Uncertainty During Organizational Change: Types, Consequences, and Management Strategies

By P. Bordia, E. Hobman, Elizabeth Jones, C. Gallois, Victor Callan. 2003

639 citations recorded by the source corpus.

Subfields: Management Science and Operations Research, Organizational Behavior and Human Resource Management, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/fa90e5c4b943f6b0148992ba5c619280d87d104a

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In Management Science and Operations Research

In Organizational Behavior and Human Resource Management

In Strategy and Management

Citations in the corpus

The moderating effect of organizational change cynicism on middle manager strategy commitment (2013, background): “Lack of knowledge about current and future events undermines an individual's ability to influence or control those events which ultimately translates into lower performance, reduced commitment and professionalism (Bordia, Hobman, Jones, Gallois and Callan 2004 ; Zhu, May and Rosenfeld 2004 ).”
A communication model of employee cynicism toward organizational change (2008, methodology): “Second, opportunity to participate was measured by items drawn from the Participation in Decision Making Scale (Bordia et al., 2004) and the Value for Employee Input Scale (Lewis, 2006).”
Lean and the working environment: a review of the literature (2012, background): “But lean is also a programme for change, and it is known that change itself may create uncertainty and stress (Bordia et al., 2004; Kiefer, 2005; Womack, 1996).”
Consistency Matters! How and When Does Corporate Social Responsibility Affect Employees’ Organizational Identification? (2016, methodology): “We also controlled for organizational uncertainty measured at Time 1 by six items from the scale developed by Bordia et al. (2004) as this could also explain to some extent changes in employees’ willingness to identify with an organization through a self-enhancement process (Elstak et al., 2015).”
Experiencing Gossip: The Foundations for a Theory of Embedded Organizational Gossip (2010, background): “According to Bordia et al. (2004), both gossip and rumor fill the void and thus compensate for formal communication’s perceived shortcomings.”
The role of organizational communication and participation in reducing job insecurity and its negative association with work-related well-being (2010, background): “Bordia et al., 2004b; Kramer et al., 2004; for an exception see e.g. Bordia et al., 2004a). In all, the balance of evidence suggests a negative relationship between organizational communication and job insecurity. The negative association between organizational communication and job insecurity can b”
Change Readiness (2013, background): “Furthermore, the failure to provide sufficient information or providing poor-quality information can result in a number of problems, including cynicism about change (Reichers, Wanous, & Austin, 1997; Wanous, Reichers, & Austin, 2000) and widespread rumors, which often exaggerate the negative aspects”