Uncertainty during organizational change: Is it all about control?

Bordia, Prashant; Hunt, Elizabeth; Paulsen, Neil; Tourish, Dennis; DiFonzo, Nicholas

doi:10.1080/13594320444000128

Cited by 336 publications

(327 citation statements)

References 60 publications

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“…Similar results have been found in other studies regarding non-transactional relationships, in which trust was also found to be a determinant of various behavior intentions, e.g., adoption of particular IT-based services [15], desire to get and give information [16], willingness to depend, and sharing of personal information [17]. Therefore, H5: Trust in the VLC positively influences learner's willingness to depend on the VLC…”

Section: E Trust and Willingness To Dependsupporting

confidence: 74%

Control in Virtual Learning Communities: An Investigation from the Views of Trust and Effectiveness Uncertainty

Shih¹

2013

IJIET

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Abstract-This study investigates how control, through trust and effectiveness uncertainty, affects learners' willingness to depend on a virtual learning community (VLC). Three variables, perceived accreditation, perceived feedback, and perceived cooperative norms, were incorporated to represent different types of control. The research hypotheses were tested on a sample of 264 survey participants using Partial Least Squares (PLS). The results indicate that cooperative norms and feedback engender trust in the VLC, that accreditation and cooperative norms reduce effectiveness uncertainty, and that trust increases learners' willingness to depend on VLC. The relationships between trust and effectiveness uncertainty, between effectiveness uncertainty and willingness to depend, between feedback and effectiveness uncertainty, and between accreditation and trust are unconfirmed.

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Section: E Trust and Willingness To Dependsupporting

confidence: 74%

Control in Virtual Learning Communities: An Investigation from the Views of Trust and Effectiveness Uncertainty

Shih¹

2013

IJIET

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“…[39] As it is known, job experience has a moderator effect on perception of stress. Also, Bordia et al (2004) suggest that individual differences in uncertainty orientation may be important moderators on the effect of uncertainty on wellbeing. [14] 5.…”

Section: Discussionmentioning

confidence: 99%

“…[33] However, Grebner et al (2003) clarified, task related stressors such as work overload, concentration demands, uncertainty are found to be negatively related with employee's job affective wellbeing. [34] In this respect, Bordia et al (2004) emphasized the reduction of uncertainty and increased control over the change are important for employees' wellbeing and adaptation to change because people dislike situations in which they lack of control, they try to regain control by some means. [14] Also, Clampitt and DeKoch (2001) reported, organizations could best use their scarce resources to improve their uncertainty management practices rather than build individual employee skills.…”

Section: Discussionmentioning

confidence: 99%

“…[34] In this respect, Bordia et al (2004) emphasized the reduction of uncertainty and increased control over the change are important for employees' wellbeing and adaptation to change because people dislike situations in which they lack of control, they try to regain control by some means. [14] Also, Clampitt and DeKoch (2001) reported, organizations could best use their scarce resources to improve their uncertainty management practices rather than build individual employee skills. For instance, an exercise designed to identify organizational obstacles to embracing uncertainty would be preferable to a training program focuses on building employee uncertainty management skills.…”

Section: Discussionmentioning

confidence: 99%

“…[13] Individual differences in uncertainty orientation may be im-portant moderators on the effect of uncertainty on wellbeing and vice versa. [14] Uncertainty, is another aspect that affects employee need satisfaction in the workplace. [15] It is primarily, a self-perception about one's own cognitions or ability to derive meaning.…”

Section: Study Frameworkmentioning

confidence: 99%

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The relationship between psychological need satisfaction, job affective wellbeing and work uncertainty among the academic nursing educators

Kamel

Hashish

2015

JNEP

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Background: The growing recognition of the connection between employees' wellbeing, working conditions, satisfaction and productivity has increased the requirement for understanding the need for a culture of health, wellbeing and certainty in the workplace. Self-Determination Theory (SDT) posits innate universal psychological needs for autonomy, competence, and relatedness, which imply work climates allowing satisfaction of these needs facilitate work engagement and psychological wellbeing as well as promoting motivation and wellbeing in the work place. Purpose: This research study aims to continue this trend by investigating the relationship between psychological need satisfaction, job affective wellbeing and uncertainty at work among academic nursing educators at the Faculty of Nursing, Alexandria University. Methods: A descriptive correlational design was used. All academic nursing educators who were available and willing to participate at the time of data collection were included (N = 169). Basic Psychological Need Satisfaction at work, Job-Related Affective Wellbeing Scale (JAWS), Personal and Work environment uncertainty scales were used to measure the study variables. Results: The main finding of the study reveals perception of psychological need satisfaction among academic nursing educators is significantly related, and could lead to, higher feeling of job-related affective wellbeing, consequently increasing their tolerance of uncertainty at personal as well as work situations (p < .05). Conclusions and recommendation: A positive and supportive work environment promoting employees' sharing, learning, autonomy, competence, belonging or relatedness and staff interaction should be supported by organizations. Also, identifying organizational obstacles to embracing uncertainty through a training program focuses on building employee uncertainty management skills and, how to use their resources to improve their uncertainty management practices are essential.

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How Do We React When Our Organization Changes? Perspectives on Employees’ Appraisal of Change, Consequences and Mitigating Factors

Sverke¹,

Falkenberg²,

Hellgren³

et al. 2017

An Introduction to Work and Organizational Psychology

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Uncertainty during organizational change: Is it all about control?

Cited by 336 publications

References 60 publications

Control in Virtual Learning Communities: An Investigation from the Views of Trust and Effectiveness Uncertainty

Control in Virtual Learning Communities: An Investigation from the Views of Trust and Effectiveness Uncertainty

The relationship between psychological need satisfaction, job affective wellbeing and work uncertainty among the academic nursing educators

How Do We React When Our Organization Changes? Perspectives on Employees’ Appraisal of Change, Consequences and Mitigating Factors

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