The effects of employee perceptions of organizational change on health and well-being

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dc.contributor.advisor Day, Arla L. (Arla Lauree), 1968-
dc.creator Crown, Sarah N. 2011-05-09T12:32:31Z 2011-05-09T12:32:31Z 2007
dc.identifier.other HF5548.85 C76 2007
dc.description vii, 83 leaves : ill. ; 29 cm.
dc.description Includes abstract and appendices.
dc.description Includes bibliographical references (leaves 59-73).
dc.description.abstract As organizations experience rapid change, employee health and well-being has emerged as an important issue. Changes in health districts are prevalent in Canada (OHA, 2002) and can result in psychological and physical stress among employees (Hylton, 2004). Organizational characteristics, such as increased support, job control and justice can reduce stressors due to organizational change (e.g., Bond & Bunce, 2001). However, research has not examined the effectiveness of these organizational characteristics to reduce strain and the negative health effects of change-related stressors on health outcomes in the mental health-care setting. Therefore, I investigated how change-related stressors are related to strain, burnout, and well-being and how justice, social support and job control may moderate the relationship between change-related stressors and negative health outcomes. I examined whether the relationship between stressors and strain was mediated by resistance to change. Staff (N=202) who were involved in a large-scale organizational change at a District Health Authority in Atlantic Canada completed surveys about their attitudes toward the change, the impact of the change on their work, and their perceived levels of burnout and strain. Supervisor support, job control, and procedural justice moderated some of the relationships between change-related stressors and burnout, but not between change-related stressors and strain. Also, the data showed a good fit of the model of change-related stressors, resistance to change, and psychosocial health outcomes and support for partial mediation of resistance to change in the stressor-strain relationship. Implications for organizations and the health-care sector and suggestions for future research are discussed.
dc.description.provenance Made available in DSpace on 2011-05-09T12:32:31Z (GMT). No. of bitstreams: 0 en
dc.language.iso en
dc.publisher Halifax, N.S. : Saint Mary's University
dc.subject.lcc HF5548.85
dc.subject.lcsh Job stress
dc.subject.lcsh Job stress -- Prevention
dc.subject.lcsh Organizational change
dc.subject.lcsh Mental health facilities -- Employees -- Health and hygiene -- Atlantic Provinces
dc.title The effects of employee perceptions of organizational change on health and well-being
dc.type Text Master of Science in Applied Psychology Masters Psychology Saint Mary's University (Halifax, N.S.)
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