Understanding and managing cynicism about organizational change
研究分析了对组织变革的冷嘲热讽（结合悲观与指责）的成因，包括变革历史、信息不足和个体倾向，并指出其损害员工承诺、满意度和动机。
Executive Overview Change is all about us, but many of its targets remain cynical about its impact and importance. Cynicism about organizational change often combines pessimism about the likelihood of successful change with blame of those responsible for change as incompetent, lazy, or both. Data from a new empirical study, and from previously published research, suggest numerous factors that contribute to the development of such cynicism. These include a history of change programs that are not consistently successful, a lack of adequate information about change, and a predisposition to cynicism. Results also suggest that cynicism about changes has negative consequences for the commitment, satisfaction and motivation of employees.