Daily Work Contexts and Resistance to Organisational Change: The Role of Leader–Member Exchange, Development Climate, and Change Process Characteristics

In the last decade, researchers have started to investigate the psychological processes that are involved in employees’ experiences of organisational change. The present study examined how characteristics of the daily work context related to employees’ resistance to change through aspects of the change process. The results supported the research model, showing that the relationships of leader–member exchange and perceived development climate with employees’ resistance to a merger were fully mediated by three change process characteristics (i.e. information, participation, and trust in management). In addition, two individual‐level characteristics (i.e. openness to job changes, and organisational tenure) showed significant relationships with resistance to change. Employees’ role breadth self‐efficacy was not related to resistance. Together, the results suggest a number of ways in which organisations can increase the effectiveness of their change efforts. Au cours de la dernière décennie, les chercheurs ont commencéàétudier les processus psychologiques à l’?vre dans les expériences des employés lors d’un changement organisationnel. La présente étude examine la façon dont les caractéristiques d’un contexte de travail quotidien sont en lien avec la résistance au changement des salariés à travers certains aspects du processus de changement. Les résultats confirment le modèle de recherche en montrant que les relations de LMX (Leader–Member Exchange) et du climat de développement perçu avec la résistance des salariés à une fusion étaient totalement médiées par trois caractéristiques processuelles de changement (l’information, la participation et la confiance dans la direction). De plus, les caractéristiques individuelles (ouverture aux changements de travail et titularisation au sein de l’organisation) sont significativement liées à la résistance au changement. L’efficacité de l’ampleur du rôle des salariés n’est pas liée à la résistance. Ensemble, ces résultats ouvrent quelques voies que les organisations peuvent utiliser pour augmenter l’efficacité de leurs efforts de changement.     

Christian Supersessionism,Zionism, and the Contemporary Scene

Postliberal theology has been a topic of considerable theological debate over the past few decades. In his 2011 book Another Reformation, Peter Ochs deploys a postliberal theological model for the purpose of developing a sophisticated understanding of the future of interreligious relations. Ochs argues that postliberal theology is a reparative theology focusing on alleviating human suffering. He argues that the Christian idea of supersessionism may be the most challenging for Christians to confront as they explore avenues for making interreligious dialogue more effective. Ochs critiques the Mennonite theologian John Howard Yoder's understanding of Zionism as Jewish Constantianism for being an instance of an ostensibly postliberal theology losing its way. In this essay, I offer a critique of Ochs's reading of Yoder, claiming that Yoder's view actually mirrors an important intra‐Jewish debate about the relationship between political power and piety, and retrieves an ingenious contribution of both early Judaism and early Christianity that is effaced in today's growing Constantinian approach to Christian imperialism and Jewish nationalism.