Organizational Justice, Change Anxiety, and Acceptance of Downsizing: Preliminary Tests of an AET-Based Model

Organizational Justice, Change Anxiety, and Acceptance of Downsizing: Preliminary Tests of an... This study tested an AET-based model that integrates cognitions (justice perceptions) and emotions (change anxiety) to explain the effects of change program characteristics on employees' acceptance of downsizing and other work attitudes. Seventy-one employees from an organization that was undergoing downsizing participated in the study. Path analyses and a Q index of .992 offered preliminary support for the proposed model by showing that procedural justice and change anxiety explained the effects of change management procedures on acceptance of downsizing, while interactional justice and change anxiety explained the effects of the quality of change communications on trust in the change managers. Although distributive justice did not have the predicted direct effect on employee morale, it helped explain the effects of procedures on acceptance of change and morale by helping reduce anxiety about the change. Together, these findings support the utility of an AET-based framework in helping understand employee responses to downsizing. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Motivation and Emotion Springer Journals

Organizational Justice, Change Anxiety, and Acceptance of Downsizing: Preliminary Tests of an AET-Based Model

Motivation and Emotion, Volume 26 (1) – Oct 5, 2004

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Publisher
Springer Journals
Copyright
Copyright © 2002 by Plenum Publishing Corporation
Subject
Psychology; Psychology, general; Personality and Social Psychology; Clinical Psychology
ISSN
0146-7239
eISSN
1573-6644
DOI
10.1023/A:1015146225215
Publisher site
See Article on Publisher Site

Abstract

This study tested an AET-based model that integrates cognitions (justice perceptions) and emotions (change anxiety) to explain the effects of change program characteristics on employees' acceptance of downsizing and other work attitudes. Seventy-one employees from an organization that was undergoing downsizing participated in the study. Path analyses and a Q index of .992 offered preliminary support for the proposed model by showing that procedural justice and change anxiety explained the effects of change management procedures on acceptance of downsizing, while interactional justice and change anxiety explained the effects of the quality of change communications on trust in the change managers. Although distributive justice did not have the predicted direct effect on employee morale, it helped explain the effects of procedures on acceptance of change and morale by helping reduce anxiety about the change. Together, these findings support the utility of an AET-based framework in helping understand employee responses to downsizing.

Journal

Motivation and EmotionSpringer Journals

Published: Oct 5, 2004

References

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