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CFI > 0.95), the root mean square error of approximation (RMSEA < 0.05; Hu and Bentler, 1999 ), and the standardized root mean residual (SRMR < 0.06; Kline, 2016 ). Beyond assessing the overall fit and the direct effects within the proposed model, bootstrapping procedures were used to assess the indirect effect of the ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.436 | 0.83 | [] | 414 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.525359 | [
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Front Psychol . 2023 Jan 20;14:1071924. doi: 10.3389/fpsyg.2023.1071924 The psychological conditions for employee engagement in organizational change: Test of a change engagement model Simon L Albrecht Simon L Albrecht 1 School of Psychology, Deakin University, Geelong, VIC, Australia Find articles by Simon L Albrecht ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.568 | 0.852 | ["education"] | 511 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.525622 | [
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r Michael P Leiter 1 School of Psychology, Deakin University, Geelong, VIC, Australia Find articles by Michael P Leiter 1 Author information Article notes Copyright and License information 1 School of Psychology, Deakin University, Geelong, VIC, Australia 2 Positive Psychology Centers, Melbourne, VIC, Australia Edited ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.559 | 0.694 | ["education", "philosophy"] | 511 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.525714 | [
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iversity of Timișoara, Romania ✉ *Correspondence: Simon L. Albrecht, ✉ simon.albrecht@deakin.edu.au This article was submitted to Organizational Psychology, a section of the journal Frontiers in Psychology Received 2022 Oct 17; Accepted 2023 Jan 2; Collection date 2023. Copyright © 2023 Albrecht, Furlong and Leiter. Th... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.576 | 0.672 | ["innovation"] | 429 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.525799 | [
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the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) and the copyright owner(s) are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.55 | 0.85 | ["innovation"] | 511 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.525860 | [
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mporary world of work, organizational change is a constant. For change to be successful, employees need to be positive about implementing organizational change. Change engagement reflects the extent to which employees are enthusiastic about change, and willing to actively involve themselves in promoting and supporting ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.446 | 0.84 | [] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.525909 | [
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work, psychological safety, and self-efficacy as psychological preconditions for change engagement. The study also aimed to test the indirect associations of the change-related psychological preconditions with proactive work behavior through change engagement. Survey data from a Prolific sample ( N = 297) were analyzed... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.546 | 0.838 | ["education"] | 511 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.525961 | [
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-related self-efficacy, psychological safety, and meaningfulness had significant direct effects on change engagement, explaining 88% of the variance. The change-related psychological conditions also had significant indirect effects on proactive work behavior through change engagement. The findings therefore suggest tha... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.417 | 0.828 | [] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.526075 | [
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t and promote organizational change, and to proactively engage in innovative work behavior. In practical terms, organizations that create the psychological conditions for change could significantly improve employee motivation to change and to innovate, which in turn would increase the likelihood of successful organizat... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.584 | 0.816 | ["motivation", "innovation", "education"] | 446 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.526210 | [
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and directions for future research are discussed. Keywords: employee attitudes to change, change engagement, psychological conditions, meaningful work, psychological safety, change self-efficacy, proactive work behavior psychological conditions for employee change engagement Introduction Contemporary organizations oper... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.566 | 0.804 | [] | 416 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.526286 | [
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ousis and Vakola, 2018 ; Kebede and Wang, 2022 ). In the “new world of work,” organizations have had to quickly adapt to changes wrought by COVID-19, climate change, changes in global markets, global competition, technological advancements, changes to government regulations, and rapidly changing employee expectations a... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.371 | 0.854 | ["governance"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.526383 | [
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nal contexts, it has been estimated that change initiatives have a failure rate of between 30 and 70% ( Stouten et al., 2018 ; Schwarz et al., 2021 ; Hughes, 2022 ). Although successful organizational change is in large part dependent on how senior leaders envision, plan, implement, and communicate change ( Oreg et al.... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.414 | 0.848 | ["leadership", "communication", "strategy", "war_conflict"] | 440 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.526438 | [
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new ways of thinking and behaving ( Choi, 2011 ). It is therefore important to draw from relevant theories and research to identify the factors that most influence positive employee attitudes to change ( Straatmann et al., 2016 ). Furthermore, given the importance of employee proactivity and innovation to organizationa... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.475 | 0.858 | ["innovation", "philosophy"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.526496 | [
