Given the short time available for decision‐making during a crisis, a schema is considered useful to organizations both for making sense of crisis situations and for developing an effective crisis plan. As an effort to bridge the existing 'objective' and 'subjective' approaches in crisis classification, a schematic view of assessing crisis threats is elaborated in this study and a new instrument for empirical measurement is further developed. The study is based on a triangulated research design. Based on inductive research and a questionnaire survey, we developed a schematic framework using a measuring instrument for assessing crisis threats that has four dimensions: command incompetence, environmental pressure, information ambiguity, and coordination difficulties. Then, a comparative case study was used to justify the schematic framework.
PurposeThe purpose of this study is to examine the relationship between demographic characteristics, job stress, and cognitive and affective conflict faced by Chinese top managers and how this conflict is resolved over multiple rounds of conflict situations.Design/methodology/approachA questionnaire was designed and submitted to Chinese top managers of firms located in Sichuan Province, PRC. Besides Likert‐type questions concerning demographic characteristics, job stress, and both types of conflict, contextual anchorage method was used to let top managers rank the conflict resolution styles they would prefer for solving a given situation of conflict.FindingsData were submitted to hierarchical regression analysis. It was found that age is in negative relation with job stress and that the higher the education level of top managers, the more cognitive conflict they will experience. In turn, the more cognitive conflict, the more affective conflict will be experienced. In addition, it was found that job stress is in positive association with cognitive conflict. Finally and most importantly, the findings indicated that Chinese top managers are inclined to using integrating to handle conflict. This seems to be generally inconsistent with traditional Chinese culture.Originality/valueThe paper accounted for respective calls that proposed to focus on the antecedent conditions of cognitive and affective conflict. Therefore, a framework containing important antecedent factors of conflict was proposed. As a first attempt, it integrated the relationship between job stress and conflict. Most importantly, and also as a first attempt, however, this study sought to identify the conflict resolution styles Chinese top managers applied over multiple rounds of conflict situations, whereas findings additionally differentiate between affective and cognitive types of conflict.
PurposeThe purpose of this paper is to discuss the theoretical contribution of Li's (2016) "Yin-Yang balancing" approach of paradox management, as well as its future development to guide paradox management research across the east and west contexts.Design/methodology/approachIt begins by recognizing the importance of paradox management research, especially the indigenous epistemological approach as Li (2016) has followed. The authors take "being" and "becoming" ontology toward social reality as the basic premise in this commentary, and summarize the knowledge that the study has contributed to existing literature.FindingsThe "Yin-Yang balancing" approach can extend the knowledge about paradox management phenomena at least from four aspects: the "either/and" frame to view a paradox system, the importance of "seed" or "threshold" in defining moderate rather than extreme groups, duality map as a novel tool for paradox management, and comparison of being and becoming ontology.Originality/valueBased on the comparison of "being" and "becoming" ontological view, the authors suggest to further develop this "Yin-Yang balancing" approach by emphasizing the following issues: eastern culture does not have exclusive ownership of the "becoming" ontology toward the world, elaboration of alternative theoretical explanation to win out the identity approach about organizational existence, the linkage between the "Yin-Yang balancing" epistemological system and process research method, and boundary condition of the "Yin-Yang balancing" approach.
Purpose– The purpose of this paper is to examine the antecedents (psychological contract and perceived reasons for change) and consequences (work behaviors and well-being) of employees' commitment to organizational change.Design/methodology/approach– The authors developed a conceptual model of the antecedents and consequences of commitment to organizational change. In Study 1, based on interviews, the authors developed an instrument to measure the construct "reasons for change." In Study 2, the authors collected questionnaire data from 228 employees of a Chinese telecom company undergoing organizational changes and tested the conceptual model using structural equation modeling.Findings– The results showed that the strength of a relational contract (one form of psychological contract) was positively related to normative commitment to change and negatively related to continuance commitment to change. External reasons for change were positively related to affective and normative commitment to change, whereas internal reasons for change were negatively related to affective commitment to change and positively related to continuance commitment to change. Affective commitment was negatively related to exit and aggressive voice. Continuance commitment was positively related to emotional exhaustion, and normative commitment was negatively related to emotional exhaustion.Research limitations/implications– The single-source cross-sectional design limits the robustness of the conclusions drawn from the findings. Two promising avenues were opened for further research: the interaction of employees' commitment to change at different levels and the process of social construction of perceived reasons for change.Practical implications– To facilitate employee commitment to change, organizations should cultivate relational contracts with their employees and attend to the "framing effects" of employees' perceptions of reasons for change.Social implications– This study contributes to the understanding of the relationship between employer-employee relations and employee well-being in Chinese society. It suggests that healthy employer-employee relations are beneficial for employee well-being. Moreover, Chinese firms should pay more attention to the changes occurring inside and outside their organizations, which are related to the psychological health of their employees.Originality/value– The study highlights the importance of relational contracts between an organization and its employees during organizational change process. Moreover, it is among the first to examine the relationship between employees' perceived reasons for change and their commitment to change.
