This study aims to investigate the impact of organizational change in a public sector high- reliability context. Drawing on conservation of resources theory, our theoretical model posits that change can be stressful and cause negative affective reactions toward the change, which undermine adjustment and post-change functioning. A quantitative case study was carried out on a Dutch air force squadron undergoing a significant organizational change, including the collection of three waves of survey data from squadron members. The data underwent analysis through a process of moderated mediation. Consistently with the theoretically derived hypotheses, results show that negative affect towards the change predicted important adjustment indicators, i.e., higher levels of work role overload and work errors. Furthermore, we found that the detrimental effects of negative affect were mitigated by the level of normative commitment to change, i.e., the felt obligation to provide support for the change. Overall, the study's intended contribution lies in its detailed examination of change dynamics in the specific context of public high-reliability organizations and its potential to inform theory and practice in that area.

中文翻译：

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适应公共部门高可靠性背景下的组织变革：负面影响和变革的规范承诺的作用

本研究旨在调查公共部门高可靠性背景下组织变革的影响。我们的理论模型借鉴资源节约理论，认为变革可能会带来压力，并导致对变革的负面情感反应，从而破坏调整和变革后的功能。对正在经历重大组织变革的荷兰空军中队进行了定量案例研究，包括收集中队成员的三波调查数据。通过有调节的中介过程对数据进行分析。与理论上得出的假设一致，结果表明，对变革的负面影响预示着重要的调整指标，即更高水平的工作角色超负荷和工作错误。此外，我们发现，对变革的规范承诺水平（即为变革提供支持的自觉义务）减轻了负面影响的有害影响。总体而言，该研究的预期贡献在于详细研究了公共高可靠性组织特定背景下的变化动态及其为该领域的理论和实践提供信息的潜力。