Change fatigue: Development and initial validation of a new measure

Bernerth, Jeremy B.; Walker, H. Jack; Harris, Stanley G.

doi:10.1080/02678373.2011.634280

Cited by 183Organizational Change and LeadershipJob Satisfaction and Organizational BehaviorOrganizational Management and Change

Change fatigue: Development and initial validation of a new measure

Bernerth, Jeremy B., Walker, H. Jack, Harris, Stanley G.·2011·Work & Stress

DOI 10.1080/02678373.2011.634280

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Abstract

Although organizational change often places strain on employees, few studies have explored the impact of multiple organizational changes on their well-being and withdrawal, including organizational commitment and turnover intentions. To provide a means of directly investigating such issues, we developed a measure of change fatigue, and then empirically examined its implications for employees. Using data from change consultants and a manufacturing organization in the United States that had undertaken a number of organizational changes over the last three years, the authors developed a six-item measurement scale, obtained initial evidence of construct validity, and then investigated the relationship between change fatigue and harmful outcomes, including exhaustion, organizational commitment and turnover intentions. Results indicated that change fatigue was positively associated with exhaustion, and exhaustion was in turn negatively related to organizational commitment and positively related to turnover intentions. Implications for organizations and employees facing multiple changes are discussed.

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Change fatigue consists of a three-item instrument adapted from Bernerth et al. (2011).
“Change fatigue consists of a three-item instrument adapted from Bernerth et al. (2011).”
From Creating a workforce of fatigued cynics? A randomized controlled trial of implementing an algorithmic decision-making support tool (2024) · cites this paper as Bernerth et al. (2011)