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ptive performance outcomes such as increased employee proactivity and innovation. In this paper, we aim to make a number of contributions to the organizational change literature. First, we aim to further establish the construct and a measure of change engagement ( Albrecht et al., 2022b ). Second, and drawing from the ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.392 | 0.702 | ["innovation", "philosophy"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.526574 | [
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l resources (change-related meaningful work, change-related psychological safety, and change-related self-efficacy) that we propose will directly link with and underpin change engagement. Third, we test the validity of brief measures of the three psychological conditions. Fourth, and consistent with engagement theory (... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.559 | 0.84 | [] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.526625 | [
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07 ) and if change-related psychological resources are indirectly associated with proactive work behavior through change engagement. In summary, given that organizational change is a constant, and given the importance of positive employee attitudes to successful organizational change, the study aims to fill a gap in th... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.56 | 0.828 | ["education"] | 453 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.526678 | [
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ee change engagement and proactive work behavior. The key psychological states are drawn from a widely validated theory of work engagement ( Kahn, 1990 ), and adapted to the context of organizational change. Employee engagement and psychological resources Employee engagement is a positive and fulfilling, work-related s... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.556 | 0.832 | ["motivation"] | 443 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.526737 | [
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tively involved in their work ( Albrecht, 2010 ). Beyond energy and active involvement, engagement has also been defined and measured with “absorption” included as a third dimension of engagement ( Schaufeli et al., 2002 ). Absorption refers to a flow-like such that employees feel fully concentrated on, and happily eng... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.437 | 0.862 | [] | 510 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.526789 | [
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f energy and involvement ( Bakker et al., 2011 ). Meta-analytic research has clearly shown employee engagement to be positively associated with important employee outcomes, such as task performance, contextual performance, proactive work behavior, innovative work behavior, and reduced turnover intentions (e.g., Crawfor... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.438 | 0.684 | ["philosophy"] | 423 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.526849 | [
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20 ; Neuber et al., 2022 ; Woznyj et al., 2022 ). Much of the academic research focused on identifying the factors that predict engagement has been based in engagement theory ( Kahn, 1990 ), Job Characteristics theory ( Hackman and Oldham, 1980 ), and Job-Demands Resources theory (JD-R; Bakker and Demerouti, 2017 ). Ka... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.404 | 0.856 | ["career"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.526903 | [
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l resources as key enabling conditions for personal engagement at work. May et al. (2004) provided empirical support for Kahn’s propositions. Along similar lines, research has established that personal resources, such as meaningful work, optimism, self-efficacy, and psychological capital also have a direct influence on... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.472 | 0.826 | [] | 417 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.526952 | [
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st et al., 2020 ; Mazzetti and Schaufeli, 2022 ). Psychological conditions and personal resources differ from personality traits in that they are more context specific, labile, and amenable to change ( Luthans et al., 2007 .) Change engagement Beyond the well-established construct of work engagement, researchers have a... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.427 | 0.842 | ["leadership", "management"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.527007 | [
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vironmental engagement, and change engagement (e.g., Richardson and West, 2010 ; Schaufeli, 2015 ; Albrecht et al., 2022a , b ). Change engagement has been defined as “an enduring and positive work-related psychological state characterized by a genuine enthusiasm and willingness to support, adopt and promote organizati... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.563 | 0.684 | [] | 453 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.527056 | [
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dimensions: change energy and active involvement. The “energy” sub-dimension reflects employee enthusiasm for change, and the “active involvement” sub-dimension reflects an active striving toward the achievement of successful change. The two sub-dimensions are direct analogues of vigor and dedication, the primary sub-d... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.419 | 0.832 | ["motivation", "war_conflict"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.527113 | [
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n of previously researched positive change-related constructs, such as openness to change, readiness for change, and commitment to change ( Bouckenooghe et al., 2009 ; Arnéguy et al., 2018 ; Tsaousis and Vakola, 2018 ). Although researchers have shown that change-related organizational and job resources are associated ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.525 | 0.85 | ["career"] | 509 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.527171 | [
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ted psychological resources on change engagement. Change-related psychological resources and change engagement Change-related psychological conditions, or personal resources, refer to “enduring psychological states, or mindsets, that shape an individual’s ability to successfully adapt to a changing work environment” ( ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.425 | 0.68 | [] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.527223 | [
-0.003876720555126667,
