Readiness for Organizational Change

Holt, Daniel T.; Armenakis, Achilles A.; Feild, Hubert S.; Harris, Stanley G.

doi:10.1177/0021886306295295

Cited by 815 publications

(450 citation statements)

References 37 publications

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“…Furthermore, it helps employees change their conceptual as well as the emotional viewpoints on their current status quo (Buchanan et al, 2005;Lai & Ong, 2010). In support of this, Holt et al (2007) suggested a more comprehensive approach including structured communication process to staff on compelling reasons for the intended change, the enablers and intended outcome. When adequate communication is deployed to employees, they will be more likely to understand and will resonate the idea of the insecurity of the current status and further open their mind.…”

Section: Literature Reviewmentioning

confidence: 99%

The Effect of Internal Communication on Employees’ Commitment to Change in Malaysian Large Companies

Marchalina¹,

Ahmad²

2017

BMS

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Employees' commitment seems to be vital in decision making for any organizations in order to be able in business competition and to adapt with changes. The commitment among employees can be a crucial tool for improving their performance in organizations. Communication is needed to raise awareness among employees on the need of change as well as creating the readiness to the change whereby it leads to the commitment to change. The objective of this paper is to examine the influence of internal communication on employees' commitment to change. Apparently, this issue likely has attracted the attention among either scholars or researchers. The theoretical contribution has been added in this study by investigating the effect of internal communication in influencing employees' commitment to change. A survey of structured questionnaire was conducted in five-hundred fifty employees in Malaysian large companies. The significant relationship has been found between internal communication and employees' commitment to change through multivariate regression analysis. Moreover, the implications to practice and theory are discussed.

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Section: Literature Reviewmentioning

confidence: 99%

The Effect of Internal Communication on Employees’ Commitment to Change in Malaysian Large Companies

Marchalina¹,

Ahmad²

2017

BMS

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“…Skala yang digunakan dalam penelitian ini terdiri dari tiga macam. (1) Skala kesiapan individu untuk berubah yang mengacu pada teori Holt et al (2007) …”

Section: Instrumen Penelitianunclassified

“…Pemimpin organisasi, dalam hal ini perlu untuk menilai kesiapan perubahan sebelum mereka memperkenalkan perubahan itu sendiri, agar mereka mampu mengidentifikasi kesenjangan antara inisiatif mengenai perubahan yang mereka ajukan dengan harapan yang dimiliki pegawai (Holt, Armenakis, Feild, & Harris, 2007). Hasil penilaian ini diharapkan menjadi panduan bagi organisasi untuk menentukan cara dan langkah terbaik dalam menerapkan perubahan.…”

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Peranan Psychological capital terhadap Kesiapan Individu untuk Berubah yang Dimoderatori oleh Persepsi Dukungan Organisasi

Munawaroh¹,

Meiyanto²

2017

jpsi

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Abstract. The effectiveness of change implementation in an organization depends on the level of individual readiness for change. Low level of individual readiness can cause resistance to change. This study was aimed to test the role of psychological capital (psycap) to individual readiness for change (IRFC) moderated by perceived organizational support (POS). Data were collected using the individual readiness for change scale, the psychological capital scale and the perceived organizational support scale. The subjects were 351 employees of Local Government in Yogyakarta that embrace changing position (inpassing). Moderated regression analysis was used to test the hypothesis. Data analysis showed that both of psycap and POS play role as predictors to IRFC (R 2 =0.350; p<0.05), but POS does not moderates the of effect psycap on IRFC (F=2.267;p>0.05). This research underlines the importance of resilience as psycap's dimension to increase the individual readiness for change in an organization. Keywords

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“…The researchers have used synonym terms for the learning organizations including (knowing organization, thinking organization, and purposeful organization) (Lozano, 2015;Holt, and Harris, 2007). The learning organization is defined by a set of definitions, but the definition that serves the objectives of this study is the following: (Is the organization that works to create, exchange and transfer knowledge, according to the reciprocal, participatory and complementary relationships which leading to modify its behavior, for starting to collective learning , development of the existing thinking patterns, creation of new thinking patterns and development of creativity to achieve adaptation, change and development, as well as achieving the collective aspirations and strategic objectives) (Bryan, 2009) .…”

Section: Learning Organizationmentioning

confidence: 99%

Learning Organization Impact on Internal Intellectual Capital Risks: An Empirical Study in the Jordanian Pharmaceutical Industry Companies

Alnidawi

Omran²

2016

IBR

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The intellectual capital with its different dimensions (Social Capital, Structural Capital, Human Capital, Creative Capital and Relational Capital) is a part of the strategic assets, which helps organizations to survive in the changing globalization environment. The intellectual capital is exposed to many risks at the level of internal environment, which require to be studied and to know their origins and diagnose their causes in order to dealing with its. The continuous learning, supporting leadership, organizing social activities that support self-learning and collective learning that contribute to the enhancement of knowledge leading to generate creativity as a part of the most important handling factors of the intellectual capital risks. This study aims to clarify the contribution mechanism of learning organization to dealing with internal intellectual capital risks. As well as, making recommendations to the decision-makers in this sector, which would contribute to the development of their organizations and help to convert them into learning organizations, and contribute to achieve their objectives efficiently and effectively. Four companies were chosen from (24) companies as a sample for this study. This study found a set of results focusing on that the learning organization can work on dealing with of intellectual capital risks with its different kinds through practicing the philosophy of learning organization. The study also found a set of recommendations that serve the purpose of the study.

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Readiness for Organizational Change

Cited by 815 publications

References 37 publications

The Effect of Internal Communication on Employees’ Commitment to Change in Malaysian Large Companies

The Effect of Internal Communication on Employees’ Commitment to Change in Malaysian Large Companies

Peranan Psychological capital terhadap Kesiapan Individu untuk Berubah yang Dimoderatori oleh Persepsi Dukungan Organisasi

Learning Organization Impact on Internal Intellectual Capital Risks: An Empirical Study in the Jordanian Pharmaceutical Industry Companies

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