東華大學圖書館 |

Language: English

Help

回圖書館首頁

手機版館藏查詢

Back

Switch To: Labeled | MARC Mode | ISBD

How does leadership communication af...

Cook, Alec N.

Linked to FindBook

Google Book

Amazon

博客來

How does leadership communication affect employee reaction to change? An analysis of affect mediation within social cognitive appraisal.

Record Type:	Electronic resources : Monograph/item
Title/Author:	How does leadership communication affect employee reaction to change? An analysis of affect mediation within social cognitive appraisal./
Author:	Cook, Alec N.
Description:	182 p.
Notes:	Source: Dissertation Abstracts International, Volume: 77-06(E), Section: A.
Contained By:	Dissertation Abstracts International77-06A(E).
Subject:	Organizational behavior. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3745104
ISBN:	9781339379340

How does leadership communication affect employee reaction to change? An analysis of affect mediation within social cognitive appraisal.
Cook, Alec N.

How does leadership communication affect employee reaction to change? An analysis of affect mediation within social cognitive appraisal. - 182 p.

Source: Dissertation Abstracts International, Volume: 77-06(E), Section: A.

Thesis (Ph.D.)--Trident University International, 2015.

Research has revealed that most organizational change initiatives fail to be implemented completely. In addition, practicing managers have frequently stated that they are continually surprised by the amount of resistance expressed by employees as change is being introduced in an organization. Organizational development and change (ODC) researchers have proposed that there are several antecedents which may affect an employee's acceptance or rejection of an ODC initiative. Recent ODC researchers have suggested that leadership communication is one of these key antecedents and that there is evidence it may have a direct effect on how an employee perceives their occupational environment, which includes organizational change. This more recent research attempts to understand what connects the relationship between leadership communication and an employee's affective mechanisms to cope with the ODC initiative and the psychological mechanisms which act upon it. This dissertation will discuss the human cognitive processes which affect the change recipient's appraisal of an organizational change initiative from the perspective of Social Cognitive Appraisal (Zigarmi et al. 2009). Additional, it will examine the meditating effect of affective appraisal on the relationship between leadership communication and commitment to change. By doing so, this dissertation will; 1) examine the relationship between leadership communication and commitment to change; 2) examine the mediating effect of affective appraisal on the relationship between leadership communication and commitment to change; and 3) Provide support for social cognitive appraisal. In order to achieve these goals, this dissertation also explores the relationship between human attitude theory (McGuire, 1969), appraisal theory of emotions (Lazarus, 1991) and current ODC theory (Oreg et al., 2011), by linking human behavioral responses to workplace intentions with regards to organizational changes. This dissertation provides evidence for affective appraisal mediation process along with showing that an appropriately crafted leadership communication strategy can affect both an employee's feelings towards change and their willingness to provide discretionary effort towards its success.

ISBN: 9781339379340Subjects--Topical Terms:

516683
Organizational behavior.

How does leadership communication affect employee reaction to change? An analysis of affect mediation within social cognitive appraisal.
LDR:03222nmm a2200289 4500 001 2070510
005 20160606115828.5
008 170521s2015 eng d
020 $a 9781339379340
035 $a (MiAaPQ)AAI3745104
035 $a AAI3745104
040 $a MiAaPQ $c MiAaPQ
100 1 $a Cook, Alec N. $3 3185565
245 1 0 $a How does leadership communication affect employee reaction to change? An analysis of affect mediation within social cognitive appraisal.
300 $a 182 p.
500 $a Source: Dissertation Abstracts International, Volume: 77-06(E), Section: A.
500 $a Adviser: Stephan Hanson.
502 $a Thesis (Ph.D.)--Trident University International, 2015.
520 $a Research has revealed that most organizational change initiatives fail to be implemented completely. In addition, practicing managers have frequently stated that they are continually surprised by the amount of resistance expressed by employees as change is being introduced in an organization. Organizational development and change (ODC) researchers have proposed that there are several antecedents which may affect an employee's acceptance or rejection of an ODC initiative. Recent ODC researchers have suggested that leadership communication is one of these key antecedents and that there is evidence it may have a direct effect on how an employee perceives their occupational environment, which includes organizational change. This more recent research attempts to understand what connects the relationship between leadership communication and an employee's affective mechanisms to cope with the ODC initiative and the psychological mechanisms which act upon it. This dissertation will discuss the human cognitive processes which affect the change recipient's appraisal of an organizational change initiative from the perspective of Social Cognitive Appraisal (Zigarmi et al. 2009). Additional, it will examine the meditating effect of affective appraisal on the relationship between leadership communication and commitment to change. By doing so, this dissertation will; 1) examine the relationship between leadership communication and commitment to change; 2) examine the mediating effect of affective appraisal on the relationship between leadership communication and commitment to change; and 3) Provide support for social cognitive appraisal. In order to achieve these goals, this dissertation also explores the relationship between human attitude theory (McGuire, 1969), appraisal theory of emotions (Lazarus, 1991) and current ODC theory (Oreg et al., 2011), by linking human behavioral responses to workplace intentions with regards to organizational changes. This dissertation provides evidence for affective appraisal mediation process along with showing that an appropriately crafted leadership communication strategy can affect both an employee's feelings towards change and their willingness to provide discretionary effort towards its success.
590 $a School code: 1839.
650 4 $a Organizational behavior. $3 516683
650 4 $a Organization theory. $3 2122787
650 4 $a Management. $3 516664
690 $a 0703
690 $a 0635
690 $a 0454
710 2 0 $a Trident University International. $b College of Business Administration. $3 3182816
773 0 $t Dissertation Abstracts International $g 77-06A(E).
790 $a 1839
791 $a Ph.D.
792 $a 2015
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3745104