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al., 2004 ), change-related resilience (e.g., Braun et al., 2017 ), change-related meaning-making ( van den Heuvel et al., 2009 ), and change-related psychological safety ( Singh et al., 2018 ; Albrecht et al., 2020 ). As domain-specific analogues of psychological conditions for engagement of Kahn (1990) , it is here a... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.562 | 0.696 | [] | 511 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.527273 | [
0.03111017681658268,
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at are prerequisite conditions for change engagement. Although researchers have suggested that consideration of change-related personal resources is essential to understanding employee attitudes to change ( van den Heuvel et al., 2009 ), researchers have yet to examine the associations between theory-based change-relat... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.445 | 0.816 | [] | 441 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.527325 | [
-0.008866969496011734,
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direct associations with proactive work behavior. Each of these constructs and their proposed relationships are shown in Figure 1 and overviewed below. Figure 1. Open in a new tab Proposed model. H2, H4, and H6 indirect effects not modeled for ease of representation. Change meaningfulness Meaningful work has been recog... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.577 | 0.836 | ["communication", "networking"] | 452 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.527386 | [
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personal agency ( Fletcher and Schofield, 2019 ). Meaningful work has been defined in terms of employees feeling they make an important and useful contribution to a worthwhile purpose though the execution of their work activities ( Kahn, 1990 ; Albrecht et al., 2021 ). Along similar lines, change meaningfulness reflect... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.581 | 0.858 | [] | 491 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.527432 | [
0.0026989467442035675,
0.015281504020094872,
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ake through their work ( Albrecht et al., 2020 ). As shown in Table 1 , change-related meaningfulness is reflected in items such as “changes at work generally mean that I can make a more positive contribution” and “changes at work make the work I do more meaningful for me.” Table 1. Fit indices for alternative measurem... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.414 | 0.734 | [] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.527481 | [
-0.024676235392689705,
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0.04827225208282471,
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.041, 0.063] 0.0323 Null 5447.029 153 35.601 - - 0.342 [0.334, 0.350] - Single factor 2530.758 135 18.746 0.487 0.547 0.245 [0.237, 0.253] 0.1384 Structural models Proposed Model 254.205 127 2.002 0.971 0.976 0.058 [0.048, 0.069] 0.0516 Partial Mediation 240.958 124 1.943 0.973 0.978 0.056 [0.046, 0.067] 0.0437 Open in... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.655 | 0.7 | [] | 494 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.527533 | [
0.07187245786190033,
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interval]; SRMR, standardized root mean residual. Extrapolating from previous research findings ( May et al., 2004 ; van den Heuvel et al., 2009 ; Schwarz et al., 2021 ), it is proposed that change meaningfulness will be positively associated with positive attitudes to change in the form of change engagement (H1). In s... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.391 | 0.862 | ["war_conflict", "philosophy"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.527591 | [
0.03815256804227829,
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logical condition of meaningfulness and employee engagement. From a more change focused perspective, Schwarz et al. (2021) acknowledged a link between the meaning change recipients assign to change, and their attitudes, cognitions, and emotions about change. Similarly, van den Heuvel et al. (2009) showed that change-re... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.57 | 0.844 | ["war_conflict", "career", "education"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.527658 | [
0.03599541261792183,
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, JD-R theory and the modeling in Figure 1 , research has shown that motivational states such as engagement can fully mediate the influence of psychological conditions such as work meaningfulness on performance outcomes such as task performance and extra-role performance ( Allan et al., 2019 ; Kwon and Kim, 2020 ; van ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.634 | 0.862 | ["philosophy", "motivation", "networking"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.527740 | [
0.0018614954315125942,
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d meaningfulness and proactive work behavior (H2). Change-related psychological safety Change researchers and practitioners have recognized psychological safety as an important component of successful organizational change. Schein and Bennis (1965) , in their seminal work on psychological safety and change, defined psy... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.581 | 0.82 | [] | 438 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.527787 | [
-0.01134577952325344,
0.05029011145234108,
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and confident in their ability to manage change. Schein and Bennis argued that psychological safety can remove threats and barriers to change and create a context that “tolerates failure without retaliation, renunciation, or guilt” (p. 45). More broadly, Kahn (1990) defined psychological safety as “feeling able to show... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.546 | 0.83 | ["career"] | 429 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.527842 | [
0.028983082622289658,
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0.010001237504184246,
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ences to self-image, status, or career” (p. 708). Implicit in the proposed association between psychological safety and employee attitudes to change is the assumption that employees perceive it is psychologically safe for innovating, risk taking and the adoption of change ( Kahn, 1990 ; Frazier et al., 2017 ). In this ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.531 | 0.83 | ["career"] | 418 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.527897 | [
0.019441913813352585,
