Towards a Process Model of Individual Change in Organizations
整合认知与情感因素，构建个体变革过程模型，分析重大变革中个体如何理解变化、产生阻力，并提出可检验的命题，对组织管理者和变革研究者有参考价值。
This article analyses the way the individual change process unfolds when major; second-order changes are required. Using a framework that integrates both the cognitive and affective components of individual sensemaking and interpretation, we develop a process model that systematically analyses the psychology of the individual change process, and, in particular, the sources of resistance to change or inertia. A series of steps in the change process are identified if second-order change is to come about, and a series of testable propositions about the forces that may facilitate or stymie change are developed.