The Effect of Transformational Change on Performance: An Employee’s Stress Appraisals Perspective

This study aims to determine the specific impact of employees’ perceptions of transformational change on in-role performance and how stress assessment can mediate the relationship between transformational change and in-role performance. According to the cognitive appraisal theory, the same individua...
Ausführliche Beschreibung

Gespeichert in:

Autor*in:	Lei Yan [verfasserIn] Li Wang [verfasserIn] Xiangdong Shen [verfasserIn] Pengfei Li [verfasserIn] Jia Guo [verfasserIn]

Format:	E-Artikel
Sprache:	Englisch

Erschienen:	2022

Schlagwörter:	transformational change in-role performance cognitive appraisal theory challenge appraisal hindrance appraisal

Übergeordnetes Werk:	In: Frontiers in Psychology - Frontiers Media S.A., 2010, 13(2022)
Übergeordnetes Werk:	volume:13 ; year:2022

Links:	Link aufrufen Link aufrufen Link aufrufen Journal toc

DOI / URN:	10.3389/fpsyg.2022.897769

Katalog-ID:	DOAJ022376224

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callnumber-first	B - Philosophy, Psychology, Religion
author	Lei Yan
spellingShingle	Lei Yan misc BF1-990 misc transformational change misc in-role performance misc cognitive appraisal theory misc challenge appraisal misc hindrance appraisal misc Psychology The Effect of Transformational Change on Performance: An Employee’s Stress Appraisals Perspective
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topic_title	BF1-990 The Effect of Transformational Change on Performance: An Employee’s Stress Appraisals Perspective transformational change in-role performance cognitive appraisal theory challenge appraisal hindrance appraisal
topic	misc BF1-990 misc transformational change misc in-role performance misc cognitive appraisal theory misc challenge appraisal misc hindrance appraisal misc Psychology
topic_unstemmed	misc BF1-990 misc transformational change misc in-role performance misc cognitive appraisal theory misc challenge appraisal misc hindrance appraisal misc Psychology
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title	The Effect of Transformational Change on Performance: An Employee’s Stress Appraisals Perspective
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title_sort	effect of transformational change on performance: an employee’s stress appraisals perspective
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title_auth	The Effect of Transformational Change on Performance: An Employee’s Stress Appraisals Perspective
abstract	This study aims to determine the specific impact of employees’ perceptions of transformational change on in-role performance and how stress assessment can mediate the relationship between transformational change and in-role performance. According to the cognitive appraisal theory, the same individual has different appraisals of the same stressors, including challenge, and hindrance appraisal. As an important stressor, transformational change also affects individuals differently depending on their assessments. This study integrates employees’ challenge or hindrance appraisal of transformational change into a conceptual model to distinguish between the roles of the two appraisals. It examines it as a mediating mechanism between transformational change and in-role performance. Additionally, 313 employees who recently experienced transformational change were used as samples to test the hypothesis. The results show that transformational change negatively affects employees’ in-role performance; hindrance appraisal negatively mediates the relationship between transformational change and in-role performance, and challenge appraisal positively mediates the relationship between transformational change and in-role performance. The originality and value of this research extend the application of stress appraisals in organizational change management. Research shows that, in the context of major change, employees’ in-role performance is reduced by the impact of transformational change. However, when employees positively appraise organizational change, the negative effects of change are weakened.
abstractGer	This study aims to determine the specific impact of employees’ perceptions of transformational change on in-role performance and how stress assessment can mediate the relationship between transformational change and in-role performance. According to the cognitive appraisal theory, the same individual has different appraisals of the same stressors, including challenge, and hindrance appraisal. As an important stressor, transformational change also affects individuals differently depending on their assessments. This study integrates employees’ challenge or hindrance appraisal of transformational change into a conceptual model to distinguish between the roles of the two appraisals. It examines it as a mediating mechanism between transformational change and in-role performance. Additionally, 313 employees who recently experienced transformational change were used as samples to test the hypothesis. The results show that transformational change negatively affects employees’ in-role performance; hindrance appraisal negatively mediates the relationship between transformational change and in-role performance, and challenge appraisal positively mediates the relationship between transformational change and in-role performance. The originality and value of this research extend the application of stress appraisals in organizational change management. Research shows that, in the context of major change, employees’ in-role performance is reduced by the impact of transformational change. However, when employees positively appraise organizational change, the negative effects of change are weakened.
abstract_unstemmed	This study aims to determine the specific impact of employees’ perceptions of transformational change on in-role performance and how stress assessment can mediate the relationship between transformational change and in-role performance. According to the cognitive appraisal theory, the same individual has different appraisals of the same stressors, including challenge, and hindrance appraisal. As an important stressor, transformational change also affects individuals differently depending on their assessments. This study integrates employees’ challenge or hindrance appraisal of transformational change into a conceptual model to distinguish between the roles of the two appraisals. It examines it as a mediating mechanism between transformational change and in-role performance. Additionally, 313 employees who recently experienced transformational change were used as samples to test the hypothesis. The results show that transformational change negatively affects employees’ in-role performance; hindrance appraisal negatively mediates the relationship between transformational change and in-role performance, and challenge appraisal positively mediates the relationship between transformational change and in-role performance. The originality and value of this research extend the application of stress appraisals in organizational change management. Research shows that, in the context of major change, employees’ in-role performance is reduced by the impact of transformational change. However, when employees positively appraise organizational change, the negative effects of change are weakened.
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title_short	The Effect of Transformational Change on Performance: An Employee’s Stress Appraisals Perspective
url	https://doi.org/10.3389/fpsyg.2022.897769 https://doaj.org/article/03a9fe7a8aac48ab80a54dba5cdc61a5 https://www.frontiersin.org/articles/10.3389/fpsyg.2022.897769/full https://doaj.org/toc/1664-1078
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up_date	2024-07-04T01:17:15.039Z
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The originality and value of this research extend the application of stress appraisals in organizational change management. Research shows that, in the context of major change, employees’ in-role performance is reduced by the impact of transformational change. 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The Effect of Transformational Change on Performance: An Employee’s Stress Appraisals Perspective

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