Boram Do

Following a long period during which scholarly attention was paid predominantly to the role of change agents in organizational change, change recipients and their experiences have finally begun to take center stage. Yet the typical view of recipients has been as passive reactors to change. In this article we take steps toward highlighting the central, active roles change recipients play in organizational change events. We discuss and distinguish between dimensions of valence and activation and i

Our longitudinal study of the sensemaking and responses to strategic change of the senior management team of a UK multinational subsidiary provides unusual data that enable us to explore the complexity of senior team change related sensemaking. We show senior teams to be distinct interpretive communities rather than one homogeneous category of change agents, as typically portrayed in change literature, who at times of center-led strategic change occupy a complex dual recipient/change agent role.

Purpose This paper aims to explore digital fashion products in the metaverse platform contexts and empirically examine the effect of the metaverse platform characteristics on the purchase intention of digital fashion products through users' flow experience and perceived value of the products. Design/methodology/approach A survey method was used in this study. Answers from 314 metaverse users were analyzed, and the hypotheses were tested using the structural equations modeling and bootstrapping a

Large Group Interventions, methods for involving “the whole system” in a change process, are important contemporary planned organizational change approaches. They are well known to practitioners but unfamiliar to many organizational researchers, despite the fact that these interventions address crucial issues about which many organizational researchers are concerned. On the other hand, these interventions do not appear to be informed by contemporary developments in organizational theorizing. Thi

Large Group Interventions, methods for involving “the whole system” in a change process, are important contemporary planned organizational change approaches. They are well known to practitioners but unfamiliar to many organizational researchers, despite the fact that these interventions address crucial issues about which many organizational researchers are concerned. On the other hand, these interventions do not appear to be informed by contemporary developments in organizational theorizing. Thi

In this paper, we explain how defunct organizations influence the communities they leave behind through ongoing processes of communal memory work, a twofold social process through which members of collectives develop shared memories of a defunct organization and behaviorally engage with its mnemonic traces. We explore how individuals’ shared construal of their environment shapes their emotional orientation towards their past, which in turn gives rise to particular forms of memory work. We furthe

Scholars have suggested that individual change recipients affectively respond to change events but have yet to examine how change recipients’ memories influence those affective responses. Drawing from prior scholarship on memory, we propose that two theoretically distinct forms of memory – explicit and schematic – produce different forms of affective and behavioral responses when recipients process change events consciously or non-consciously. Given this proposed importance of memory to affectiv

Drawing on a functional theory of emotions, this study develops and tests a theoretical model of state gratitude at work. The model sheds light on the affective motivational mechanisms, the desire to reciprocate benevolence, through which state gratitude is associated with individual work behaviors: prosocial, pro-relationship, and in-role behaviors. We further show the moderating effects of extrinsic job conditions in this affective process. In a sample of 104 employees, we found that state gra

This study explores how university students’ personality and positive or negative affect influence their perception of transformational leadership of the university president. It further examines how the level of students’ affective commitment to the university moderates the relationship. Survey data were collected from 141 undergraduate and graduate students enrolled in a large public university in South Korea. The students answered survey questions to measure their big-five personalities, posi

Abstract While scholars have studied coordination across occupational lines, they have yet to theorize how the memories held by those involved in such coordination might influence it. In this paper, we frame occupational groups as mnemonic communities – collectives for whom a shared understanding of the past constitutes their character – to explore the role of memory in cross‐occupational coordination (COC). Through qualitative analysis of a South Korean broadcasting company in which COC emerged