Organizational Justice and Readiness for Change: A Concomitant Examination of the Mediating Role of Perceived Organizational Support and Identification
Survival in today’s global economy requires organizations to be flexible and adapt readily to the ever-changing marketplace. However, more than 70% of organizational change initiatives fail, mostly due to employees’ resistance to change. The literature has identified readiness for change (RFC) as an...
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doaj-466fd08e00954575bf4c79f461bbba852020-11-24T22:15:24ZengFrontiers Media S.A.Frontiers in Psychology1664-10782018-07-01910.3389/fpsyg.2018.01172344563Organizational Justice and Readiness for Change: A Concomitant Examination of the Mediating Role of Perceived Organizational Support and IdentificationElodie Arnéguy0Elodie Arnéguy1Marc Ohana2Florence Stinglhamber3Centre de Recherche et d’Études en Gestion, Université de Pau et des Pays de l’Adour, Pau, FrancePsychological Sciences Research Institute, Université catholique de Louvain, Louvain-la-Neuve, BelgiumKedge Business School, Talence, FrancePsychological Sciences Research Institute, Université catholique de Louvain, Louvain-la-Neuve, BelgiumSurvival in today’s global economy requires organizations to be flexible and adapt readily to the ever-changing marketplace. However, more than 70% of organizational change initiatives fail, mostly due to employees’ resistance to change. The literature has identified readiness for change (RFC) as an important cognitive precursor of resistance. A body of research has accordingly investigated the determinants of employees’ RFC. In particular, RFC has been shown to be positively predicted by employees’ perceptions of fair treatment. Little is known, however, on the mechanisms underlying this relationship. Relying on social exchange theory and social identity theory, this paper investigates the concomitant mediating role of perceived organizational support (POS) and organizational identification (OID) between overall justice and RFC. One hundred and forty-five employees of a company located in France participated in a survey-based study. Results of the path analyses indicated that POS mediates the positive effect of organizational justice on RFC, while OID does not act as a mediator in this relationship. As a whole, these results show the relevance of social exchange theory to better understand how employees become ready to change in organizational settings.https://www.frontiersin.org/article/10.3389/fpsyg.2018.01172/fullreadiness for changeoverall justicejusticeperceived organizational supportorganizational identificationorganizational change |
collection |
DOAJ |
language |
English |
format |
Article |
sources |
DOAJ |
author |
Elodie Arnéguy Elodie Arnéguy Marc Ohana Florence Stinglhamber |
spellingShingle |
Elodie Arnéguy Elodie Arnéguy Marc Ohana Florence Stinglhamber Organizational Justice and Readiness for Change: A Concomitant Examination of the Mediating Role of Perceived Organizational Support and Identification Frontiers in Psychology readiness for change overall justice justice perceived organizational support organizational identification organizational change |
author_facet |
Elodie Arnéguy Elodie Arnéguy Marc Ohana Florence Stinglhamber |
author_sort |
Elodie Arnéguy |
title |
Organizational Justice and Readiness for Change: A Concomitant Examination of the Mediating Role of Perceived Organizational Support and Identification |
title_short |
Organizational Justice and Readiness for Change: A Concomitant Examination of the Mediating Role of Perceived Organizational Support and Identification |
title_full |
Organizational Justice and Readiness for Change: A Concomitant Examination of the Mediating Role of Perceived Organizational Support and Identification |
title_fullStr |
Organizational Justice and Readiness for Change: A Concomitant Examination of the Mediating Role of Perceived Organizational Support and Identification |
title_full_unstemmed |
Organizational Justice and Readiness for Change: A Concomitant Examination of the Mediating Role of Perceived Organizational Support and Identification |
title_sort |
organizational justice and readiness for change: a concomitant examination of the mediating role of perceived organizational support and identification |
publisher |
Frontiers Media S.A. |
series |
Frontiers in Psychology |
issn |
1664-1078 |
publishDate |
2018-07-01 |
description |
Survival in today’s global economy requires organizations to be flexible and adapt readily to the ever-changing marketplace. However, more than 70% of organizational change initiatives fail, mostly due to employees’ resistance to change. The literature has identified readiness for change (RFC) as an important cognitive precursor of resistance. A body of research has accordingly investigated the determinants of employees’ RFC. In particular, RFC has been shown to be positively predicted by employees’ perceptions of fair treatment. Little is known, however, on the mechanisms underlying this relationship. Relying on social exchange theory and social identity theory, this paper investigates the concomitant mediating role of perceived organizational support (POS) and organizational identification (OID) between overall justice and RFC. One hundred and forty-five employees of a company located in France participated in a survey-based study. Results of the path analyses indicated that POS mediates the positive effect of organizational justice on RFC, while OID does not act as a mediator in this relationship. As a whole, these results show the relevance of social exchange theory to better understand how employees become ready to change in organizational settings. |
topic |
readiness for change overall justice justice perceived organizational support organizational identification organizational change |
url |
https://www.frontiersin.org/article/10.3389/fpsyg.2018.01172/full |
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