Organizational members' responses to organizational change have a key role in determining the success of the change. The predominant conceptualization of responses to change has focused on the valence of responses-the degree to which they are positive (e.g., openness to change) versus negative (e.g., resistance to change). Yet, recent theory suggests that rather than a single continuum, ranging from negative to positive, responses to change are better represented with a bidimensional framework including both a valence-based continuum and an activation-based continuum (active vs. passive; Oreg et al., 2018), comprising a change response circumplex. Based on this theoretical framework, we develop and validate a scale for measuring the four dimensions of the change response circumplex (i.e., change acceptance, change proactivity, change disengagement, change resistance). We conducted five studies in which we develop the scale and demonstrate its content validity (Study 1, N = 208), circumplex structure and construct validity (Study 2, N = 221; Study 3, N = 315), concurrent validity (Study 4, N = 588), and predictive validity (Study 5, N = 146). We also demonstrate the usefulness of distinguishing among the four responses for predicting the amount and types of feedback that change recipients provide, and show the particular value of active responses, above and beyond valence. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

中文翻译：

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响应组织变革的激活和效价：变革响应环形量表的开发和验证。

组织成员对组织变革的反应对于变革的成功起着关键作用。对变化的反应的主要概念化集中在反应的效价上——它们是积极的（例如，对变化的开放性）与消极的（例如，对变化的抵制）的程度。然而，最近的理论表明，对变化的反应可以更好地用二维框架来表示，而不是从消极到积极的单一连续体，包括基于价的连续体和基于激活的连续体（主动与被动；Oreg 等人） ., 2018)，包括变化响应环形体。基于这个理论框架，我们开发并验证了一个衡量变革响应循环的四个维度（即变革接受度、变革主动性、变革脱离度、变革阻力）的量表。我们进行了五项研究，其中我们开发了量表并证明了其内容效度（研究 1，N = 208）、循环结构和构建效度（研究 2，N = 221；研究 3，N = 315）、同时效度（研究 4） ，N = 588）和预测有效性（研究 5，N = 146）。我们还证明了区分四种响应对于预测变革接受者提供的反馈的数量和类型的有用性，并显示了积极响应的特殊价值，超越效价。（PsycInfo 数据库记录 (c) 2023 APA，保留所有权利）。