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Change fatigue refers to the state when excessive change has led workers to feel exhausted and unable to further adapt. While the concept of change fatigue has been discussed, research exploring predictors, mediators and consequences of change fatigue is limited. The purpose of this study was to empirically demonstrate that organizational change frequency predicts change fatigue, and that change fatigue predicts important outcomes (e.g. reduced performance) via mediators such as reduced commitment and satisfaction.

In two cross-sectional studies, the authors explored predictors, mediators and outcomes of change fatigue.

In study one, participants from organizations experiencing more change reported greater change fatigue, and change fatigue predicted increased strain, burnout, intention to turnover and decreased engagement. In study two, change fatigue had significant indirect effects on teamwork, turnover intention and performance via reduced job satisfaction and organizational commitment.

Both studies were cross-sectional; future studies should explore the predictors and consequences of change fatigue longitudinally.

Change managers need to be aware that frequent organizational changes predict change fatigue, which reduces both job satisfaction and organizational commitment and leads to worse performance.

This is the first study demonstrating that change frequency predicts change fatigue, and that fatigue impacts performance outcomes via reduced satisfaction and commitment.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Researchers from the US showed that working adults who experienced more work change reported greater levels of fatigue, leading to increased burnout, strain, intention to leave and decreased engagement. A second study revealed change fatigue had significant indirect effects on teamwork and turnover intention. Meanwhile, results confirmed that performance suffered because of reduced job satisfaction and organizational commitment.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.