Journal Articles

Permanent URI for this collectionhttps://mro.massey.ac.nz/handle/10179/7915

Browse

Author: search.filters.author.Cooper-Thomas H

Search Results

Now showing 1 - 2 of 2
  • Thumbnail Image
    Item
    Employee change orientation (echo) framework: A meta-review and taxonomy
    (Cambridge University Press in association with Australian and New Zealand Academy of Management, 2025-10-01) Brazzale P; Cooper-Thomas H; Smollan RK; Haar J
    Given the ubiquity of organizational change, it is fitting that considerable research has focused on employees’ responses to change, much of it collated in review articles. With the aim of integrating this diverse review literature and providing an employee-centric theorization, we provide a meta-review, a systematic review of reviews. We present the meta-construct of employee change orientation (EChO), which aggregates employee responses, attitudes, behaviors, and the associated psychological mechanisms related to organizational change. Our meta-review includes 50 scholarly reviews published between 2001 and June 2025, drawing on 1,606 primary studies. Through a synthesis of these reviews, we present the EChO framework and taxonomy. We identify areas for improvement, particularly for research design, and generate key insights for change practitioners working with employees experiencing change. Our meta-review contributes by clarifying well-researched areas, extending theorizing, and highlighting the need for further research to understand how employee responses to change influence outcomes.
  • Thumbnail Image
    Item
    Ethnicity, workplace bullying, social support and psychological strain in Aotearoa/New Zealand
    (New Zealand Psychological Society, 2013) Gardner D; Bentley TA; Catley BE; Cooper-Thomas H; O'Driscoll MP; Trenberth L
    This research explored whether respondents who self-identified as New Zealand Europeans experienced less bullying and less severe outcomes than those who self-identified as Māori, Pacific Island or other ethnic groups. Social support was also examined as a potential buffer against the negative effects of bullying. One thousand, seven hundred and thirty-three respondents from four sectors (health, education, hospitality and travel) responded to a selfreport questionnaire. Despite reporting higher levels of bullying than New Zealand Europeans, Pacific Island and Asian/Indian respondents reported lower levels of psychological strain. A possible explanation for this may lie in the somewhat higher levels of supervisor support reported by Pacific Island, Asian/Indian and Māori respondents, compared to those who self-identified as New Zealand European. Respondents with more supportive supervisors and colleagues reported experiencing less bullying and less strain. Bullying was related to negative outcomes for all groups. The implications of these findings for management of workplace bullying are discussed.