ABSTRACT

Organizational change is a reality of 21st-century working life, but what psychological effects does it have on individual workers, and what coping strategies can be used to mediate its impact? In today’s turbulent work and career environment, employees are required not only to accept changes as passive recipients, but to proactively initiate changes and demonstrate attitudes, behaviours and skills valued by current employers. As a result, organizational psychologists, both researchers and practitioners, have had to acknowledge and understand the myriad of challenges faced by employees as a result of organizational change.

In this important new book, an international range of prominent scholars examine the key psychological issues around organizational change at the individual level, including:

  • health and well-being
  • stress and emotional regulation
  • performance and leadership
  • attitudes and implications for the psychological contract

Analyzing and presenting the impact of organizational change, and possible coping strategies to successfully manage change, the volume is ideal for students and researchers of work and organizational psychology, business and management and HRM.

part I|52 pages

Resources as change facilitators

part II|63 pages

Emotions and cognitions and change outcomes

chapter 5|11 pages

Feelings about change

The role of emotions and emotion regulation for employee adaptation to organizational change

chapter 7|12 pages

Dynamics of trust and fairness during organizational change

Implications for job crafting and work engagement

chapter 8|12 pages

Organizational change

Implications for the psychological contract 1

chapter 9|14 pages

Measuring change recipients’ reactions

The development and psychometric evaluation of the CRRE scale

part III|48 pages

Organizational-level and team-level facilitators of change

chapter 10|11 pages

Destructive uncertainty

The toxic triangle, implicit theories and leadership identity during organizational change

chapter 11|21 pages

Organizational change and health

The specific role of job insecurity