Will a Good Citizen Actively Support Organizational Change? Investigation of Psychological Processes Underlying Active Change Support

The present study investigated motivational factors of employees active change support (ACS). It also investigated good citizens response to the change by highlighting convergence and divergence of motivational factors between ACS and traditional extra-role behavior. The findings based on 166 staff responses and 346 supervisor assessments in a hospital that recently implemented a sharedgovernance structure suggest that active change support is a result of an active thinking process that involves perception of potential benefit from change but not necessarily the consequence of conventional predictors of extra-role behaviors (i.e., positive attitudes). The findings also suggest that good citizens are not necessarily the supporters of organizational change and that in actuality they confront motivational dilemma especially when they hold high quality relationship with their employer because they are reluctant to challenge the status quo

The Availability and Helpfulness of Socialization Practices

This study reports on the socialization practices most available to new employees and the extent to which these practices are seen by newcomers as being helpful in becoming effective organizational members. The results showed that socialization practices are differentially available to newcomers, and perceptions of their helpfulness vary. The helpfulness of various socialization practices as reported by newcomers appears to affect their feelings of subsequent job satisfaction and commitment

(Re)thinking culture and education within the work context: trends, perspectives and possibilities of articulation

Contrariando as tendências mais recentes que teimam em estabelecer relações lineares e unidireccionais entre as problemáticas da cultura e da formação em contexto de trabalho, propomos neste artigo um raciocínio invertido assente na discussão das mútuas imbricações entre estes dois campos do saber, designadamente a problematização das múltiplas formas e processos de formação por referência às especificidades culturais e simbólicas das organizações de trabalho. Para ilustrar a pertinência desta proposta recorremos a um conjunto de dados empíricos que recolhemos num dos seis estudos de caso desenvolvidos no âmbito de um projecto de investigação transnacional, submetendo este corpus empírico a uma análise interpretativa e a um confronto com as nossas hipóteses teóricas.Contrary to the latest trends, which insist on establishing linear and unidirectional relationships between the problematics of culture and workplace education, this work proposes an inverted reasoning based on the discussion of mutual imbrications between these two fields of knowledge, namely, the problematization of the multiple education forms and procedures with reference to the cultural and symbolic specificities of the organizations of work. To illustrate the relevance of this proposal, the author employs a set of empirical data collected in one of the six case studies developed as part of a transnational research project, subjecting this empirical corpus to an interpretative analysis and a confrontation with his own theoretical assumptions.(undefined)info:eu-repo/semantics/publishedVersio