Facilitating Acceptance of Organizational Change: The Importance of Self-Determination'

By Marylène Gagné, R. Koestner, M. Zuckerman. 2000

289 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/c24f78c38d9cdc36f2aa1dd4ed184efb9c9f1a3b

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In Organizational Behavior and Human Resource Management

In Social Psychology

In Sociology and Political Science

Citations in the corpus

The Role of Autonomy Support and Autonomy Orientation in Prosocial Behavior Engagement (2003, background): “Gagné, Koestner, and Zuckerman (2000) also found that management autonomy support predicted increased acceptance of organizational change over a 13-month period.”
Understanding e-learning continuance intention in the workplace: A self-determination theory perspective (2008, background): “Gagné, Koestner, and Zuckerman (2000) also found that management autonomy support had a direct effect on acceptance of organizational change.”
Performance appraisal satisfaction and employee outcomes: mediating and moderating roles of work motivation (2006, background): “…be enabled by performance appraisal characterized by autonomy support (i.e. when employees are provided with reasons and choices for doing tasks (Gagné et al., 2000; Li and Butler, 2004) and participation (especially participation for the sake of having one’s voice heard (Cawley et al., 1998)).”
Workplace Well-Being: The Role of Job Crafting and Autonomy Support (2015, background): “2004), and are more open to and accepting of organizational change (Gagné et al. 2000) than those with supervisors with a controlling style.”
Development and evaluation of a training on need-supportive teaching in physical education: Qualitative and quantitative findings (2013, background): “In line with this general claim, Gagné, Koestner, and Zuckerman (2000) found that employees of a company in transformation were more likely to accept the organizational change if they perceived their employers to adopt a need-supportive style in communicating and implementing changes.”
Fostering Personal Meaning and Self-relevance: A Self-Determination Theory Perspective on Internalization (2018, background): “…communication style that highlighted a rationale explaining the critical importance of the organizational change predicted employees’ greater acceptance of organizational change 13 months later when the organization was in the midst of the actual transformation (Gagn e et al., 2000).”
Mindfulness, Work Climate, and Psychological Need Satisfaction in Employee Well-being (2015, background): “Accordingly, need satisfaction at work has been related to lower general ill-being and higher general well-being (e.g., Baard et al. 2004; Gagne et al. 2000; Ilardi et al. 1993; Kovjanic et al. 2012; Parfyonova 2009).”
Self‐determination theory and work motivation (2005, methodology): “…et al. (1994) to facilitate integration bear similarity to the elements of communication, empathy and concern, and participation and involvement which Kirkpatrick (1985) said were critical to promote acceptance of organizational change, a view supported by Gagné, Koestner, and Zuckerman (2000).”
The importance of perceived autonomy support for the psychological health and work satisfaction of health professionals: Not only supervisors count, colleagues too! (2011, background): “, Black and Deci 2000) and other work-specific outcomes (e.g., acceptance of organizational change; Gagné et al. 2000).”