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sychological condition for change ( Kahn, 1990 ). Consistent with this proposition, research has demonstrated employee psychological safety to be positively associated with performance and innovation ( Baer and Frese, 2003 ; Frazier et al., 2017 ). Although May et al. (2004) showed that psychological safety was also po... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.394 | 0.848 | ["innovation", "philosophy"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.527951 | [
0.02878740429878235,
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r its association with positive employee attitudes to change ( Albrecht et al., 2022a ). As modeled in Figure 1 , the current research aims to address the gap by testing the proposed association between change related psychological safety and change engagement (H3). Furthermore, and consistent with job demands-resource... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.554 | 0.854 | ["communication", "networking", "career"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.528005 | [
-0.044553257524967194,
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psychological safety and outcome variables such as proactive work behavior (H4). Consistent with Kahn’s work role centered conceptualization of engagement, May et al. (2004) measured psychological safety using items such as “I am not afraid to be myself at work” and “there is a threatening environment at work (reverse ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.462 | 0.856 | [] | 511 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.528119 | [
0.021314341574907303,
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cal safety is reflected in items such as “I am not afraid to express my opinions about change at work” and “I am confident I would not experience any reprisal or negative consequences if I voiced any concerns about proposed organizational change” (see Table 1 ). Positive responses to such items, as opposed to reflectin... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.398 | 0.838 | [] | 431 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.528169 | [
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confident, and willing to participate in change. Employees who participate in change feel more positive about change ( Rafferty and Jimmieson, 2018 ) and are therefore more likely to be positively engaged in change. Change-related self-efficacy Generalized self-efficacy ( Bandura, 1977 ), as a personal resource, has be... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.459 | 0.836 | ["philosophy"] | 457 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.528222 | [
0.03817276284098625,
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ty, and engagement ( Xanthopoulou et al., 2007 ). As a domain-specific sub-set of generalized self-efficacy, change-related self-efficacy has been defined as an employee’s level of self-confidence to effectively deal with change within a changing work environment ( Jimmieson et al., 2004 ; Mehreen et al., 2020 ). Chang... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.553 | 0.688 | [] | 473 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.528274 | [
0.04508739709854126,
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ondition of availability of resources. May et al. (2004) , in their test of engagement model of Kahn (1990) , measured availability of resources with items clearly reflecting a “confidence” to deal effectively with changing situations and circumstances: “I am confident in my ability to handle competing demands at work”... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.573 | 0.868 | [] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.528322 | [
0.01731245033442974,
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icacy are more likely to be confident in their ability to manage change effectively ( Bandura, 1989 ; Jimmieson et al., 2004 ). Given that change-related self-efficacy has been found to positively influence change-related attitudes such as change readiness ( Lizar et al., 2015 ), it is here proposed that change-related... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.377 | 0.708 | [] | 511 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.528369 | [
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), it is also proposed that change-self efficacy will be indirectly associated with proactive work behavior through its association with change engagement (H6). Proactive work behavior Griffin et al. (2007) distinguished between three forms of work performance: proficiency (task performance), adaptivity (responses to a... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.548 | 0.832 | ["philosophy"] | 510 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.528420 | [
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loyee’s willingness to initiate and adopt new and innovative ways of thinking and behaving that can lead to organizational performance and competitive advantage ( Straatmann et al., 2016 ; Straatman et al., 2018 ). Griffin et al. (2007) measured proactive behavior with items assessing how often respondents have “come u... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.586 | 0.86 | ["philosophy"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.528467 | [
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ion (e.g., by suggesting changes to administrative procedures).” Given that researchers have argued and demonstrated that employee engagement leads to innovative and proactive work behaviors ( Hakanen et al., 2008 ; Salanova and Schaufeli, 2008 ), it is here proposed that change engagement will be positively associated... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.597 | 0.85 | [] | 511 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.528560 | [
0.012039247900247574,
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psychological conditions, such as meaningfulness, psychological safety, and self-efficacy will influence outcomes such as proactive behavior through their influence on engagement ( Allan et al., 2019 ; Kwon and Kim, 2020 ; van den Heuvel et al., 2020 ). Overall, the present study aimed to address gaps in the literature... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.484 | 0.824 | ["communication", "education"] | 411 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.528684 | [
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theories to the context of organizational change. The research tests a model proposing positive associations between change-related psychological resources, positive attitudes to change, and employee performance. More specifically, it is proposed that positive employee experiences of change-related meaningful work, psy... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.396 | 0.826 | ["philosophy"] | 504 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.528807 | [
0.01849322021007538,
