Managing Employee Withdrawal During Organizational Change
研究了员工在组织变革中威胁评估的前因（积极变革取向和变革公平）与后果（离职意向、自愿离职和缺勤），发现威胁评估与积极变革取向和变革公平负相关，与缺勤和离职意向正相关。
This article examines antecedents and consequences of employees’ threat appraisal during organizational change. Positive change orientation and change-related fairness are examined as antecedents of threat appraisal and multiple forms of employee withdrawal as outcomes (intentions to quit, voluntary turnover, and absenteeism). Structural equation results show negative relationships between threat appraisals and positive change orientation (change self-efficacy, positive attitudes toward change, and perceived control of changes) and change-related fairness (distributive, procedural, and interactive). Threat appraisals are positively related to absenteeism and intentions to quit, which predict voluntary turnover. Threat appraisals have differential intervening effects on relationships between the antecedents and outcomes.