital restructuring, anger, hostility and psychosomatics in
nurses. Journal of Community and Applied Social Psychology,
10, 155-161.
Kalimo, R., Taris, T. W., & Schaufeli, W. B. (2003). The effects of
past and anticipated future downsizing on survivor wellbeing:
an equity perspective. Journal of Occupational Health
Psychology, 8(2), 91-109.
Kim, T.G., Hornung, S. & Rosseau (2011). Change-supportive
employee behavior: Antecedents and the moderating role of
time. Journal of Management, 37(6), 1664-1693.
Kivimaki, M., Vahtera, J., Griffiths, A., Cox, T., & Thomson, L.
(2000). Sickness absence and organizational downsizing. In
R. J. Burke & C. L. Cooper (Eds.), The organization in crisis:
Downsizing, restructuring, and privatization (78”“94). Oxford,
England: Blackwell.
Kline, R.B. (2010). Principles and Practice of Structural Equation
Modeling. New York: Guilford Press.
Kruglanski, A. P., A; Higgins, E; Capozza, D. (2007). “On the
move” or “staying put”: Locomotion, need for closure, and
reactions to organizational change. Journal of Applied Social
Psychology, 37(6), 1305-1340.
Lazarus, R. S., & Folkman, S. (1984). Stress, appraisal, and coping.
New York: Springer
Lines, R. (2005). The Structure and Function of Attitudes Toward
Organizational Change. Human Resource Development
Review, 4, 8-32. doi: 10.1177/1534484304273818
Maes, G., & Van Hootegem, G. (2011). Toward a dynamic
description of the attributes of organizational change. Research
in Organizational Change and Development, 19, 191-231.
doi:10.1108/S0897-3016(2011)0000019009
MacKinnon, D. P., Fairchild, A. J., e Fritz, M. S. (2007). Mediation
analysis. Annual Review Psychology, 58, 593-614.
McDonald, R. P., & Ho, M.-H. R. (2002). Principles and practice in
reporting structural equation analyses. Psychological Methods,
7(1), 64”“82.
McFarlin, D. & Sweeney, P. (1992). ‘Distributive and procedural
justice as predictors of satisfaction with personal and
organizational outcomes.’, Academy of Management Journal,
35, 3, 626 - 637.
Neiva, E. R. (2012). Mudança organizacional e seus efeitos
colaterais: Estresse, adoecimento e bem-estar nas organizações.
In M. C. Ferreira & H. Mendonça (Orgs.), Saúde e bem-estar
no trabalho: Dimensões individuais e culturais (pp. 268-345).
São Paulo, SP: Casa do Psicólogo.
Neiva, E.R., Odelius, C.C. & Ramos, L.D. (2015). The
Organizational Change Process: Its Influence on Competences
Learned on the Job. BAR, Brazilian Administration Review,
12 (4), 324-347.
Neiva, E. R., Ros, M., & Paz, M. G. T. (2005). Attitudes towards
organizational change: validation of a scale. Psychology in
Spain, 9(1), 81-90.
Neiva, E. R., & Paz, M. G. T. (2012). Percepção de mudança
individual e organizacional: o papel das atitudes, dos
valores, do poder e da capacidade organizacional. Revista de
Administração (São Paulo), 47, 22-37.
Nery, E. R., & Neiva, V. F (2015). Variáveis de Contexto e
Respostas à Mudança Organizacional: Testando o Papel
Mediador das Atitudes. Psicologia: Teoria e Pesquisa,
31(2), 259-268.
Noblet, A. J., & Rodwell, J. J. (2008). Integrating job stress and
social exchange theories to predict employee strain in reformed
public sector contexts. Journal of Public Administration
Research and Theory, 19, 555-578.
Oreg, S., Vakola, M., & Armenakis, A. (2011). Change Recipients’
Reactions to Organizational Change: A 60-Year Review of
Quantitative Studies. The Journal of Applied Behavioral
Science. 47(4), 461-524.
Preacher, K. J., & Selig, J. P. (2012). Advantages of Monte Carlo
confidence intervals for indirect effects. Communication
Methods and Measures, 6, 77-98.
Preacher, K. J., Zyphur, M. J., & Zhang, Z. (2010). A general
multilevel SEM framework for assessing multilevel mediation.
Psychological Methods,15, 209-233.
Podsakoff, P. M., MacKenzie, S. B., Lee, J.-Y., & Podsakoff, N.
P. (2003). Common method biases in behavioral research:
A critical review of the literature and recommended
remedies. Journal of Applied Psychology, 88(5), 879-903.
doi:10.1037/0021-9010.88.5.879
Rafferty, A. E., & Griffin, M. A. (2006). Perceptions of Organizational
Change: A Stress and Coping Perspective. Journal of Applied
Psychology, 91(5), 1154-1162.
Rafferty, A. E., & Restubog, S. L. D. (2010). The impact of change
process and context on change reactions and turnover during a
merger. Journal of Management, 36: 1309-1338.
Santos, J. N., Neiva, E. R., & Andrade-Melo, E. A. (2013).
Relação entre clima organizacional, percepção de mudança
organizacional e satisfação do cliente. Psicologia: Teoria e
Pesquisa, 29 (1), 31-39.
Self, D., Armenakis, A., & Schraeder, M. (2007). Organizational
change content, process and context: A simultaneous analysis
of employee reactions. Journal of Change Management, 7(2),
211-229.
Vakola, M., Tsaousis, L., & Nikolaou, L. (2004). The role of
emotional intelligence and personality variables on attitudes
toward organizational change. Journal of Managerial
Psychology, 19(2), 88-110.
Van de Ven, A. H., & Sun, K. (2011). Breakdowns in implementing
models of organization change. The Academy of Management
Perspectives, 25(3), 58-74. DOI: 10.5465/AMP.2011.63886530.
Weinner, B, J. (2009). A theory of organizational readiness for
change. Implement SCI, 4: 67. Publicado on-line em 19 de
outubro de 2009. doi: 10.1186/1748-5908-4-67.
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Publié-e
2018-11-20
Comment citer
Franco, K. S., Neiva, E. R., Nery, V. de F., & Demo, G. (2018). A relação entre atributos, atitudes e bem-estar na mudança organizacional. Psicologia: Teoria E Pesquisa, 32(5). Consulté à l’adresse https://periodicos.unb.br/index.php/revistaptp/article/view/19395
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Estudos Empíricos
