Another look at the role of emotion in the organizational change: A process model

By Yongmei Liu, Pamela L. Perrewé. 2005

207 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/3a77a6bb684f0a5d0edcdaa22ebbb31fad45fb58

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In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Considering planned change anew:stretching large group interventions strategically, emotionally and meaningfully (2011, background): “…are likely to be in an unstable state containing multiple options, alternative meanings or courses of action without enough understanding of any of them (McKinley & as they try to understand what is going on around them (Balogun & Johnson, 2004; Frijda, Manstead, & Bem, 2000; Liu & Perrewé, 2005).”
Authentic Leadership Perception, Trust in the Leader, and Followers’ Emotions in Organizational Change Processes (2016, background): “…(e.g., Carr, 2001) or psychoanalytics (e.g., Antonacopoulou & Gabriel, 2001), offering new approaches (e.g., Balogun et al., 2010; Kiefer, 2002; Liu & Perrewé, 2005), creating new concepts such as emotional balancing (Huy, 2002), or new theories such as the multilevel theory of emotion and…”
Change Readiness (2013, background): “Additional research evidence indicates that employees’ emotions go through four sequential and distinct stages during organizational change (Liu & Perrewe, 2005).”
Cognitive beliefs and positive emotions about change: Relationships with employee change readiness and change-supportive behaviors (2018, background): “Liu and Perrewé (2005) focused on discrete positive emotions that occur in response to change, including happiness, excitement and pride.”
The Impact of Change Process and Context on Change Reactions and Turnover During a Merger (2010, background): “Anxiety is a common reaction to change, with research suggesting that employees frequently report intense negative emotions such as anger, frustration, and anxiety when confronted with organizational change events (Fugate, Kinicki, & Prussia, 2008; Huy, 1999, 2001; Liu & Perrewe, 2005).”
Surviving organizational change: how management communication helps balance mixed feelings (2008, background): “Most studies try to conceptualize aspects of change processes, using theoretical perspectives coming from a variety of disciplines, discuss the implications of these conceptualizations for organizational change, and give directions for future research (Klein, 1996; Liu and Perrewé, 2005).”
Emotional influence at work: Take it EASI (2012, unknown): “For instance, the social aspects of emotions have been overlooked in the domain of organizational change, despite the fact that organizational change has a pervasive impact on individuals’ emotional states (Liu & Perrewe, 2005).”
Individual responses to firm failure : Appraisals, grief, and the influence of prior failure experience (2014, background): “We limited our focus to initial reactions to firm failure; however, as emotions are likely to change over time in response to stressful events (Liu and Perrewé, 2005), an extension of this study could look at how entrepreneurs' reactions evolve over time and could examine the role coping plays in…”
Reflections: our Journey in Organizational Change Research and Practice (2009, background): “Liu and Perrewé (2005) argue that cognitive evaluations of change (our five beliefs) should relate in predictable ways to change recipient emotional reactions.”