Employee Perspectives on Implementation Communication as Predictors of Perceptions of Success and Resistance

By L. Lewis. 2006

124 citations recorded by the source corpus.

Subfields: Communication, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/02bcf7b4aafd5f170cf9a92d9414689058484d93

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Communication

1. P. Simões
2. M. Esposito
3. S. Restubog
4. A. Rafferty
5. Yuxia Qian
6. Tom D. Daniels

In Organizational Behavior and Human Resource Management

1. A. Rafferty
2. S. Restubog
3. P. Simões
4. M. Esposito
5. Yuxia Qian
6. Tom D. Daniels
7. Imen Keskes
8. P. Bordia

Citations in the corpus

• The Impact of Change Process and Context on Change Reactions and Turnover During a Merger (2010, background): “Despite the prevalence of formal communication approaches when implementing change, comparatively little research has examined the influence of these approaches on outcomes (Lewis, 2000, 2006; Russ, 2008).”
• A communication model of employee cynicism toward organizational change (2008, methodology): “For example, Lewis (2006) found that employees’ evaluations of the quality of information are negatively related to resistance to change, and the forced nature of the change is positively related to resistance.”
• RESISTANCE TO ORGANIZATIONAL CHANGE: LINKING RESEARCH AND PRACTICE (2010, unknown): “Similarly, Lewis (2006) examined the influence of the communication of the change initiative on perceived resistance.”
• IMPROVING CHANGE MANAGEMENT: HOW COMMUNICATION NATURE INFLUENCES RESISTANCE TO CHANGE (2014, background): “Change would depend strongly on the ways information and participation are provided, not on the mere existence or amount of input, either given or requested (Lawrence, 1954; Powell and Posner, 1978; Stohl and Cheney, 2001; Lewis, 2006: 11).”