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“Change fatigue was measured using the change fatigue measurement scale, which is a validated instrument containing six items with a Likert scale [34].”
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“Consistently experiencing these conditions through organizational changes may induce change fatigue (Bernerth et al., 2011).”
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Does narcissism encourage unethical pro‐organizational behavior in the service sector? A case study in Pakistan
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“Bernerth’s research highlights that sustained change can lead to emotional exhaustion, also known as change fatigue [7], a concept initially identifed in the management discipline [8] and recognized as a signifcant factor infuencing organizational change [9].”
Influential
The effects of enhanced primary healthcare interventions on primary care providers’ job satisfaction
Wong, W. J., Norzi, A. M., Ang, S. H., Chan, C. L., Jaafar, F. S. A., & Sivasampu, S. (2020) · BMC Health Services Research · doi:10.1186/s12913-020-05183-9 · Cited by 15 · see citing works
“Whilst this 17-month intervention period can be seen as sufficient time for adaptation, change fatigue is still a possible consequence because new staff are gradually recruited during this period to cope with increasing workload and this can have negative implications such as [36] exhaustion, burnout and high turnover…”
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“Employees who are overwhelmed by parallel initiatives may show symptoms of change fatigue and would passively accept the imposed changes but not engage in the process [32, 33] putting the implementation at risk of failure.”
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“…change Although past research has found that greater amounts of workplace changemay overload recipients’ limited capacity to adapt to change (Bernerth et al., 2011; Herold et al., 2007), we expect changes perceived as negative to be especially draining and damaging to employees’ job…”
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“, once altered, foodservices should not revert back to previous practice), this would minimize any possible change fatigue in staff behaviors (51).”
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“Change fatigue was assessed using the six-item Change Fatigue Measurement Scale (CFMS), 37 which has been validated and found reliable in nursing settings.”
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Factors associated with changes in nurses' emotional distress during the COVID-19 pandemic
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“However, the scales used in this study demonstrated good reliability and have been successfully used in several other studies (Bernerth et al., 2011; Brown et al., 2018; Henry & Crawford, 2005).”
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Exploring work-related attributions of sickness absence during organizational change
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“The results of such studies suggest that the field of organizational change and occupational health may advance by incorporating greater diversity of change type because a high Bernerth et al., 2011).”
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Turkish Adaptation of Change Fatigue Scale: A Study of Reliability and Validity
LİMON, İ. (2020) · Sakarya University Journal of Education · doi:10.19126/suje.646463 · Cited by 13 · see citing works
“…of change, change management and negative reactions to change, unwillingness towards change, uncertainty and readiness for change, team work (Bernerth et al., 2011; Brown, 2016; Brown et al. 2018; Camilleri et al., 2018; Dool, 2009; Elving et al. 2011; Johnson et al, 2016; Lyle, Cunningham…”
BackgroundResultInfluential
Değişim Yorgunluğu Ölçeği Türkçe Versiyonunun Geçerlilik ve Güvenirlik Çalışması: Sağlık Çalışanları Örneği
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“Research has shown that organisational changes are often associated with employees' psychological uncertainty about how the changes will affect them [18– 20].”
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“The goal of rapid and continuous change is to maximize efficiency in health care (Bernerth et al., 2011).”
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“Indeed, experiencing too many changes in a short amount of time can create stress for employees, and may negatively impact the outcome of those changes (Bernerth et al. , 2011).”
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“Another reason for paying more attention to change psychology is that many initiatives for change fail today, and staff often experience “project tiredness” [52] as they do not experience any concrete results of a change project or simply are not informed about it [43].”
Background
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“As argued by Bernerth et al. (2011), employees can only handle so much change and disruption before their ability to cope becomes overwhelmed.”
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“Te change fatigue scale by Bernerth et al. [27] is a validated measure originally developed to explore the impact of multiple organizational changes on employee’s well-being, organizational commitment, and turnover intentions [27].”
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“This interpretation is consistent with prior work ⁠ framing quiet quitting as a stress-related withdrawal response shaped by emotional fatigue and motivational depletion (Bernerth et al., 2011).”
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“Past research found that unfair treatment of employees will drain their emotions and reduce ACTC (Bernerth et al., 2011).”
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“The feeling of being overburdened by frequent changes has been described as “change fatigue” (Bernerth et al., 2011).”
Change Communication: Emerging Perspectives for Organisations and Practitioners
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Organizational Change and Employees’ Psychological Well-Being: The Mediatory Role of Resistance to ChangePreprint
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“Finally, change fatigue represents a phenomenon observed in practice (MacIntosh et al., 2007; McMillan & Perron, 2013; Valusek, 2007) that has only become part of scienti ﬁ c research in recent years (Bernerth et al., 2011).”
Influential
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“A key, underexplored factor is Change Fatigue—a state of exhaustion and cynicism resulting from continuous, poorly managed organizational changes [9, 10].”
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“…linked to openness to initiating change [16] (b) change fatigue, which is related to exhaustion and withdrawal in the context of introducing organizational change [17], and (c) the general level of readiness for change, or degree to which a team is motivated and capable of executing a change [18].”
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““Change fatigue” is the perception that too much change is taking place, and is reflected in individual cognitive, emotional and behavioral responses characterized by a reduction in the willingness to change (Bernerth et al., 2011).”
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Mapping the nomological network of change fatigue: identifying predictors, mediators and consequences
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Work change: more changes produce greater levels of fatigue, leading to increased burnout, strain, intention to leave and decreased engagement
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Examination of the Relationships Between Change Fatigue and Perceived Organizational Culture, Burnout, Turnover Intention, and Organizational Commitment in Nurses
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Authors: Bernerth, J. B., Walker, H. J., & Harris, S. G.
Affiliations: Louisiana State University (US)
Texas Tech University (US)
Auburn University (US)
Corresponding author: Bernerth, Jeremy B.
ORCID: Bernerth, Jeremy B.
Walker, H. Jack
Venue: Work & Stress
Publisher: Informa UK Limited
Published: 2011-10
Volume: 25
Issue: 4
Pages: 321-337
ISSN: 0267-8373 (ISSN-L)
1464-5335
DOI: 10.1080/02678373.2011.634280
OpenAlex: W2155823771
Cited by: 183
References: 50
Citations by year: 2026: 42 · 2025: 15 · 2024: 12 · 2023: 19 · 2022: 11 · 2021: 8 · 2020: 21 · 2019: 10 · 2018: 13 · 2017: 6 · 2016: 6 · 2015: 9 · 2014: 7 · 2013: 2
FWCI: 5.29
Type: journal article
Language: en
Open access: closed
Locations: Work & Stress (publishedVersion)
Topics: Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Organizational Change and Leadership
Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Organizational Management and Change
Keywords: change fatigue, organizational change, employee well-being, exhaustion, organizational commitment, turnover intention, scale development, construct validity, work withdrawal

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Change fatigue: Development and initial validation of a new measure

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