Model for Causes Elimination of Staff Resistance to Innovative Change: evidence from Lithuanian Health Care Institutions

Abstract

Frequent employee resistance to innovation is one of the main barriers of change failure in a health care organization and one of the negative stimuli of employment relationships. Identifying the reasons of resistance is a topical issue for every organization, as the speed of change can affect their competitiveness. Consequently, it is helpful not only to know the causes of potential resistance but also to be ready to control any implicit opposition. The organizational climate and the attitude of the staff play an important role in understanding and accepting innovation. Purpose of the study is to develop a model, which would facilitate the choice of an appropriate strategy necessary to enable the health care organization to eliminate or at least to reduce resistance to often essential innovative changes. The article analyses the root causes of resistance and identifies strategies that help to mitigate or eliminate staff resistance for innovation. Use of suggested model can make easier reducing staff resistance to change processes and thus speed up the implementation of innovations. This methodology can be used to eliminate the reasons for staff resistance to change in health care institutions of different countries, but it was tested in Lithuania and achieved good enough results.

Impact of minority perceived discrimination on resistance to innovation and moderating role of psychological distress: Evidence from ethnic minority students of China

“…According to scholars, ethnic discrimination is one of the crucial social issues that need researchers' attention (Verkuyten, 1998 ; Drejeris and Drejeriene, 2021 ; Andrade, 2022 ). Further, prejudice and stereotypescould be possible forms of discrimination that ethnic groups face.…”