中文导读

职场重组、生活习惯调整，为何总有人推不动？荷兰奈梅亨大学传播学者玛丽克·弗兰森团队新研究提示：抵制变化往往来自正当顾虑，而非单纯「难搞」。研究者基于美英2341人问卷，开发含36题的「变革抵制原因量表」，归纳出怀疑效果、缺乏相关性、伦理异议、自主受限、社会评价担忧、质疑推动者能力、偏好现状、能力不确定、付出过大、决策缺席、不公感与未知恐惧等12类原因。不同议题上主导原因不同——例如新疫苗场景中未知恐惧更突出，少吃肉议题则更多是现状偏好与相关性不足。弗兰森认为，摸清主要原因后，可用证据沟通、培训支持，或调整决策参与方式对症处理；抵制未必是坏事，认真对待甚至能改进方案。文中据phys.org 2026年10月16日报道及《基础与应用社会心理学》论文改写。

正文

People often call others difficult when they resist change. A new study from Radboud University says that resistance usually comes from clear concerns, not from a wish to cause trouble. Communication scientist Marieke Fransen and her colleagues identified 12 different reasons why people push back. Their paper appeared in Basic and Applied Social Psychology in 2026.

本段译文

人们常把抵制变化的人说成不好相处。奈梅亨大学一项新研究指出，抵制通常来自清楚的顾虑，而不是故意找麻烦。传播学者玛丽克·弗兰森及其同事归纳出人们抗拒的12种不同原因。论文于2026年发表在《基础与应用社会心理学》上。

The team built a tool called the Reasons for Resistance to Change Scale. It has 36 questions that help show why someone may oppose a plan. To create it, researchers studied questionnaire answers from 2,341 people in the United States and the United Kingdom. Fransen notes that people who resist are often dismissed too quickly. They may fear that a change will fail, that they lack the right skills, or that it will limit their freedom. Managers and communication officers, she argues, need to understand those worries before they try to fix them.

本段译文

团队开发了名为「变革抵制原因量表」的工具，共36道题，用来呈现某人可能反对某项计划的原因。为编制量表，研究者分析了美国与英国2341人的问卷回答。弗兰森指出，抵制者常被过快贴上标签：他们可能担心变化会失败、自己缺乏相应技能，或变化会限制自由。她认为，管理者与传播人员应先理解这些担忧，再谈如何应对。

The 12 reasons cover many sides of daily life and work. Some people doubt that a change will be effective. Others feel it has little personal relevance, or they raise ethical objections. Still others fear losing autonomy, worry about social judgment, or question the competence of the people driving the change. Preference for the status quo, uncertainty about one’s own abilities, and the effort a change demands also matter. Feeling left out of decisions, a sense of unfair treatment, and fear of the unknown complete the list.

本段译文

这12种原因覆盖日常生活与工作的多个侧面。有人怀疑变化是否有效；有人觉得与己无关，或提出伦理异议；还有人害怕失去自主、担心社会评价，或质疑推动变化者的能力。偏好现状、对自己能力不确定，以及变化所需付出，也很重要。感到决策中被排除、觉得对待不公，以及对未知的恐惧，则构成名单的其余部分。

Not every change triggers the same mix of reasons. Fransen says a lack of autonomy appears often. But the pattern then shifts. For a new vaccine in the study, fear of the unknown scored high. People who resisted eating less meat mainly preferred the status quo and did not see the change as personally relevant. Once leaders know the main drivers, they can respond more carefully. Clear evidence may help when people doubt effectiveness. Training and support may help when people fear they cannot adapt. Sometimes the answer is not only better messaging: if people feel excluded from decisions, giving them a real voice may reduce resistance.

本段译文

并非每次变化都会触发同样的原因组合。弗兰森说，缺乏自主感经常出现，但随后模式会改变。研究中面对新疫苗时，「对未知的恐惧」得分较高；而抵制少吃肉的人，主要偏好现状，也不觉得变化与自己相关。领导者一旦知道主要驱动因素，就能更审慎地回应：当人们怀疑有效性时，清晰证据可能有帮助；当人们害怕无法适应时，培训与支持可能有帮助。有时答案不只是更好的话术——若人们感到被排除在决策之外，给予真正发言权或许能降低抵制。

Fransen does not claim that resistance will disappear. She says it can even improve a plan when concerns are taken seriously. The key message is practical. Instead of guessing why people will not join a change, organizations can measure the reasons and address them in a more targeted way.

本段译文

弗兰森并不声称抵制会消失。她说，若认真对待顾虑，抵制甚至可能改进方案。关键信息很务实：与其猜测人们为何不跟进变化，组织不如测量原因，并以更有针对性的方式加以回应。

新闻来源

• phys.org · Resistance to change has 12 different drivers, new measurement tool reveals (16 Oct 2026)
• Basic and Applied Social Psychology · 12 Reasons Why People Resist Change: Development of the Reasons for Resistance to Change Scale (RRCS) (DOI: 10.1080/01973533.2026.2741816)

✳更多文章 →