Understanding the Emotional Experience of Organizational Change: Evidence from a Merger

By Tina Kiefer. 2002

166 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/d7b3f96ad17301fa3525713b68310bf61011b7cc

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In Organizational Behavior and Human Resource Management

Citations in the corpus

Positive Psychology in the Workplace (2010, background): “Much of the literature on organizational change, however, has focused on rational cognitive approaches, often viewing emotions in the narrow context of factors that interfere with rather than facilitate effective change management (Kiefer 2002).”
Crossing the line(s): A dual threshold model of anger in organizations (2007, background): “Scholars considering adaptive change and continuous improvement also suggest that anger expressed about organizational problems can highlight critical areas requiring transformation and can provide opportunities to gain competitive advantage by increasing organizational knowledge and learning capaci”
A Longitudinal Investigation of Coping Processes During a Merger: Implications for Job Satisfaction and Organizational Identification (2006, background): “In support for these unexpected positive associations between stress appraisals, problemfocused coping, and adjustment, Kiefer (2002) discussed the possibility that negative emotions emerging in a merger do not only yield to negative consequences.”
Minds, Hearts and Deeds: Cognitive, Affective and Behavioural Responses to Change (2006, background): “A merger (even without any redundancies) may create winners and losers, as some people are given greater responsibilities and more status while others may experience the opposite (Kiefer, 2002).”
Cognitive beliefs and positive emotions about change: Relationships with employee change readiness and change-supportive behaviors (2018, background): “Similarly, on the basis of interviews with staff experiencing change, Kiefer (2002) reported that employees experienced a number of positive emotions about change, including enjoyment, pleasure, delight, curiosity, enthusiasm and pride.”
The Challenge of Integration: A Review of the M&A Integration Literature (2017, background): “Integrations thus often trigger negative emotional responses (Kiefer 2002; Kusstatscher 2006) and negatively affect the physical and psychological health of the employees involved (Makri and Antoniou 2012).”
Authentic Leadership Perception, Trust in the Leader, and Followers’ Emotions in Organizational Change Processes (2016, background): “Some articles are mainly interested in managers’ emotions (e.g., Balogun et al., 2010; Huy, 2002; Kiefer, 2002; Mossholder, Settoon, Armenakis, & Harris, 2000; Vince, 2006) and others in the relation between emotion and time (e.g., Fugate et al., 2002; Giæver, 2009a; Smollan et al., 2010).”
Considering planned change anew:stretching large group interventions strategically, emotionally and meaningfully (2011, unknown): “…& Daus, 2002; Eisenberger, Stinglhamber, Vandenberghe, Sucharski, & Rhoades, 2002; Fisher, 2000; Murphy & Tyler, 2008), they experience pleasant and happy feelings which lead to cooperative attitudes toward change (Kiefer, 2002; Kim & Mauborgne, 1998; Lines, Selart, Espedal, & Johansen, 2005).”
Emotional Intelligence, Leadership Style, and Perceived Leadership Effectiveness (2009, background): “The authors in this journal (Callahan & McCollum, 2002; Jordan & Troth, 2002; Kiefer, 2002; Short & Yorks, 2002; Turnbull, 2002) all write on various derivations of emotion in research, ranging from its role in organizational change efforts to training and conflict resolution.”
Causes of stress before, during and after organizational change: a qualitative study (2015, background): “Lawrence and Callan, 2011; Teo et al., 2012). Given that the process of change required an extra effort for some staff it created greater workload stress, a key factor noted by Robinson and Griffiths (2005) and Armstrong-Stassen (2005) in researching public sector changes.”