Rumors during organizational change: a motivational analysis
Rumors during organizational change: a motivational analysis
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组织变革期间的谣言：动机分析
DOI：
10.1017/cbo9781139096690.015
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发表时间：
2013
影响因子：
4
通讯作者：
N. DiFonzo
中科院分区：
文献类型：
--
作者：
P. Bordia;N. DiFonzo
谣言在大多数（如果不是全部的话）员工体验和对组织变革的反应方面发挥着重要作用（DiFonzo和Bordia， 2006,2007）。以变革准备为例，这是成功实施变革的重要前兆（Jones, Jimmieson, and Griffiths, 2005）。变革准备包括员工对变革需求的接受，以及对自己执行变革所需任务的能力的信心（或效能）（Armenakis, Harris, and Mossholder, 1993）。那些声称变革动机不正当的谣言会削弱变革的必要性。同样，那些声称管理者缺乏变革能力的谣言也会破坏人们对效能的信念。因为它们对任何组织变革的社会现实的构建都有实质性的影响，谣言是变革的重要方面。本章的目的是回顾关于谣言的心理学研究，并将其应用于组织变革的背景下，使用动机框架来解释谣言在组织变革中产生和传播的原因。动机框架有几个优点：首先，它使人们注意到谣言的功能性——即谣言的传播是因为它们满足了某些心理需求；第二，动机方法为影响谣言传播的各种变量提供了一个综合框架，这些变量已经在文献中被识别出来（如不确定性、焦虑、结果相关的参与和对谣言的信念；Rosnow, 1991），并引起了对尚未检验的变量的关注，如对心理尊重的威胁；第三，我们的框架显示了变化的心理体验如何触发谣言的动机，因此动机方法帮助我们明确地将组织变革和谣言联系起来；最后，动机方法提供了对变革过程中谣言管理的见解——谣言的有效管理需要解决谣言传播的潜在动机。图10.1给出了指导本章的广义概念框架。组织变革的心理背景以不确定性和对有形和无形资源（归属感和自尊）的威胁为特征；这种情境激活了与
Rumors play an important role in most, if not all, aspects of employee experience and responses to organizational change (DiFonzo and Bordia, 2006, 2007a). Take the example of readiness for change, a vital precursor to successful implementation of change (Jones, Jimmieson, and Griffiths, 2005). Readiness for change comprises employees’ acceptance of the need for change and confidence (or efficacy) in their ability to carry out tasks needed for the change (Armenakis, Harris, and Mossholder, 1993). Rumors that allege illegitimate motivations for change can undermine the need for change. Similarly, rumors that allege incompetence-of-change managers can undermine efficacy beliefs. Because they materially affect the construction of the social reality of any organizational change, rumors are critically important aspects of change. The aim of this chapter is to review the psychological research on rumors and apply it to the context of organizational change using a motivational framework to explain why rumors arise and spread during organizational change. A motivational framework has several advantages: first, it draws attention to the functional nature of rumors – that is, rumors spread because they fulfill certain psychological needs; second, the motivational approach provides an integrative framework for the variety of variables affecting rumor spread that have been identified in the literature (such as uncertainty, anxiety, outcome-relevant involvement, and belief in the rumor; Rosnow, 1991) and draws attention to as yet unexamined variables, such as threat to psychological esteem; third, our framework shows how the psychological experience of change triggers the motivations responsible for rumors, therefore the motivational approach helps us explicitly link organizational change and rumors; finally, a motivational approach offers insights into the management of rumors during change – effective management of rumors requires addressing the underlying motivations in rumor spread. The broad conceptual framework guiding this chapter is presented in Figure 10.1. The psychological context of organizational change is marked by uncertainty and threat to tangible and intangible resources (sense of belonging and self-esteem); this context activates motivations related to