状态观及过程观视域下组织变革准备研究综述与展望

变革准备是组织成员关于组织变革必要性、组织变革能力等方面的信念、态度和意图，是评价组织成员（个体或群体）变革反应的重要指标，其理论基础包括变革干预理论和动态能力理论。研究发现，自我概念、风险态度、学习动机、智商等个体因素，以及领导、沟通、组织氛围等情境因素都会影响变革准备，而变革准备直接影响员工变革意愿与变革行为，进而对组织效能产生影响。目前，变革准备研究还未形成独特的研究路径，也不足以为理论系统化提供支持，未来研究还需对变革准备的影响因素、维度结构、测量工具及内在认知机制等开展进一步探讨。

Review on Change Readiness from State and Process Perspectives

Change readiness is defined as an individual's beliefs, attitudes, and intentions regarding the extent to which changes are needed and the organization's capacity to successfully undertake those changes. It is an important concept to evaluate organization members about change reaction. The basis of change theory includes Change Intervention Theory and Dynamic Capability Theory. Studies have found that both the individual factors such as individual's self-concept, risk attitude, learning motivation, intelligence quotient and the situational factors such as leadership, communication, organizational climate will affect the change readiness. Change readiness will directly affect employee behavior of change and the desire to change, thus affect organizational effectiveness. At present, the research on change readiness haven't found an own research approach, and can't provide systematic theory support. Future research should be conducted to explore influence factors, dimensions structure, measure tool and internal cognitive mechanism in change readiness, and so on.