Predictors and Predictive Effects of Attitudinal Inconsistency Towards Organizational Change

摘要: Abstract : Studies have largely portrayed individual resistance as a pervasive, irrational, and problematic response to organizational change initiatives. The current study confronts this interpretation with model of attitudinal inconsistency that provides more holistic perspective the during times change. Inconsistency reveals degree which mental evaluations initiative may conflict produce weak foundations govern behavior. Measuring affective-cognitive consistency, tests in demonstrate employees form inconsistent attitudes towards initiative. relates negatively perceived quality management transition techniques such participation, communication, structured procedure, managerial supportiveness, supervisor supportiveness. Consistency also seems serve role process partially mediates all five above predictors openness Post hoc analysis further evidence importance supportive culture reducing inconsistency. Taken together, these results should cause some pause criticism resistance. processes behind resistant behaviors display consequential dimensions beyond uniform negativity.