Organizational Justice, Change Anxiety, and Acceptance of Downsizing: Preliminary Tests of an AET-Based Model

By J. M. Paterson, Jane Cary. 2002

161 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/330ee71a3207be1280d69e9bbd089a4e9d69de28

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In Organizational Behavior and Human Resource Management

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Citations in the corpus

What's in there for me? Individual readiness to change and the perceived impact of organizational change (2014, background): “honest, effective and direct communication about the changes has been shown to reduce resistance to change (Paterson and Cary, 2002).”
Linking Work Events, Affective States, and Attitudes: An Empirical Study of Managers' Emotions (2004, background): “For instance, Fisher (2002) did not include affective events in her study, Grandey, Tam, and Brauburger (2002) did not include behaviors, while Paterson and Cary (2002) omitted both individual dispositions and behavioral consequences.”
The Interactive Effects of Job Insecurity and Organizational Cynicism on Work Effort Following a Layoff (2008, background): “Conversely, when downsizing activities are viewed as unjust or management fails to keep employees informed throughout the process, the integrity of the company is questioned (Paterson & Cary, 2002).”
Why is Organizational Change Related to Workplace Bullying? Role Conflict and Job Insecurity as Mediators (2009, result): “…which reflects an acceptable response rate (44 percent) when compared to other studies on organizational change (e.g. Brockner et al., 1994; De Cuyper et al., 2008; Patterson and Cary, 2002) and workplace bullying (e.g. Hoel et al., 2001; Neyens et al., 2007; Matthiesen and Einarsen, 2007).”
A communication model of employee cynicism toward organizational change (2008, background): “Paterson and Cary (2002) adapted the scale and another scale by Smeltzer (1991), reporting a reliability of .92.”
Negative Emotional Reactions to Project Failure and the Self‐Compassion to Learn from the Experience (2009, background): “…Cropanzano, 1996) that decrease trust and commitment towards the organization, increase turnover intentions and work slowdowns (e.g. Kiefer, 2005; Patterson and Cary, 2002; Schweiger and De Nisi, 1991), as well as hinder the process of learning from the failure experience (Shepherd, 2003, 2009;…”
Playing the grim reaper: How employees experience carrying out a downsizing (2004, background): “By far the most extensive scholarly work concerns downsizing survivors (e.g. Brockner, 1988; Mishra & Spreitzer, 1998; Paterson & Cary, 2002; Wiesenfeld et al., 2000).”
Minds, Hearts and Deeds: Cognitive, Affective and Behavioural Responses to Change (2006, background): “The mostly frequently cited example of negative change is downsizing, which has a profound affect on victims (Paterson and Cary, 2002) and a lesser, but noticeably significant, impact on survivors (O’Neill and Lenn, 1995; Armstrong-Stassen, 1998).”
The Role of Perceived Organizational Support in Individual Change Readiness (2019, background): “Change recipients experience turmoil and upheaval in their work lives, which creates fear and anxiety (Paterson & Cary, 2002).”
Change Recipients’ Reactions to Organizational Change (2011, methodology): “…as I can these days” Oreg (2006) Behavioral reaction to change “I looked for ways to prevent the change from taking place,” “I protested against the change” Paterson and Cary (2002) Acceptance of change Used scale from V. D. Miller et al. (1994) Peach et al. (2005) Intentions to support…”