Psychological Readiness for Organizational Change and its Socio-Psychological Predictors
Objectives. The study of socio-psychological predictors of employees’ readiness for changes (iden- tification with the organization as a whole, identification with the unit, injective and descriptive norms) and the ratio of their contribution to the formation of employees’ readiness for changes....
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doaj-b851083f6dfb44e482c2f436c42748612020-12-30T22:09:59ZrusMoscow State University of Psychology and EducationСоциальная психология и общество2221-15272311-70522020-12-0111415116410.17759/sps.2020110411Psychological Readiness for Organizational Change and its Socio-Psychological PredictorsNaumtseva Е.A.0https://orcid.org/0000-0001-8058-6774Stroh W.A. 1https://orcid.org/0000-0002-3627-9950consulting company Intend, Moscow, Russia, e-mail: coachingv@gmail.com National Research University «Higher School of Economics», Moscow, Russia, e-mail: vshtroh@hse.ruObjectives. The study of socio-psychological predictors of employees’ readiness for changes (iden- tification with the organization as a whole, identification with the unit, injective and descriptive norms) and the ratio of their contribution to the formation of employees’ readiness for changes. Background. Due to rapid technological development, the number of necessary changes within or- ganizations is growing. A well-formed employees’ readiness for the upcoming changes is needed for the success of their implementation. It will affect the productivity of work processes. Study design. The study examined the level of readiness for organizational changes, the level of identification with the organization, with the unit, and subjective norms (injective and descriptive). Re- gression analysis was used to process the data. Socio-demographic characteristics differences were ana- lyzed using the Mann—Whitney U-test and the Kruskel-Wallis N-test. Participants. The study sample included the state medical organization employees’ implementing electronic records and medical records (n = 308). Measurements. To evaluate variables, we used questionnaire “Readiness for Organizational Change” by D. Holt, questionnaire by B. Ashfort, F. Mael “Organizational Identification”, and scales for assessing perceived norms of M. Fishbein and A. Aizen. Results. It is established that identification with an organization, identification with a unit, an injective and descriptive norm are associated with a readiness to change. The strongest predictor of readiness for organizational change is the injective norm for change, the next most powerful predictor is the descriptive norm for change. A less significant contribution to readiness is identification with the organization as a whole. Identification with the working group (or unit) is associated with readiness to change negatively. The level of readiness for organizational changes among managers is significantly higher than among performers. Conclusions. Identification with the organization and unit, injective and descriptive norms make a significant contribution to the formation of employee readiness for change. Significant differences were found in the level of readiness for changes depending on the position: managers demonstrate a higher level compared to ordinary employees. The results of the study can be used by managers and manage- ment consultants to assess and build readiness for change.https://psyjournals.ru/en/social_psy/2020/n4/Naumtseva_Stroh.shtmlreadiness for organizational changesorganizational identificationidentification with a unitinjective group norms |
collection |
DOAJ |
language |
Russian |
format |
Article |
sources |
DOAJ |
author |
Naumtseva Е.A. Stroh W.A. |
spellingShingle |
Naumtseva Е.A. Stroh W.A. Psychological Readiness for Organizational Change and its Socio-Psychological Predictors Социальная психология и общество readiness for organizational changes organizational identification identification with a unit injective group norms |
author_facet |
Naumtseva Е.A. Stroh W.A. |
author_sort |
Naumtseva Е.A. |
title |
Psychological Readiness for Organizational Change and its Socio-Psychological Predictors |
title_short |
Psychological Readiness for Organizational Change and its Socio-Psychological Predictors |
title_full |
Psychological Readiness for Organizational Change and its Socio-Psychological Predictors |
title_fullStr |
Psychological Readiness for Organizational Change and its Socio-Psychological Predictors |
title_full_unstemmed |
Psychological Readiness for Organizational Change and its Socio-Psychological Predictors |
title_sort |
psychological readiness for organizational change and its socio-psychological predictors |
publisher |
Moscow State University of Psychology and Education |
series |
Социальная психология и общество |
issn |
2221-1527 2311-7052 |
publishDate |
2020-12-01 |
description |
Objectives. The study of socio-psychological predictors of employees’ readiness for changes (iden- tification with the organization as a whole, identification with the unit, injective and descriptive norms) and the ratio of their contribution to the formation of employees’ readiness for changes.
Background. Due to rapid technological development, the number of necessary changes within or- ganizations is growing. A well-formed employees’ readiness for the upcoming changes is needed for the success of their implementation. It will affect the productivity of work processes.
Study design. The study examined the level of readiness for organizational changes, the level of identification with the organization, with the unit, and subjective norms (injective and descriptive). Re- gression analysis was used to process the data. Socio-demographic characteristics differences were ana- lyzed using the Mann—Whitney U-test and the Kruskel-Wallis N-test.
Participants. The study sample included the state medical organization employees’ implementing electronic records and medical records (n = 308).
Measurements. To evaluate variables, we used questionnaire “Readiness for Organizational Change” by D. Holt, questionnaire by B. Ashfort, F. Mael “Organizational Identification”, and scales for assessing perceived norms of M. Fishbein and A. Aizen.
Results. It is established that identification with an organization, identification with a unit, an injective and descriptive norm are associated with a readiness to change. The strongest predictor of readiness for organizational change is the injective norm for change, the next most powerful predictor is the descriptive norm for change. A less significant contribution to readiness is identification with the organization as a whole. Identification with the working group (or unit) is associated with readiness to change negatively. The level of readiness for organizational changes among managers is significantly higher than among performers.
Conclusions. Identification with the organization and unit, injective and descriptive norms make a significant contribution to the formation of employee readiness for change. Significant differences were found in the level of readiness for changes depending on the position: managers demonstrate a higher level compared to ordinary employees. The results of the study can be used by managers and manage- ment consultants to assess and build readiness for change. |
topic |
readiness for organizational changes organizational identification identification with a unit injective group norms |
url |
https://psyjournals.ru/en/social_psy/2020/n4/Naumtseva_Stroh.shtml |
work_keys_str_mv |
AT naumtsevaea psychologicalreadinessfororganizationalchangeanditssociopsychologicalpredictors AT strohwa psychologicalreadinessfororganizationalchangeanditssociopsychologicalpredictors |
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