Purpose

The purpose of this paper is to provide a dynamic, multi-faceted and multi-temporal model of organizational change capability (OCC) to better grasp the complexity of this construct which is still mainly defined through its facilitating conditions rather than its own characteristics.

Design/methodology/approach

Building on the literature on organizational learning, punctuated equilibrium, continuous transformation, organizational ambidexterity and dynamic capabilities, this paper critically analyzes the OCC construct by challenging the ways it is currently studied.

Findings

This paper highlights that OCC contains five dynamically and temporally interrelated dimensions: learning from past change experience, managing continuous change, managing episodic change, managing change without compromising core organizational activities as well as anticipating future change. A set of propositions that link the construct to its facilitators and outcomes are also suggested.

Originality/value

This conceptual analysis shows that recognizing the existence of tensions in change management constructs is crucial to gaining a deeper understanding of the complexities that organizations are facing today. In addition, by proposing a model both in continuity with the literature by adopting a dynamic conception of OCC, but also in discontinuity by shifting the focal point of analysis towards the essence of the construct rather than its peripheral variables, this research takes a step forward to tackle the remaining misconceptions around the interpretation of change capability.

中文翻译：

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发展组织变革能力：迈向动态、多方面、多时间模型

目的

本文的目的是提供一个动态、多方面、多时间的组织变革能力（OCC）模型，以更好地把握这一结构的复杂性，该结构仍然主要通过其促进条件而不是其自身特征来定义。

设计/方法论/途径

本文以组织学习、间断均衡、持续转型、组织双元性和动态能力方面的文献为基础，通过挑战目前的研究方式，批判性地分析了 OCC 的构造。

发现

本文强调 OCC 包含五个动态和时间上相互关联的维度：从过去的变革经验中学习、管理持续变革、管理偶发变革、在不影响核心组织活动的情况下管理变革以及预测未来变革。还提出了一系列将结构与其促进者和结果联系起来的命题。

原创性/价值

这一概念分析表明，认识到变革管理结构中存在的紧张关系对于更深入地了解组织当今面临的复杂性至关重要。此外，通过采用 OCC 的动态概念，提出了一个既与文献保持连续性的模型，又通过将分析焦点转向结构的本质而不是其外围变量来保持不连续性，本研究向前迈出了一步解决围绕变革能力解释的剩余误解。