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Acta Psychologica Sinica    2019, Vol. 51 Issue (2) : 248-258     DOI: 10.3724/SP.J.1041.2019.00248
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Take precautions: Impact of informal information before organizational change on employee resistance to change
DU Jing(),CUI Yumeng
Economics and Management School, Wuhan University, Wuhan 430072, China
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Abstract  

Informal information before organizational change refers to unconfirmed information moving through informal channels. Such information can pertain to the content and objectives of organizational change during the preparatory phase. Although previous studies have found the distribution of informal information before the organizational change, its impact on employees has been unknown. To shed light on informal information before organizational change, we investigated the impact of informal information quality and character before the organizational change on employee initial change resistance. We investigated the mediation of organizational change cognition as well as the attenuation of employee resistance to the change over time and the moderating effect of informal information frequency.
Our theoretical propositions are collected from 255 MBA students in a reputable university in China. Our original plan for the data to be collected before the organizational change was rejected by top executives due to the possible negative influence of informal information gathering. Thus, a retrospective self-report was utilized for MBA students to complete the questionnaire. To avoid common method variance, a two-wave collection was designed. MBA students reported the informal information before the organizational change, their change cognition, and initial change resistance in the first wave. Two weeks after the first wave, MBA students reported their change resistance during the implementation of the organizational change. Structural equation model and multi-level linear growth model were utilized to conduct analyses regarding the impact of informal information before the change and the attenuation of employee resistance to change, respectively.
The results showed the low quality and negative informal information before the organizational change were positively related to the employee initial resistance to change, and this relationship was mediated by change cognition. The resistance to change of employees attenuated significantly over time from the preparatory phase to the implementation of organizational change.
The research focused on the informal information before organizational change and explored its impact on employee resistance to change. Based on adaptation level theory, we found the attenuation of employee resistance to change over time. Our study extends implementation of organizational change to preparatory phase where the organizational change has been brewed, which contributes to adaptation level theory. The results demonstrated that informal information can prepare employees in advance and reduce resistance to change. Thus, managers could focus more attention to informal communication before the organizational change occurs in the workplace.

Keywords informal information before the change      change cognition      resistance to change      attenuation     
ZTFLH:  B849:C93  
Corresponding Authors: Jing DU     E-mail: jdu@whu.edu.cn
Issue Date: 24 December 2018
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Jing DU
Yumeng CUI
Cite this article:   
Jing DU,Yumeng CUI. Take precautions: Impact of informal information before organizational change on employee resistance to change[J]. Acta Psychologica Sinica, 2019, 51(2): 248-258.
URL:  
http://journal.psych.ac.cn/xlxb/EN/10.3724/SP.J.1041.2019.00248     OR     http://journal.psych.ac.cn/xlxb/EN/Y2019/V51/I2/248
  
信息类型 (有关变革的)正式信息 (有关变革的)变革前非正式信息 八卦 谣言
传播者 上级 上级、同事、自己 同事、自己 不确定来源
传播方式 公告、通知等由上而下
明文规定
由上而下散播、之后各个方向的人际之间传播 各个方向的人际之间
传播
各个方向的人际之间
传播
传播动机 发起变革、制定规则 无意或有意提前散播、上级收集意见获取反馈、员工之间验证信息、确认细节 社交娱乐、团体保护、
个人私心
扰乱现状、混淆视听
传播内容 变革的内容和具体流程 变革内容、流程 不在场的第三方成员 各种虚假内容
信息特点 严肃正式、完整真实地
传递变革内容
反映未来的变革、具有可参考性、发生在变革前 评价的对象针对不在场的成员, 而非客观事件 没有证据、虚假信息、
空穴来风
参考文献 Johlke和Duhan (2001) Bordia et al., (2006)骆元静和杜旌(2016) Brady et al., (2017) Difonzo和Bordia (2007)>
  
  
模型 χ2 df p CFI NFI TLI RMSEA AIC
双因子模型(合并信息消极性、信息完整性和信息频次, 合并变革认知和变革前抵制意愿) 1045.66 103 0.000 0.56 0.65 0.56 0.17 1143.66
三因子模型(合并信息消极性、信息完整性和信息频次) 697.63 101 0.000 0.79 0.77 0.72 0.14 799.63
四因子模型(合并变革认知和变革前抵制意愿) 487.05 98 0.000 0.86 0.84 0.81 0.11 595.05
五因子模型(信息消极性、信息完整性、信息频次、变革认知、变革前抵制意愿) 172.51 95 0.000 0.97 0.94 0.96 0.05 286.50
  
变量 M SD 1 2 3 4 5 6 7 8 9 10 11 12 13
1.年龄 33.05 6.66 --
2.性别 0.45 0.50 -0.10 --
3.工作年限 10.72 7.87 0.95** -0.12* --
4.现岗年限 5.49 6.18 0.67** -0.05 0.71** --
5.战略制度变革 0.36 0.48 0.06 -0.02 0.04 -0.09 --
6.人事薪酬变革 0.40 0.49 -0.32** -0.05 -0.33** -0.23** -0.61** --
7.信息完整性 3.44 0.88 -0.07 -0.05 -0.06 -0.07 0.02 0.08 --
8.信息消极性 2.86 1.07 -0.13* 0.07 -0.12* -0.03 0.05 0.03 -0.14* --
9.变革前抵制意愿 2.56 0.88 0.03 0.06 0.04 0.05 -0.02 -0.00 -0.21** 0.27** --
10.变革认知 3.5 0.92 0.13* 0.04 0.14* 0.10 0.03 -0.04 0.15* -0.47** -0.35** --
11.信息频次 3.2 1.01 0.06 0.09 0.03 -0.01 -0.02 0.10 0.15* -0.14 -0.14 0.16* --
12.变革信息一致性 3.44 0.72 -0.13 -0.06 -0.11 -0.05 -0.02 0.10 0.19** 0.03 0.11 0.03 -0.16 --
13.变革时抵制意愿 2.12 0.74 0.06 -0.07 0.07 0.04 -0.03 0.08 -0.18* 0.22** 0.38** -0.31** 0.12 0.05 --
  
因变量 变革抵制意愿
M1 M2 M3
控制变量
年龄 0.08 0.08 0.08
性别 0.05 0.02 0.01
工作年限 -0.07 -0.08 -0.08
现岗年限 -0.02 -0.01 -0.01
战略制度变革 -0.25 -0.28 -0.29
人事薪酬变革 0.23 0.22 0.21
变革信息一致性 -0.13 -0.11 -0.11
个体层次内主效应
Time -0.60*** -0.60***
跨层调节变量
信息频次 0.19
Sigma_squared 0.76 0.58 0.58
Tau 0.06 0.17 0.17
Pseudo R2 0.09 0.02
  
  
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