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reported proactive work behavior (see Figure 1 ). Methods Participants and procedures The sample consisted of 301 paid participants sourced from Prolific. Research has shown that Prolific data have “similar psychometric properties and produces criterion validities that generally fall within the credibility intervals of... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.545 | 0.818 | ["family"] | 418 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.528922 | [
0.024865426123142242,
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0.0718396008014679,
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0.0276... | ||
ly sourced data” ( Walter et al., 2019 , p. 425). Beyond having a good record of responding to survey questions, the participants needed to be 18 years or older, and working full- or part-time for a minimum of 3 months in an organization of 15 or more employees that had experienced organizational change within the past... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.523 | 0.868 | ["education", "ethics", "philosophy"] | 499 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.529055 | [
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0.04133996739983559,
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0.05592808872461319,
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that the study had been granted ethics approval. Participants were also informed before commencing the survey that they needed to attend carefully to, and complete, all survey questions to receive payment. Of the 297 participants who satisfied the inclusion criteria, 49.2% reported as female and 49.8% as male. Ages ran... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.341 | 0.7 | ["ethics", "salary", "education", "philosophy"] | 436 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.529189 | [
0.05736715719103813,
0.06890054047107697,
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0.06684059649705887,
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rom 6 months to 40 years, with a mean of 6 years. Respondents worked in organizations of varying size (10–1 million plus employees) as team members (53%), senior managers (5%), managers (17.5%), team leaders (17.8%), and executives (2%). The clear majority of participants (79%) reported experiencing a moderate to a gre... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.355 | 0.852 | ["management", "leadership"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.529326 | [
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w policies, relocations, changes to work schedules, and leadership). Online calculator of Soper (2022) showed that the sample size used in the analyses ( N = 297) exceeded the minimum sample size ( N = 200) needed to test the proposed model at power and to detect a medium effect size. Previous studies exploring the inf... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.57 | 0.866 | ["leadership"] | 486 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.529468 | [
0.10535120964050293,
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al., 2004 ; van den Heuvel and Demerouti, 2009 ). Measures The six first order constructs shown in Figure 1 were measured on a seven-point Likert scale (1 = strongly disagree to 7 = strongly agree). Items included in each of the scales and their factor loadings are shown in Table 1 . Scale means, standard deviations, a... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.357 | 0.848 | [] | 425 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.529583 | [
0.035607434809207916,
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2 . Table 2. CFA items and standardized loadings. Scale Item Loadings Change-related psychological conditions Meaning 1 Changes at work make the work I do more meaningful for me. 0.883 Meaning 2 Changes at work generally mean that I can make a more positive contribution. 0.952 Meaning 3 Changes at work usually result i... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.361 | 0.718 | ["career"] | 491 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.529711 | [
0.010172507725656033,
0.03124915435910225,
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0.0258531104773283,
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0.04769652709364891,
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raid to express my opinions about change at work. 0.925 Safety 2 I am confident I would not experience any reprisal or negative consequences if I voiced any concerns about proposed organizational change. 0.958 Safety 3 I feel safe being open and frank about my opinions about organizational changes. 0.906 Self-Eff 1 I a... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.551 | 0.714 | ["crisis"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.529841 | [
0.015651211142539978,
0.009142732247710228,
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e as hard as I can to contribute positively to change initiatives in this organization. 0.854 I actively involve myself in changes that take place in this organization. 0.846 I strive to make sure change is implemented successfully in this organization. 0.925 Proactive Work Behavior I initiated better ways of doing my ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.553 | 0.72 | [] | 477 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.529966 | [
-0.011669700965285301,
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0.02... | ||
s to improve the way my main work tasks are done. 0.929 Open in a new tab Meaning, change meaningfulness; Safety, change-related psychological safety; and Self-Eff, change-related self-efficacy. Change-related psychological resources Change-related self-efficacy, change-related meaning, and change-related psychological... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.56 | 0.688 | [] | 511 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.530086 | [
0.05075553059577942,
0.02552051842212677,
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0.0019... | ||
1 to 0.90 for their corresponding measures of the psychological conditions of engagement. Change engagement Change engagement was measured with two three-item sub-scales ( Albrecht et al., 2022a ), with the items adapted from measures of job engagement ( Rich et al., 2010 ) and employee attitudes to change (e.g., Bouck... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.565 | 0.724 | ["career"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.530332 | [
0.061038676649332047,
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0.04240786284208298,
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and “I strive as hard as I can to contribute positively to change initiatives in this organization.” Albrecht et al. reported alpha reliabilities across two samples ranging between 0.90 and 0.93 for the two sub-scales. The higher order modeling of change engagement (see Figure 1 ) is consistent with engagement research... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.579 | 0.704 | [] | 500 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.530558 | [
