Antecedents of employee readiness for change in the IT sector and the manufacturing sector: a comparative study

Soumyaja, Devi; Kamalanabhan, T. J.; Bhattacharyya, Somnath

doi:10.1504/ijhrdm.2018.093444

Cited by 4 publications

(8 citation statements)

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“…The study also reveals that career mobility of IT professions has helped employees to leverage their general human capital to augment themselves to 'key managerial positions'. In spite of the vast changes occurring in the field, very few studies have come up looking into changing career attitude of employees (Gulyani & Bhatnagar, 2017;Soumyaja et al, 2018) and its impact on life and career outcomes.…”

Section: The Research Site: Characterising Protean Careers In the Indmentioning

confidence: 99%

Insight to Impact: The Effect of Protean Career Attitude on Employability Perceptions of IT Professionals

Nimmi¹,

Zakkariya²,

Nezrin³

2020

Colombo Bus. J

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In the contemporary career-scape, protean career attitude is considered as an innovative approach of employees to channel their aspirations independently and to explore their future career prospects on their own. The accelerating rate of change in the nature and types of work necessitates the development of a protean attitude, which in turn will have an impact on the employability perceptions of employees. This study postulates that protean career attitude positively influences internal and external dimensions of employability, and this influence is mediated by career insight, i.e., greater goal clarity and deeper understanding of one's skills and interest. The proposed hypotheses were tested among software engineers employed in the Information Technology (IT) industry and the results indicated that protean attitude predicted both internal employability and external employability, and career insight partially mediates the associations. The study further discusses the importance of employeecentric work culture to retain protean talents.

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Section: The Research Site: Characterising Protean Careers In the Indmentioning

confidence: 99%

Insight to Impact: The Effect of Protean Career Attitude on Employability Perceptions of IT Professionals

Nimmi¹,

Zakkariya²,

Nezrin³

2020

Colombo Bus. J

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“…These initial findings are indeed promising, but future studies should further develop the IAQ and continue to test the psychometric properties of the tool. Similar to the focus, courage, and curiosity items, the loadings for some antecedent and outcome variable items could be improved; for example, the change readiness item, “How often do you feel change is happening to you rather than you being able to control it?” could be refined to, “How often do you feel equipped with the internal resources required to thrive in circumstances which may change around you?” (Soumyaja et al, 2011). Future research should also investigate the unique versus combined effects of experimentation, human connection, and self-accountability on IAQ.…”

Section: Discussionmentioning

confidence: 99%

“…Studies suggest a positive relationship between adaptability and life satisfaction through moderating variables such as human connection (Zhou & Lin, 2016). Similarly, the ability to embrace change—i.e., change readiness—is also proposed to be associated with an increased ability to intentionally adapt, although often in the literature these constructs are referred to interchangeably (Nansubuga & Munene, 2013; Soumyaja et al, 2011). Figure 2 presents the proposed nomological net, showing the relationships between antecedents, IAQ, and outcomes…”

Section: Potential Outcomes Of Iaqmentioning

confidence: 99%

“…could be refined to, "How often do you feel equipped with the internal resources required to thrive in circumstances which may change around you?" (Soumyaja et al, 2011). Future research should also investigate the unique versus combined effects of experimentation, human connection, and self-accountability on IAQ.…”

Section: Recommendations For Future Researchmentioning

confidence: 99%

“…Furthermore, it is suggested that factors such as the degree to which individuals are self-accountable, value human connection, are inclined to experiment, and take the time to reflect may be antecedents to an individual’s ability to intentionally adapt (Boylan & Turner, 2017; Chang et al, 2017; Parmentier et al, 2019; Son, 2018). Additionally, there may be several positive outcomes associated with increased intentional adaptability, including life satisfaction and change readiness (Ghosh et al, 2019; Soumyaja et al, 2011). However, despite some theoretical support, no empirically validated measure of IAQ exists.…”

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confidence: 99%

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Validating the Intentional Adaptability Quotient for uses in consulting psychology.

Locaso¹,

Louie²,

Albrecht³

et al. 2023

Consulting Psychology Journal

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The ability to adapt at an individual and organizational level is considered essential to thrive in today’s business climate and world of work. The concept of adaptability refers to an individual’s ability to adjust to change effectively, and it can be presented as both an inherent trait as well as a skill that can be developed. The aim of the current study was to validate the factor structure of the Intentional Adaptability Quotient (IAQ) and to test a model of proposed antecedents and outcomes; 490 individuals completed the 56-item IAQ self-report survey online. Confirmatory factor analysis provided support for a three-factor IAQ model comprising of focus, courage, and curiosity as higher-order factors. The IAQ was found to positively predict change readiness and life satisfaction. This study offers support for the validity of the IAQ as a measure that can be used for research and in leadership and professional-development programs.

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How does human relations climate and organizational support affect readiness to change? The mediating role of employee participation and leadership excellence

Mumtaz¹,

Selvarajah

Meyer

2023

Glob Bus Org Exc

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The emerging competitiveness in the external environment and persistent need for adaptation have led organizations to recognize the essence of successful readiness to change. While individual and organizational outcomes of readiness to change have been discussed in the existing literature, a lack of clarity exists regarding how individuals embrace readiness for change. Using the social exchange theory, this empirical research examines the impact of perceived organizational support and human relations climate on individual readiness for change. The research also incorporates the intervening role of employee participation and leadership excellence for understanding the indirect effects. Hypotheses regarding the relationship between the key variables were tested through a structural equation model on a sample consisting of 284 respondents from managerial‐level employees in organizations from Pakistan. The findings suggested a positive impact of human relations climate on readiness to change. In addition to the direct effects, indirect effects via employee participation and leadership excellence were found to be significant on readiness to change. Based on the findings, theoretical and practical implications of the study along with suggestions for improvement are also elaborated.

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Antecedents of employee readiness for change in the IT sector and the manufacturing sector: a comparative study

Cited by 4 publications

References 0 publications

Insight to Impact: The Effect of Protean Career Attitude on Employability Perceptions of IT Professionals

Insight to Impact: The Effect of Protean Career Attitude on Employability Perceptions of IT Professionals

Validating the Intentional Adaptability Quotient for uses in consulting psychology.

How does human relations climate and organizational support affect readiness to change? The mediating role of employee participation and leadership excellence

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