Managing Radical Organizational Change: The Role of Leadership and Affective Experience

0452984 Seo Abstract本研究探讨了在激进的组织变革中，高级和中级管理者的领导对员工的情感体验、态度和行为的影响。借鉴组织行为学领域的组织变革和领导理论以及心理学和神经生物学领域的情感理论，我们预测了中层管理者的领导行为（变革型、交易型和情绪智力）如何以及为什么会影响员工在激进组织变革期间的情感体验，无论是通过减轻负面影响（例如，焦虑）和/或通过诱导积极情感（例如，兴奋）。进一步的假设解决了从他们的情感体验到他们对变化的态度的关系链（对变革的开放性和对变革的承诺），他们对变革的行为支持，定义为合作性和创新性，最终员工对变革的实施，工作组层面的绩效结果，定义为激进的，重要的，并在日常工作流程中建立可持续的变革。多学科研究团队结合了组织变革，情感，领导力和团队文献的丰富知识，并在进行大规模实地研究方面拥有二十多年的经验。该团队将在一个正在经历彻底组织变革的大型美国政府机构内的一些工作组上实证检验这些假设。研究方法将包括一个经验抽样程序来评估员工的情感体验，员工自我报告的态度和行为，以支持变革，员工的中层管理人员的领导行为的评估，和中层管理人员的评估他们的高级管理人员。这项研究的学术价值在于它的解释很少研究，但关键作用的员工的情感体验和高级和中级管理人员的领导在激进的组织变革。 研究结果也将丰富和告知心理学领域的情感理论，通过研究在真实的时间，高压力的情况下情感体验的态度和行为后果。这项研究也将在社会层面上对那些面临私营，非营利和公共部门激进组织变革的巨大挑战的人产生重要而广泛的影响。除了学生的论文研究，在全国性会议上的演讲和学术出版物，结果将通过为期三天的研究到实践会议上的中层管理人员的领导和工作组的情感经验在成功的组织变革的作用传播。

0452984 Seo AbstractThis project explores the effects of senior and middle managers' leadership on employees' emotional experiences, attitudes, and behavior in work groups during radical organizational change. Drawing on theories of organizational change and leadership in the field of organizational behavior and of emotion in the fields of psychology and neurobiology, we predict how and why middle managers' leadership behaviors (transformational, transactional, and emotional intelligence) will influence their employees' affective experiences during radical organizational change, either by alleviating negative affect (e.g., anxiety) and/or by inducing positive affect (e.g., excitement). Further hypotheses address a resulting chain of relationships from their affective experience to their attitudes toward change (openness to change and commitment to change), to their behavioral support for the change, defined in terms of cooperativeness and innovativeness, ultimately to employee enactment of the change, a performance outcome at the work group level, defined as the extent to which a radical, significant, and sustainable change is established in their daily work processes. The multi-disciplinary research team combines a strong knowledge of the organizational change, emotion, leadership, and teams literatures with more than two decades of experience in conducting large-scale field studies. This team will empirically test these hypotheses on a number of work groups within a large US government agency undergoing radical organizational transformation. The research methodology will include an experience sampling procedure to assess employee affective experience, employee self-reports of attitudes and behaviors in support for the change, the employee assessment of middle managers' leadership behaviors, and the middle managers' assessment of their senior managers. The intellectual merit of this research lies in its explication of the rarely studied, but critical role of employees' affective experience and senior and middle managers' leadership in radical organizational change. Findings will also enrich and inform theories of emotion in the field of psychology by examining attitudinal and behavioral consequences of affective experiences in a real- time, high-stress situation. This research also will have an important and broad impact at the societal level for those who face the enormous challenge of radical organizational change in the private, non-profit, and public sectors. In addition to students' dissertation research, presentations at national conferences, and scholarly publications, results will be disseminated through a three-day research-to-practice conference on the role of middle manager leadership and work group affective experience in successful organizational change.