The aftermath of organizational restructuring: Destruction of old and development of new social capital
In: Journal of managerial psychology, Band 23, Heft 7, S. 833-849
ISSN: 1758-7778
PurposeThis study seeks to examine the association of employee's evaluation of organizational restructuring with the destruction of old social capital, development of new social capital, and the mediating role of perceived organizational support (POS).Design/methodology/approachData were used from 419 teachers of Dutch secondary schools using hierarchical regression analyses.FindingsResults show that more positive employees' evaluation of the organizational restructuring are less likely to remain relying on old social capital resources, and score higher on development of new social capital. Moreover, POS mediated the association of employee's evaluation of the organizational restructuring with old and new social capital.Research limitations/implicationsFuture research, utilizing longitudinal designs and experiments that better lend it to causal inferences, are needed to examine relationships between organizational restructuring, POS, and social capital.Originality/valueThe results of this study provide a first step toward outlining the importance of organizational restructuring for social capital theory and how employees cope with transition to different work units. In organizations, having a shared language and narratives may allow team members to more easily integrate knowledge and provide better support to one another. Moreover, a common perspective and understanding among team members may allow employees members to anticipate the behavior of other members, thus promoting organizational efficiency and effectiveness.