The DOI matches its Crossref record.
Understanding and managing cynicism about organizational change
Abstract
Executive Overview Change is all about us, but many of its targets remain cynical about its impact and importance. Cynicism about organizational change often combines pessimism about the likelihood of successful change with blame of those responsible for change as incompetent, lazy, or both. Data from a new empirical study, and from previously published research, suggest numerous factors that contribute to the development of such cynicism. These include a history of change programs that are not consistently successful, a lack of adequate information about change, and a predisposition to cynicism. Results also suggest that cynicism about changes has negative consequences for the commitment, satisfaction and motivation of employees.
Overview
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Claims other papers make about this one
Each is checked against this paper’s own text: does it say what the citing paper says it does?
In the citing paper
“Some of the most focal negative reactions to organizational change are change fatigue and cynicism towards change.”
From Creating a workforce of fatigued cynics? A randomized controlled trial of implementing an algorithmic decision-making support tool (2024) · cites this paper as Reichers, Wanous, & Austin, 1997
Citations
Cited by
Sorted by citations
Organizational Silence: A Barrier to Change and Development in a Pluralistic World
Morrison, E. W., & Milliken, F. J. (2000) · The Academy of Management Review · doi:10.2307/259200 · Cited by 2,776
Avey, J. B., Wernsing, T. S., & Luthans, F. (2008) · The Journal of Applied Behavioral Science · doi:10.1177/0021886307311470 · Cited by 1,278
Resistance to Change: The Rest of the Story
Ford, J. D., Ford, L. W., & D'Amelio, A. (2008) · Academy of Management Review · doi:10.5465/amr.2008.31193235 · Cited by 1,089
“…et al., 2004), (2) address and resolve issues of mistreatment or injustice (Folger & Skarlicki, 1999), (3) admit mistakes or take other actions that restore credibility (Kouzes & Posner, 1993; Reichers et al., 1997), or (4) complete and bring closure to the past (Albert, 1983; Ford et al., 2002).”
BackgroundInfluentialAdvances in Career Theory and Research: A Critical Review and Agenda for Future Exploration
Sullivan, S. E., & Baruch, Y. (2009) · Journal of Management · doi:10.1177/0149206309350082 · Cited by 1,103
Organizational Change: A Review of Theory and Research in the 1990s
Armenakis, A. A., & Bedeian, A. G. (1999) · Journal of Management · doi:10.1177/014920639902500303 · Cited by 1,625
“Reichers et al. (1997) concluded that cynicism about changes has detrimental consequences for such employee outcomes as commitment, satisfaction, and motivation.”
Background
Metadata
- Authors
- Reichers, A. E., Wanous, J. P., & Austin, J. T.
- Venue
- Academy of Management Perspectives
- Publisher
- Academy of Management
- Published
- 1997-02
- Volume
- 11
- Issue
- 1
- Pages
- 48-59
- ISSN
- 1558-9080 (ISSN-L)
- 1943-4529
- OpenAlex
- W2118683451
- Cited by
- 722
- References
- 0
- Citations by year
- 2026: 19 · 2025: 16 · 2024: 23 · 2023: 31 · 2022: 38 · 2021: 39 · 2020: 29 · 2019: 36 · 2018: 40 · 2017: 35 · 2016: 41 · 2015: 33 · 2014: 43 · 2013: 36 · 2012: 30
- FWCI
- 15.68
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- Academy of Management Perspectives (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
- cynicism, organizational change, change management, employee commitment, job satisfaction, employee motivation, change failure
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