促进还是防御？紧缩性管理背景下知识型员工变革重塑的概念重构、前因及后果研究

工作重塑和员工变革反应是组织管理领域的研究热点。变革重塑是这两个领域的交叉概念，近年来开始进入研究者的视野，成为变革时期人力资源管理的前沿话题。本课题旨在探讨后疫情时代高科技企业普遍实施紧缩性管理变革的背景下，知识型员工变革重塑的概念、形成机制以及结果产出，其研究目标包括：首先，从促进性、防御性动机出发探讨变革重塑的本土化概念、结构维度与量表；其次，探讨组织收缩-创新双驱动变革对变革重塑的跨层次中介机制，以及变革事件、变革管理与个体应对资源等情境因素的调节作用；第三，考察员工变革重塑对自身、同事变革绩效的中介机制，以及个体变革绩效对团队变革绩效的跨层次涌现机制。而且，还将检验团队、个体等情境因素对上述机制的调节作用。在后疫情时代经济加速衰退，技术不断变革所带来的动荡环境下，本课题不仅拓展、深化组织变革与工作重塑的现有理论，而且为我国高科技企业提高知识型员工人力资本和变革适应性提供实践指导。

Job crafting and employee response to change are the hot topics in the field of organization and management. Change crafting is a new concept emerging from these two domains. Recently, change crafting has drawn increasing attention from researchers, and has become a frontier area for organization change and human resource management study. This research intends to investigate the concept of knowledge workers’ change crafting, its formation and concequences in the context of Hi-Tech firm's organizational retrenchment of the post COVID-19 outbreak. The purpose of this research is threefold: firstly, to redefine change crafting’s concept, dimensions from promotion-prevention regulatory focus perspective, and develop measurement in the Chinese context; secondly, to examine the trick down mediating mechanism between organizational cut back and innovation oriented changes and knowledge workers’ change crafting, as well as the contingent roles of change event factors, change management factors and individual characteristics; thirdly, to investigate the influencing mechanisms between employee change crafting and change performance, and the bottom up effects of individual change performance and team change performance. Moreover, to examine the moderating roles of team and individual factors on both mechanisms. In the dynamic environment characterized by economic recession and technology changes caused by COVID-2019 outbreak, our research can not only extend and deepen the current knowledge of organization change and human resource management, but also provide implications for managers from high technology firms to effectively manage the knowledge workers’ crafting strategies to organization changes, and thus to improve change performance.