organizational change and employee stress pdf

Organizational change and employee stress pdf

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Causes of stress before, during and after organizational change: a qualitative study

US & World

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This chapter presents the results of a longitudinal study in four health care organizations in the Netherlands, examining changes in psychological contracts and the consequences of these changes during a process of organizational transformation. Data for all three measurement points were available for employees. Furthermore, some employees perceived the changes as positive, while others were not satisfied with the changes and the process of implementing them. The evaluation of change at a certain point in time affects the psychological contract of employees, and consequently influences their attitudes towards work. By means of in-depth interviews with 29 employees the existence of typical patterns of change in the psychological contract balancing, revision, and abandonment has been examined. Balancing and revision were the most prominent patterns found, next to some cases of abandonment.

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Change is an inevitable aspect of organisational life and can be essential for future growth - Tip Sheet Change is an inevitable aspect of organisational life and can be essential for future growth. However, poor management of the change process can lead to workers feeling anxious and uncertain about aspects of their work or employment status. Decisions need to be made about what practical solutions control measures will be used in the workplace to prevent, eliminate or minimise the effect of work-related stressors on worker health. At the organisational level, controls target the work environment itself and focus on job design and on working conditions. Communication is the most important strategy in achieving successful change. Failure to effectively communicate changes in the workplace may increase worker distress.

The datasets generated for this study are available on request to the corresponding author. Purpose: The present study aimed to clarify the prospective effects of various types and frequencies of organizational changes on aspects in the psychosocial work environment. Methods: The study had a prospective, full-panel, repeated measures design. Data were collected by self-administered, online questionnaires, with a 2-year interval between measurement occasions. Five types of organizational change were assessed — company restructuring, downsizing, layoffs, partial closure, and partial outsourcing.

Causes of stress before, during and after organizational change: a qualitative study

Stress is defined in terms of its physical and physiological effects on a person, and can be a mental, physical, or emotional strain. Stress : A black and white photo of a woman that captures her high level of stress. Stress is defined in terms of how it impacts physical and psychological health; it includes mental, physical, and emotional strain.

This study examined the relationship between change interventions and employee turnover intention to see if change interventions lead to increased employee turnover intention. Moreover, the mediating role of employee stress was tested. Data were collected from respondents working at various administrative positions in a large public organization.

Large-scale organizational change, such as seen through mergers and acquisitions, CEO succession, and corporate entrepreneurship, sometimes is necessary in order to allow firms to be competitive. However, such change can be unsettling to existing employees, producing considerable uncertainty, conflict, politics, and stress, and thus, must be managed very carefully. Unfortunately, to date, little research has examined the relationships among change efforts, perceptions of political environments, and employee stress reactions.

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Since prior empirical research has seldom compared causes of stress before, during and after organizational change the purpose of this paper is to identify stressors as change unfolded over time and to identify what led to variations in stress levels. Semi-structured interviews were conducted in with 31 staff in clinical and non-clinical positions in a New Zealand public health organization that had experienced considerable change. For most respondents the transition phase was the most stressful as it created job insecurity and was handled with insufficient information, consultation and support. For the balance stress increased after the change, which created additional demands that usually needed to be met with fewer resources. The stress of others emerged as a new category of stressor during the transition stage. Memories fade and the lines between stages of change are often blurred with one change sometimes occurring simultaneously with another or following it.

Organizational change can happen for several reasons, including financial concerns, a merger or acquisition, expanding markets, accommodating growth or a simple shift in business model. Whatever the reason, change is almost always difficult for employees and it can wreak havoc with your bottom line. Before announcing changes to your employees, put yourself in their shoes to help you to understand how they might react so that you can mitigate risks to your company and unnecessary stress on them. A study by the American Psychological Association concluded that 55 percent of people who said they experienced organizational change at work reported feeling chronic stress, compared with 22 percent by people who didn't have organizational upheaval. There may be many causes for increased stress levels, including perceived injustices or unfairness, lack of timely communication by management or fear of future changes. Many companies look to salaries and benefits as the first places to cut back when looking to make changes that involve cost-saving.

Она подавляла его своей красотой, и всякий раз, когда он оказывался рядом, язык у него заплетался. Сейчас она держалась подчеркнуто сдержанно, и это пугало его еще сильнее.

THE EFFECTS OF ORGANIZATIONAL CHANGE ON EMPLOYEE STRESS AND PRODUCTIVITY

About the Author

Рассудок говорил ей, что надо бежать, но Дэвид мертвой тяжестью не давал ей сдвинуться с места. Ей казалось, что она слышит его голос, зовущий ее, заставляющий спасаться бегством, но куда ей бежать. Шифровалка превратилась в наглухо закрытую гробницу. Но это теперь не имело никакого значения, мысль о смерти ее не пугала. Смерть остановит боль.

3 comments

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  • Fronrolinsni 12.06.2021 at 09:20

    Stress is a big problem for employees and organizations.

    Reply
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