A Review on Factors Influencing Readiness for Change Management in Organisation

  • Authors

    • Mohd Hafis Ahmad
    • Syuhaida Ismail
    • Wan Nurul Mardiah Wan Mohd Rani
    • Mohammad Hussaini Wahab
    https://doi.org/10.14419/ijet.v7i3.20.27338
  • change management, employee, organisation, readiness for change.

  • It is crucial for an organisation to understand employees’ readiness for the organisational change instead of focusing on resistance to change since it can be more useful for implementing effective human resource practices and organisation development interventions. Thus, this paper reviews the literature on employees’ readiness for change, particularly the factors that influence their readiness in the organisation. In this paper, the current organisation practices on change management is discussed before the concept of individual readiness for organisational change as well as its relationship with the four categories of antecedents, which are internal context, change content, process and individual attributes are reviewed. This paper also highlights some of the issues and research areas that can be considered for future studies in relation with change management in organisations.

     

     

  • References

    1. [1] Longenecker, C., Neubert, M., & Fink, L. (2007). Causes and consequences of managerial failure in rapidly changing organizations. Business Horizons, 50(2), 145–155.

      [2] Buono, A., & Kerber, K. (2010). Creating a sustainable approach to change: Building organizational change capacity. SAM Advanced Management Journal, Spring, 4- 21.

      [3] Malaysian Public Complaints Bureau (2016). Sources of Complaints Received From 1 January – 30 September 2016.

      [4] Shakeel PM, Baskar S, Dhulipala VS, Mishra S, Jaber MM., “Maintaining security and privacy in health care system using learning based Deep-Q-Networksâ€, Journal of medical systems, 2018 Oct 1;42(10):186.https://doi.org/10.1007/s10916-018-1045-z

      [5] Armenakis, A., Harris, S., & Mossholder, K. (1993). Creating readiness for organizational change. Human Relations, 46(6), 681–703.

      [6] Kotter, J., & Schlesinger, L. (1979). Choosing strategies for change. Harvard Business Review, 57(2), 59–67.

      [7] Halkos, G., & Bousinakis, D. (2012). Importance and influence of organizational changes on companies and their employees. Journal of Advanced Research in Management, 3(2), 90–104.

      [8] Elias, S. M. (2009). Employee Commitment in Times of Change: Assessing the Importance of Attitudes Toward Organizational Change. Journal of Management, 35(1), 37–55.

      [9] Hutagaol, P. (2012). Individual attributes of change readiness in Indonesian television companies experiencing corporate transformational change–a quantitative approach using structural. International Journal of Innovations in Business, 2(1), 60-85.

      [10] McKay, K. A. (2012). The Effect of Commitment, Communication and Participation on Resistance to Change: The Role of Change Readiness.

      [11] Choi, M., & Ruona, W. E. A. (2010). Individual Readiness for Organizational Change and Its Implications for Human Resource and Organization Development. Human Resource Development Review, 10(1), 46–73.

      [12] Dam, V. (2010). Organizational politics and the moderating role of organizational climate on change recipients’ readiness for change. ASAC 2010: Regina, Saskatchewan.

      [13] Hallgrimsson, T. (2008). Organizational change and change readiness: employees’ attitudes during times of proposed merger. University of Tromso.

      [14] Walinga, J. (2008). Toward a Theory of Change Readiness: The Roles of Appraisal, Focus, and Perceived Control. The Journal of Applied Behavioral Science, 315-347.

      [15] Soumyaja, D., Kamalanabhan, T., & Bhattacharyya, S. (2011). Employee Readiness to Change and Individual Intelligence: The Facilitating Role of Process and Contextual factors. International Journal of Business Insights & Transformation, 4(2), 85-92.

      [16] Holt, D. T., Armenakis, A. A., Feild, H. S., & Harris, S. G. (2007). Readiness for Organizational Change: The Systematic Development of a Scale. The Journal of Applied Behavioral Science, 43(2), 232–255.

      [17] Morgeson, F., Johnson, M., Campion, M., Medsker, G., & Mumford, T. (2006). Understanding reactions to job redesign: A quasi experimental investigation of the moderating effects of organizational context on perceptions of performance. Personnel Psychology, 59(2), 333–363.

      [18] Kiefer, T. (2005). Feeling bad: Antecedents and consequences of negative emotions in ongoing change. Journal of Organizational Behavior, 897(May), 875–897.

