Organizational change cynicism: The role of employee involvement

By Michelle Brown, C. Cregan. 2008

265 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Public Administration

View Paper: https://www.semanticscholar.org/paper/e7c8fed26933fe35756d13b659f94a968cd54206

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In Organizational Behavior and Human Resource Management

In Public Administration

Citations in the corpus

The moderating effect of organizational change cynicism on middle manager strategy commitment (2013, background): “Having the opportunity to express an opinion can translate into greater acceptance of and commitment to the final decision (Brown and Cregan 2008 ; Cox et al.”
Individual Readiness for Organizational Change and Its Implications for Human Resource and Organization Development (2011, unknown): “…Broeck, 2001; Reichers, Wanous, & Austin, 1997; Wanberg & Banas, 2000; Wanous, Reichers, & Austin, 2000), and sharing information about the changes (M. Brown & Cregan, 2008; Miller, Johnson, & Grau, 1994; Wanberg & Banas, 2000) contribute to individuals’ positive reactions to organizational change.”
Distributive justice, procedural justice, exemplarity, and employees’ willingness to cooperate in M&A integration processes : An analysis of the Air France-KLM merger (2011, background): “And in our contemporary times, drastic changes often fuel the tendency of employees to become more cynical toward their organization and to more frequently suspect a hidden agenda (see Brown & Cregan, 2008).”
When Is Empowerment Effective? The Role of Leader-Leader Exchange in Empowering Leadership, Cynicism, and Time Theft (2017, background): “Namely, employees are likely motivated to reciprocate leader-bestowed benefits (i.e., empowerment) by reducing negative attitudes and behaviors toward the leader and the broader organization (Bommer, Rich, & Rubin, 2005; Brown & Cregan, 2008; Fleming, 2005; Wanous, Reichers, & Austin, 2000).”
How Does Authentic Leadership Influence Planned Organizational Change? The Role of Employees’ Perceptions: Integration of Theory of Planned Behavior and Lewin's Three Step Model (2017, background): “…context for authentic leadership (Islam, 2002; Kiersch & Byrne, 2015); Second, unionized organizations are more responsive to organizational change (Brown & Cregan, 2008); third, there were also calls for research to be undertaken in the context of privatization of public sector in Pakistan…”