The aftermath of organizational restructuring

Abstract

Purpose This study seeks to examine the association of employee's evaluation of organizational restructuring with the destruction of old social capital, development of new social capital, and the mediating role of perceived organizational support (POS). Design/methodology/approach Data were used from 419 teachers of Dutch secondary schools using hierarchical regression analyses. Findings Results show that more positive employees' evaluation of the organizational restructuring are less likely to remain relying on old social capital resources, and score higher on development of new social capital. Moreover, POS mediated the association of employee's evaluation of the organizational restructuring with old and new social capital. Research limitations/implications Future research, utilizing longitudinal designs and experiments that better lend it to causal inferences, are needed to examine relationships between organizational restructuring, POS, and social capital. Originality/value The results of this study provide a first step toward outlining the importance of organizational restructuring for social capital theory and how employees cope with transition to different work units. In organizations, having a shared language and narratives may allow team members to more easily integrate knowledge and provide better support to one another. Moreover, a common perspective and understanding among team members may allow employees members to anticipate the behavior of other members, thus promoting organizational efficiency and effectiveness.

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