Toward a culture of peacebuilding and complex identity in the post‐COVID world

Vorkunova, Olga A.

doi:10.1111/pech.12524

Cited by 1 publication

(1 citation statement)

References 37 publications

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“…From this, it can be concluded that to matter is to feel valued, and inherently inclusive of the opinions and actions of others. Vorkunova (2022) suggests that having a stable identity is a basic human need, and that stability of identity is enveloped in membership and community, belonging and judgments of worth. Membership and community, which in the case of this research effort, can be considered inclusive of the workplace.…”

Section: Operationalizing Self-worth Judgmentsmentioning

confidence: 99%

Remind me that I matter: how self-worth bias can enhance employee support for organizational change efforts

McLaren,

Fein,

Ireland

et al. 2024

JOCM

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PurposeThe purpose of this empirical study was to test whether presenting organizational change in a way that enhances employee self-worth will result in increased employee support for the identified change. In doing so, we developed a new measure, which includes a novel baseline element.Design/methodology/approachItems were developed, and then categorical validation data were collected through an online cross-sectional survey in which 222 respondents (adults over 18 years of age, and at least 6 months tenure) participated.FindingsWithin the items, we framed the activation of self-worth bias as requests for employee comments regarding change efforts. Results indicate there is a difference between asking for employee comment on change efforts, compared to asking for employee comment on change efforts and also providing feedback considerate of that input.Originality/valueThis study explores and presents a convergence between behavioral economics, management and applied psychology research – using both self-worth bias, and organizational change management communications; no other such comparable study or analysis could be found during the preparation of this research effort. Furthermore, a novel measure and innovative method is presented for developing and measuring self-worth bias during organizational change management communications.

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Section: Operationalizing Self-worth Judgmentsmentioning

confidence: 99%