      [19] Armenakis, A. A., & Harris, S. G. (2002). Crafting a change message to create transformational readiness. Journal of Organizational Change Management, 15(2), 169–183.

      [20] Sridhar KP, Baskar S, Shakeel PM, Dhulipala VS., “Developing brain abnormality recognize system using multi-objective pattern producing neural networkâ€, Journal of Ambient Intelligence and Humanized Computing, 2018:1-9. https://doi.org/10.1007/s12652-018-1058-y

      [21] Jones, R. A., Jimmieson, N. L., & Griffiths, A. (2005). The impact of organizational culture and reshaping capabilities on change implementation success: The mediating role of readiness for change. Journal of Management Studies, 42(March), 361–386.

      [22] Al-Abrrow, H. A. (2013). Individual Differences as a Moderator of the Effect of Organisational Commitment on Readiness for Change : A Study of Employees in the Higher Education Sector in Iraq. International Journal of Management, 30(4), 294–309.

      [23] Faghihi, A., & Allameh, S. (2012). Investigating the Influence of Employee Attitude toward Change and Leadership Style on Change Readiness by SEM (Case Study: Isfahan Municipality). International Journal, 2(11), 215–227.

      [24] Korsgaard, M.A., Sapienza, H.J., & Schweiger, D.M. (2002) Beaten before begun: the role of procedural justice in planning change. Journal of Management, 28(4), 497–516.

      [25] Bouckenooghe, D., Devos, G., & van den Broeck, H. (2009). Organizational Change Questionnaire-Climate of Change, Processes, and Readiness: development of a new instrument. The Journal of psychology, 143(6), 559–99.

      [26] Sztompka, P. (1998). Trust, distrust and two paradoxes of democracy. European Journal of Social Theory, 1(1), 19-32.

      [27] Harvey, S., & Keashly, L. (2003). Rumination: A psychological mechanism for transmitting and maintaining the effects of emotional abuse at work. Proceeding of the American Society for Business and the Behavioural Sciences, 10, 593-601.

      [28] Byrne, Z.S., Kacmar, C., Stoner, J., & Hochwarter, W.A. (2005). The relationship between perceptions of politics and depressed mood at work: unique moderators across three levels. Journal of Occupational Health Psychology, 10(4), 330–343.

      [29] Martin, M. M. (1998). Trust leadership. Journal of Leadership Studies, 5, 41-49.

      [30] Reinke, S. J. (2003). Does the firm really matter? Leadership, trust, and the acceptance of the performance appraisal process. Review of Public Personnel Administration, 23(1), 23–37.

      [31] Hultman, K. (1995). Scaling the wall of resistance. Training and Development, 49(10), 15–18.

      [32] MuhammedShafi. P,Selvakumar.S*, Mohamed Shakeel.P, “An Efficient Optimal Fuzzy C Means (OFCM) Algorithm with Particle Swarm Optimization (PSO) To Analyze and Predict Crime Dataâ€, Journal of Advanced Research in Dynamic and Control Systems, Issue: 06,2018, Pages: 699-707

      [33] Covin, T. J., & Kilmann, R. H. (1990). Participant perceptions of positive and negative influences on large-scale change. Group and Organization Studies, 15, 233-248.

      [34] Jones, E., Watson, B., Gardner, J., & Gallois, C. (2004). Organizational communication: Challenges for the new century. Journal of Communication, 54, 722-750.

      [35] Kotter, J., & Schlesinger, L. (1979). Choosing strategies for change. Harvard Business Review, 57(2), 59–67.

      [36] Mowday, R. T., Steers, R. M., & Porter, L.W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14, 224-247.

      [37] P. Mohamed Shakeel; Tarek E. El. Tobely; Haytham Al-Feel; Gunasekaran Manogaran; S. Baskar., “Neural Network Based Brain Tumor Detection Using Wireless Infrared Imaging Sensorâ€, IEEE Access, 2019, Page(s): 1

      [38] Powell, M. D., & Meyer, P. J. (2002). Side-bet theory and the here-component model of organizational commitment. Journal of Vocational Behavior, 65, 157-177.

      [39] Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance and normative commitment to organization: A meta-analysis of antecedents, correlates and consequences. Journal of Vocational Behavior, 61, 20-52.

