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Cited by 1,095

The DOI matches its Crossref record; 13 of the 13 references it cites were found in a registry or an index.

Emotional Balancing of Organizational Continuity and Radical Change: The Contribution of Middle Managers

Huy, Quy Nguyen·2002·Administrative Science Quarterly
DOI 10.2307/3094890
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Abstract

Based on a three-year inductive field study of an attempt at radical change in a large firm, I show how middle managers displayed two seemingly opposing emotion-management patterns that facilitated beneficial adaptation for their work groups: (1) emotionally committing to personally championed change projects and (2) attending to recipients' emotions. Low emotional commitment to change led to organizational inertia, whereas high commitment to change with little attending to recipients' emotions led to chaos. The enactment of both patterns constituted emotional balancing and facilitated organizational adaptation: change, continuity in providing quality in customer service, and developing new knowledge and skills.

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Metadata

Authors
Huy, Q. N.
Venue
Administrative Science Quarterly
Publisher
JSTOR
Published
2002-03
Volume
47
Issue
1
Pages
31-69
ISSN
  • 0001-8392 (ISSN-L)
  • 1930-3815
DOI
10.2307/3094890
OpenAlex
W1994036783
Cited by
1,095
References
13
FWCI
34.98
Type
journal article
Language
en
Open access
closed

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Bibliographic data: Semantic Scholar, OpenAlex, Crossref.

Contains information from the Semantic Scholar Academic Graph Datasets, made available under the ODC Attribution License (ODC-BY 1.0).

Semantic Scholar’s data is described in: Kinney, R., et al. (2023). The Semantic Scholar Open Data Platform. arXiv:2301.10140.