0.07017407566308975,
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0.012427669018507004,
0.018043190240859985,
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0.05552097037434578,
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, and absorption (e.g., Schaufeli et al., 2006 ). Proactive work behavior Proactive work behavior was measured with three items adapted from Griffin et al. (2007) . Example items included “I initiated better ways of doing my main work tasks” and “I came up with ideas to improve the way in which my work is done.” Griffi... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.554 | 0.726 | ["strategy"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.530651 | [
-0.03238068148493767,
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0.030189791694283485,
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0.028881099075078964,
0.0282699316740036,
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0.0252379197627306,
0.04847734421491623,
0.061142098158597946,
0.022804725915193558,
0.049019... | ||
son and Gerbing (1988) was applied to test the theoretically based model. As a first step, Confirmatory Factor Analysis (CFA) was used to assess the fit of the measurement model. Given the cross-sectional correlational survey design, the CFA analytic strategy also included assessing the influence of common method bias ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.554 | 0.85 | ["strategy", "networking"] | 469 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.530711 | [
0.06574778258800507,
0.00045281145139597356,
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0.035677436739206314,
0.04373367503285408,
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0.11151546239852905,
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0... | ||
st the proposed relationships shown in Figure 1 . CFA and SEM analyses were conducted using conventional or covariance based structural equation (CB-SEM) with AMOS v26 and Maximum Likelihood estimation. Both the CFA and SEM models were assessed using a number of recommended fit indices: the chi-square statistic (non-si... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.353 | 0.866 | ["networking", "social_justice"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.530866 | [
0.1549539715051651,
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0.1104847714304924,
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0.025297077372670174,
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0.08088196814060211,
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on proactive work behavior via change engagement. Results Confirmatory factor analysis As shown in Table 1 , the proposed measurement model yielded acceptable fit. The chi-square ratio, TLI, CFI, and SRMR were at, or better than, criterion values. Although the RMSEA estimate was slightly higher than the recommended cri... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.389 | 0.854 | ["ethics"] | 469 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.530922 | [
0.020906643941998482,
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0.06218346208333969,
0.021662915125489235,
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0.07533... | ||
on ( Hu and Bentler, 1999 ; Heene et al., 2011 ). Table 1 also shows that all fit indices were superior to the null model and a one factor model, calculated for comparison purposes. Additionally, and in support of convergent validity, the standardized loadings for all items were strong and statistically significant ( p... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.337 | 0.87 | [] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.530970 | [
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and correlations for all first-order variables included in the measurement model. The α reliabilities exceeded the accepted criterion value of 0.80 ( Nunnally, 1978 ). In support of the convergent validity of the scales, all six AVE values (ranging from 0.77 to 0.86) clearly exceeded the accepted criterion value of 0.5... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.522 | 0.694 | ["ethics"] | 448 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.531026 | [
0.057810503989458084,
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e correlations were all significant and positive. Given the relatively strong correlation between change meaningfulness and the energy sub-scale of change engagement ( r = 0.82), the discriminant validity for these two constructs was tested. That is, the chi-square values were compared when the correlation between the ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.373 | 0.836 | ["ethics"] | 433 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.531077 | [
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freely estimated ( Anderson and Gerbing, 1988 ). The sizable and significant difference between the chi-square values, given one degree of freedom, supported the discriminant validity of the two constructs (Δχ 2 = 203.7; p < 0.001). More broadly, and also in support of discriminant validity, the square root of each con... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.503 | 0.692 | ["ethics", "social_justice"] | 450 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.531125 | [
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relations ( Fornell and Larcker, 1981 ). Table 3. Means, SD, Cronbach’s alpha (α), average variance extracted (AVE), and correlations among first-order variables ( N = 297). Variable Mean SD α AVE 1 2 3 4 5 6 1. Change Meaningfulness 4.26 1.54 0.92 0.80 - 2. Δ Psychological Safety 4.44 1.80 0.90 0.86 0.56 - 3. Δ Self-E... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.371 | 0.732 | [] | 508 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.531175 | [
0.0883743092417717,
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ving 5.02 1.40 0.90 0.77 0.63 0.56 0.59 0.71 - 6. Proactive Work Behavior 5.06 1.45 0.94 0.84 0.25 0.27 0.34 0.32 0.44 - Open in a new tab All correlations significant at p ≤ 0.001; Δ = Change. Given the cross-sectional and self-report nature of the data, tests for common method variance (CMV) were conducted by compari... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.534 | 0.706 | ["philosophy"] | 439 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.531226 | [
0.03950212895870209,