      [40] Potter, M. A. (2015). Successful Change and Transformation Management. London, Great Britain : Lulu

      [41] Judith B, v. G. (2014). Visual Leaders: New Tools for Visioning, Management, and Organization Change. CreateSpace Independent Publishing Platform.

      [42] Matthews & Joshua M. (2014). The Change Management Pocket Guide. CreateSpace Independent Publishing Platform.

      [43] Lewin, K. (1947). Frontiers in Group Dynamics: Concept, Method and Reality in Social Science; Social Equilibria and Social Change. Human Relations, 1(1), 5– 41.

      [44] Eby, L. T., Adams, D. M., Russell, J. E. a., & Gaby, S. H. (2000). Perceptions of Organizational Readiness for Change: Factors Related to Employees’ Reactions to the Implementation of Team-Based Selling. Human Relations, 53(3), 419– 442.

      [45] Weber, P. S., & Weber, J. E. (2001). Changes in employee perceptions during organizational change. Leadership & Organization Development Journal, 22(6), 291–300.

      [46] Rafferty, A. E., & Simons, R. H. (2005). an Examination of the Antecedents of Readiness for Fine-Tuning and Corporate Transformation Changes. Journal of Business and Psychology, 20(3), 325–350.

      [47] Ozag, D. (2006). The relationship between the trust, hope, and normative and continuance commitment of merger survivors. Joumal of Management Development, 25 (9), 870-883.

      [48] Herscovitch, L., & Meyer, J. P. (2002). Commitment to organizational change: Extension of a three-component model. Journal of Applied Psychology, 87(3), 474–487.

      [49] Madsen, S. R., Miller, D., & John, C. R. (2005). Readiness for organizational change: Do organizational commitment and social relationships in the workplace make a difference? Human Resource Development Quarterly, 16(2), 213–234.

      [50] Iverson, R. (1996). Employee acceptance of organizational change: the role of organizational commitment. International Journal of Human Resource Management, 7(February), 122–149.

      [51] Cunningham, C. E., Woodward, C. A., Shannon, H. S., MacIntosh, J., Lendrum, B., Rosenbloom, D., & Brown, J. (2002). Readiness for organizational change: A longitudinal study of workplace, psychological and behavioural correlates. Journal of Occupational and Organizational Psychology, 75(4), 377–392.

      [52] Wanberg, C. R., & Banas, J. T. (2000). Predictors and outcomes of openness to changes in a reorganizing workplace. The Journal of applied psychology, 85(1), 132–42.

      [53] Lam, S. S. K., & Schaubroeck, J. (2000). A field experiment testing frontline opinion leaders as change agents. Journal of Applied Psychology, 85(6), 987–995.

      [54] Van Knippenberg, D. and van Leeuwen, E. (2001) Organizational identity after a merger: sense of continuity as the key to postmerger identification, in: M.A. Hogg and D.J. Terry (eds) Social Identity Processes in Organizational Contexts, pp. 249–264 (Philadelphia: Psychology Press).

      [55] Peach, M., Jimmieson, N. L. & White, K.M. (2005). Beliefs underlying employee readiness to support a building relocation: A theory of planned behavior perspective. Organization Development Journal, 23(3), 9-22.

      [56] Preeth, S.K.S.L., Dhanalakshmi, R., Kumar, R.,Shakeel PM.An adaptive fuzzy rule based energy efficient clustering and immune-inspired routing protocol for WSN-assisted IoT system.Journal of Ambient Intelligence and Humanized Computing.2018:1–13. https://doi.org/10.1007/s12652-018-1154-z

      [57] Ferreira, E., & Antwerpern, S. V. (2011). Productivity and morale of administrative employees in the South African Public Service. African Journal of Business Management, 5(32), 12606-12614.

      [58] Shah, N. (2011). A study of the relationship between organisational justice and employee readiness for change. Journal of Enterprise Information Management, 24(3), 224–236.

      [59] Robbins, S. P., & Judge, T. A. (2007). Organizational behavior (15th ed.). Pearson International Edition. New Jersey: Pearson Prentice Hall Inc.

  • Downloads

  • How to Cite

    Hafis Ahmad, M., Ismail, S., Nurul Mardiah Wan Mohd Rani, W., & Hussaini Wahab, M. (2018). A Review on Factors Influencing Readiness for Change Management in Organisation. International Journal of Engineering & Technology, 7(3.20), 775-779. https://doi.org/10.14419/ijet.v7i3.20.27338