This study investigated the role of personal and contextual resources as predictors of worker attitude and well-being in the context of organizational change. It was hypothesized that high levels of meaning making, self-efficacy, perceived quality of communication and organizational justice, would be associated with a favorable attitude towards change, high levels of psychosocial well-being (affects, competences and expectative), and low levels of side effects (somatization, attrition and alienation). A total of 158 workers belonging to a public Chilean institution, undergoing a relocation process and organizational structure change, were surveyed. The analyses were carried out through bivariate correlations and multiple linear regressions. The results indicated that the perception of communication quality and meaning making, significantly predict a favorable attitude towards change. Self-efficacy, meaning making, interpersonal, procedural and distributive justice, positively predict psychosocial well-being. Interpersonal and distributive justice, predict side effects. These results contribute to the design of interventions, aimed at improve workers’ wellbeing and their attitude towards organizational change.
Keywords:
Organizational change, attitude towards change, job well-being, personal resources, context resources
Rodríguez Díaz, V. A., Carvajal Araneda, K. E., & Montenegro de la Barrera, N. L. (2018). Work Resources as Predictors of Attitude Towards Organizational Change and Job Well- Being. Revista De Psicología, 27(1), pp. 1–13. https://doi.org/10.5354/0719-0581.2018.50737
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