Abstract
An increasing number of scholars have emphasized the implications of organizational history for understanding organizational behavior. Yet little is known how individuals’ perceptions of the past can positively or negatively affect proactive change behaviors. In this study we first theoretically develop and empirically validate a measure for perceived organizational history. Three validation studies lend support for three distinctive constructs of perceived promotive, prohibitive and presence of history. We then use two diary studies to test the influence of perceived history on employees’ daily change behaviors. Noting individuals’ different time orientations, we also examine moderating effects of mindfulness and feelings of nostalgia. The findings add to current knowledge on how the appraisal of imprints of the past can make employees promote or decline change. Important implications for organizations are drawn.
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