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common method factor ( Podsakoff et al., 2012 ). Relative to the proposed measurement model, the standardized loadings for seven of the 18 items decreased more than 0.20 (range 0.23–0.45) after including the common method factor in the model. The seven items, not surprisingly, included five change engagement items that... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.416 | 0.86 | ["philosophy"] | 511 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.531282 | [
0.08034758269786835,
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and therefore suggest some potential redundancy between the items. Overall, the standardized loadings decreased by a relatively modest 0.22 on average, and all factor loadings remained statistically significant ( p < 0.001) after the inclusion of the common method factor. Therefore, although acknowledging the presence ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.455 | 0.684 | [] | 433 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.531323 | [
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Johnson et al., 2011 ; Podsakoff et al., 2012 ). Furthermore, and in support of modeling change-engagement as a higher order construct, the sub-scale loadings on the higher-order factor clearly exceeded the recommended value of 0.70 ( Credé and Harms, 2015 ). Structured equation modelling Having established the validit... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.557 | 0.864 | ["strategy"] | 501 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.531383 | [
0.04346892237663269,
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of the proposed structural model (see Figure 1 ). The structural model yielded good fit (see Table 1 ). In support of H1, H3, and H5, Figure 2 shows that as proposed, each of the three psychological conditions (change-related meaning, change-related psychological safety, and change-related self-efficacy) had a signific... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.575 | 0.842 | [] | 485 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.531432 | [
0.013226849026978016,
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ve, and direct effect on proactive work behavior. The model explained 88.1% of the variance in change engagement and 15% of the variance in proactive work behavior. Figure 2. Open in a new tab Standardized parameter estimates; percent variance explained. Items and errors not shown for ease of representation. To test th... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.548 | 0.85 | ["communication", "networking"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.531523 | [
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work behavior, bias corrected bootstrapping procedures were conducted. In support of H2, H4, and H6, using 2,000 bootstrap samples, significant and positive indirect effects were found for each of the change-related psychological resources: change-related meaning ( β = 0.224, p < 0.001, CI 95% = 0.146–0.312), change-re... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.557 | 0.698 | [] | 472 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.531572 | [
0.0039317128248512745,
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acy ( β = 0.115, p < 0.01, CI 95% = 0.063–0.195). As a final step in the analyses, an alternative partial mediation model was tested whereby all three psychological conditions were also specified to be directly associated with proactive work behavior. Although the partial mediation model provided equally good fit to th... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.355 | 0.694 | [] | 427 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.531617 | [
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ters were significant ( p = 0.088, 0.272, 0.592). Therefore, the proposed fully mediated model was accepted as the most parsimonious and theoretically defensible model. Discussion The study aimed to test a change focused analogue of engagement theory ( Kahn, 1990 ) whereby three change-related psychological conditions ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.409 | 0.836 | ["philosophy", "education"] | 472 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.531678 | [
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rformance in the form of proactive work behavior. The results supported the proposed model in that change-related meaning, change-related psychological safety, and change-related self-efficacy each had a direct positive effect on change engagement (H1, H3, and H5). In support of the validity of the model, the change-re... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.558 | 0.82 | ["philosophy"] | 420 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.531748 | [
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tantial 88% of the variance in change engagement. In line with H7, the results also showed that change engagement had a significant positive effect on proactive work behavior ( Griffin et al., 2007 ), a performance outcome widely considered to be important for sustained competitive performance within the contemporary w... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.553 | 0.864 | ["philosophy"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.531842 | [
0.03840393200516701,
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ations the three psychological conditions and proactive work behavior. Overall, the results are consistent with well-established theories, such as engagement theory ( Kahn, 1990 ), Job Demands-Resources theory ( Bakker and Demerouti, 2017 ), and Job Characteristics Theory ( Hackman and Oldham, 1980 ) that explain how m... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.421 | 0.828 | ["career", "motivation", "philosophy"] | 460 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.531918 | [
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logical resources result in performance outcomes. For the present case, employee change engagement, as a motivational construct, served as an explanatory mechanism by which three psychological conditions influenced employee proactive behavior. Overall, the research makes a number of contributions to the engagement and ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.573 | 0.84 | ["motivation", "philosophy"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.531997 | [
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), the research results support the extrapolation of engagement theory to the context of organizational change. Just as engagement theory has established the antecedents and outcomes associated with employees being enthusiastic and actively involved in their work roles, it is equally important to establish the antecede... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.558 | 0.82 | [] | 439 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.532058 | [
