Social information processing and job characteristics..

Pollock, Timothy G.; Whitbred, Robert; Contractor, Noshir

doi:10.1111/j.1468-2958.2000.tb00759.x

Cited by 35 publications

(14 citation statements)

References 53 publications

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“…SIP theory explains how HR can impact employee reactions to change through making aspects of the change environment salient, helping employees to interpret the environmental cues, and influencing how employees interpret their needs in the change process. SIP theory has usually been applied to explain positive employee attitudes, such as job satisfaction and organizational commitment (Miller & Monge, ; Pollock, Whitbred, & Contractor, ). Our study shows that SIP theory can also be used to explain a negative employee attitude, change cynicism.…”

Section: Discussionmentioning

confidence: 99%

Understanding the Change-Cynicism Cycle: The Role of HR

et al. 2015

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Employee change cynicism is an unintended consequence of organizational change, which can undermine the effectiveness of change initiatives. Based on social information processing theory, we examine the impact of two human resource roles (administrative expert and strategic change agent) on the relationship between the quantity of organizational change and employee change cynicism. Using multilevel data from 1,831 employees in 70 organizations, we find employees who are exposed to more organizational change report higher levels of change cynicism. However, the strength of the organizational change–cynicism relationship is affected by the role of HR in the employees’ organizations. When HR undertakes an administrative expert role, change is more likely to generate change cynicism. When HR undertakes a strategic change agent role, change is less likely to generate change cynicism. Our results suggest that organizations need to think carefully about the role of HR during organizational change and encourage HR to adopt a strategic change agent role. © 2015 Wiley Periodicals, Inc.

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Section: Discussionmentioning

confidence: 99%

Understanding the Change-Cynicism Cycle: The Role of HR

et al. 2015

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“…In this theory it is suggested that one can learn the most about an individual's behavior by studying the informational and social environment within which that behavior occurs and to which it adapts (Pollock et al, 2000;Salancik & Pfeffer, 1978). The personal characteristics and behaviors of leaders are an important aspect of the working context, and can influence subordinates' attitudes, behavior, and beliefs towards their jobs (Piccolo & Colquitt, 2006;Salancik & Pfeffer, 1978).…”

Section: The Mediating Role Of Perceived Job Characteristics On the Rmentioning

confidence: 98%

“…According to the social information processing theory, individuals adapt attitudes, behaviors, and beliefs to their social context and to the reality of their own past and present behavior and situation (Pollock, Whitbred, & Contractor, 2000). In this theory it is suggested that one can learn the most about an individual's behavior by studying the informational and social environment within which that behavior occurs and to which it adapts (Pollock et al, 2000;Salancik & Pfeffer, 1978).…”

Section: The Mediating Role Of Perceived Job Characteristics On the Rmentioning

confidence: 99%

Transformational leadership and agency workers' organizational commitment: The mediating effect of organizational justice and job characteristics

Wang¹,

Ma²,

Zhang³

2014

soc behav pers

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In this study we examined if perceptions of organizational justice and job characteristics mediate the relationship between transformational leadership and the organizational commitment of agency workers in a manufacturing plant in China. Questionnaires were used to evaluate perceived organizational justice, perceived job characteristics, exposure to transformational leadership, and organizational commitment in 300 agency workers. The results support a structural model whereby transformational leadership is both directly and indirectly associated with the organizational commitment of agency workers, through perceived organizational justice and job characteristics.

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“…Many studies tried to discover the desired contents for jobs; a universal set of characteristics that will make a job meaningful and desirable. Many authors, especially in more dated literature, equate meaningful work with job enrichment, defined as work that involve and develop many different skills, higher levels of challenge, responsibility and task signifi cance, identity, complexity and variety (e.g., Hirschfeld, 2000;Pollock, Whitbred, & Contractor, 2000;Wrzesniewski, 2001).…”

Section: Finding Meaningful Workmentioning

confidence: 99%

Spirituality, Meaning in Life, and Work Wellness: A Research Agenda

Klerk¹

2005

International Journal of Organizational Analysis

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The role of spirituality in the organization is a rapidly growing area of interest in management literature and conferences. This resulted in a call for more scientific inquiry into workplace spirituality. However, progress with empirical research on spirituality in organizations seems to be hampered by a lack of construct clarity. Whilst the construct of workplace spirituality is being clarified, spirituality can be approximated and operationalized through one of its major elements, meaning in life. Much knowledge and insights can be gained in the role and relationships of spirituality in organizations through this approach. One such postulated relationship with spirituality (meaning in life) is wellness. This postulation is based mainly on the results from research studies that consistently show relationships between meaning in life and psychological well‐being. As work is also an element of wellness, potential relationships between meaning in life and various aspects of work wellness are explored and conceptualized. This paper explores work‐wellness from a spiritual framework through the construct of meaning in life by focusing on the contribution that a person's sense of meaning in life can play to improve work‐wellness and wellness in general. A research agenda is developed of postulated relationships of meaning in life with various work wellness related constructs. Thirteen research propositions are proposed to provide direction for the empirical inquiry into workplace spirituality.

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Social information processing and job characteristics..

Cited by 35 publications

References 53 publications

Understanding the Change-Cynicism Cycle: The Role of HR

Understanding the Change-Cynicism Cycle: The Role of HR

Transformational leadership and agency workers' organizational commitment: The mediating effect of organizational justice and job characteristics

Spirituality, Meaning in Life, and Work Wellness: A Research Agenda

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