Employee emotions during organizational change–—Towards a new research agenda Patricia Klarner a,*,

Jun 30th, 2015
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Organizational change has been a prominent theme in organizational research. It can be triggered by external or internal causes and occurs in different types (Weick & Quinn, 1999). In this research note, we consider intentional organizational change and orchestrated change programs. According to Weick and Quinn (1999), intentional change refers to deliberate and planned series of actions by change.

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Scandinavian Journal of Management (2011) 27, 332340a v a i l a b l e a t w w w. s c i e n c e d i r e c t . c o mj o u r n a l h o m e p a g e : h t t p : / / w w w. e l s e v i e r. c o m / l o c a t e / s c a m a nRESEARCH NOTEEmployee emotions during organizationalchangeTowards a new research agendaPatricia Klarner a,*, Rune Todnem By b,1, Thomas Diefenbach c,2aMunich School of Management, University of Munich, Ludwigstr. 28, 80539 Munich, GermanyStaffordshire University Business School, Brindley Building, Leek Road, Stoke-on-Trent, Staffordshire ST4 2DF, UKcDepartment of General and Strategic Management, Faculty of Management Technology, German University in Cairo, EgyptbKEYWORDSOrganizational change;Emotions;Process research;Psychology;Micro-levelSummary In this research note, we address the role of employee emotions during organizational change processes. While prior studies have examined emotions during a single change, suchresearch analyzes emotions and change as snapshot events. In addition, we lack sufficientknowledge of the role of employee emotions during repeated changes, despite the evidencethat organizations increasingly need to adapt to dynamic environments. We address theseshortcomings and offer a research agenda on emotions during change, which incorporates theso far neglected view of emotions as processes that unfold during and across organizationalchanges. Specifically, we illustrate the role of employee emotions d

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