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tively involved in ongoing organizational change. Although previous research has included consideration of change-related organizational and job resources ( Albrecht et al., 2022a ), the current study is the first to assess psychological conditions of Kahn (1990) for work engagement within the context of organizational... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.391 | 0.834 | ["career", "education"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.532128 | [
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ed self-efficacy or change-related psychological safety. This finding is consistent with previous research that has highlighted the important contribution that meaningful work activities have on employee engagement, motivation, and performance ( May et al., 2004 ; Allan et al., 2019 ; Albrecht et al., 2021 ). The findi... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.425 | 0.852 | ["motivation", "philosophy"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.532196 | [
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ngful, that they can make a meaningful contribution, and that they can have a positive impact on their clients or customers. Employees who experience a heightened sense of purpose and contribution through their experience of organizational change will likely be more willing to engage enthusiastically in organizational ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.42 | 0.852 | [] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.532260 | [
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experience increased change self-efficacy will likely have greater self-confidence in their ability to deal effectively with the situational demands experienced during organizational change ( Hicks and Knies, 2015 ), and will therefore likely be more willing to engage enthusiastically in organizational change. That is,... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.496 | 0.692 | ["crisis"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.532332 | [
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implement change initiatives, and who feel confident they can successfully work through problems when going through change, are more likely to engage positively in change and perform more proactively in their work. The finding of a positive association between change-related psychological safety and change engagement i... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.551 | 0.832 | ["philosophy"] | 466 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.532411 | [
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nd employee engagement (e.g., May et al., 2004 ). The present findings suggest that employees who feel comfortable, confident, and willing to participate in change are therefore more likely to be positively engaged in change. Additionally, and beyond more generic conceptualizations and measures of psychological safety,... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.478 | 0.826 | ["philosophy"] | 474 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.532492 | [
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ence change-engagement and proactive performance. That is, employees who are not afraid to express their thoughts and opinions about change, and who are confident they would not experience negative consequences if they voiced concerns about proposed organizational change, are more likely to be enthusiastic about change... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.382 | 0.848 | ["philosophy"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.532559 | [
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ad a significant indirect effect on employee proactive work behavior. The results therefore suggest that in order to have employees who are more likely to initiate improved ways of doing their work, it is advisable to ensure employees have the personal resources to contribute meaningfully, safely, confidently, and comp... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.46 | 0.856 | [] | 499 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.532621 | [
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ngest indirect effect on proactive work behavior. The present results extend the organizational change literature by focusing on the context of ongoing change. In contrast to previous change literature that has largely focused on employee attitudes to a specific change, respondents were asked to think back over the cha... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.368 | 0.862 | ["philosophy"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.532690 | [
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ange in the form of restructures, mergers, new technologies, new systems, new policies, relocations, changes to work schedules, and changes in leadership. The model and the measures presented in the current research can therefore be applied more broadly within the contemporary context of constant and ongoing organizati... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.433 | 0.846 | ["leadership", "philosophy"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.532777 | [
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e self-efficacy, and change psychological safety are positively linked to employees feeling energized about ongoing organizational change and willing to strive toward the successful achievement of ongoing organizational change. Beyond identifying three psychological conditions that might help explain the emergence and ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.568 | 0.834 | ["war_conflict"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.532865 | [
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res of change meaningfulness, change self-efficacy, and change psychological safety. Given that confirmatory factor analysis supported the psychometric properties of the measures, researchers, and practitioners will be able to use such measures with a degree of confidence. The CFA and reliability analyses also further ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.557 | 0.826 | ["family"] | 445 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.532948 | [
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of change engagement ( Albrecht et al., 2022a ). Practical implications The findings add to the body of research supporting change engagement as a potentially useful resource that organizations can use to succeed in an environment of ongoing change. It has been well established that if employees are ready, open, and co... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.421 | 0.836 | [] | 431 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.533036 | [
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