Match!

Change Readiness A Multilevel Review

Published on Jan 1, 2013in Journal of Management9.06
· DOI :10.1177/0149206312457417
Alannah E. Rafferty15
Estimated H-index: 15
(UNSW: University of New South Wales),
Nerina L. Jimmieson29
Estimated H-index: 29
(UQ: University of Queensland),
Achilles A. Armenakis36
Estimated H-index: 36
(AU: Auburn University)
Cite
Abstract
The authors conducted a theoretical review of the change readiness literature and identified two major limitations with this work. First, while there is substantial agreement about the key cognitions that underlie change readiness, researchers have not examined the affective element of this attitude. Second, researchers have not adopted a multilevel perspective when considering change readiness. The authors address these limitations and argue that it is important to incorporate affect into definitions of the change readiness construct and also when measuring this construct. They then develop a multilevel framework that identifies the antecedents and consequences of individual, work group, and organizational change readiness. Next, the authors outline the theoretical processes that lead to the development of individual and collective change readiness. They then review theoretical and empirical evidence to identify the antecedents of change readiness at the three levels of analysis. Finally, the authors identify a number of suggestions to guide future research seeking to adopt a multilevel approach to change readiness.
  • References (108)
  • Citations (169)
Cite
References108
Newest
Published on Mar 1, 2014in Journal of Management9.06
Alice H.Y. Hon17
Estimated H-index: 17
(PolyU: Hong Kong Polytechnic University),
Matt Bloom11
Estimated H-index: 11
(ND: University of Notre Dame),
J. Michael Crant20
Estimated H-index: 20
(ND: University of Notre Dame)
Drawing on the sense-making perspective, the authors develop and test a cross-level model of individual creativity, integrating resistance to change and three human resource contextual factors to moderate the individual relationship. This cross-level study of working adults from a wide array of Chinese companies addresses one of the major challenges managers face in enhancing individual-level creativity: overcoming employees’ resistance to change. The authors study the efficacy of three contextu...
Published on Jan 1, 2013
Shane Connelly24
Estimated H-index: 24
,
Blaine Gaddis7
Estimated H-index: 7
,
Whitney Helton-Fauth4
Estimated H-index: 4
Abstract Emotion and emotion-related concepts are interspersed throughout theories of charismatic and transformational leadership. Existing research in this area articulates expected relationships of global emotion constructs such as emotional intelligence, positive affect, and negative affect to leadership. However, there has been little attention to the potential roles of more specific emotions. This chapter describes some of the existing theoretical and empirical research on leadership and em...
Published on Dec 1, 2011in The Journal of Applied Behavioral Science1.68
Shaul Oreg17
Estimated H-index: 17
(University of Haifa),
Maria Vakola18
Estimated H-index: 18
(OPA: Athens University of Economics and Business),
Achilles A. Armenakis36
Estimated H-index: 36
(AU: Auburn University)
This study reviews quantitative empirical studies of change recipients’ reactions to organizational change. The authors reviewed studies published between 1948 and 2007, out of which 79 met the criteria of being quantitative studies of change recipients’ reactions to an organizational change. Through an inductive review, the authors unravel a model of (a) explicit reactions to change, in which these reactions are conceptualized as tridimensional attitudes; (b) reaction antecedents that comprise ...
Published on Nov 1, 2011in Journal of Management9.06
Tai Gyu Kim7
Estimated H-index: 7
(KU: Korea University),
Severin Hornung11
Estimated H-index: 11
(PolyU: Hong Kong Polytechnic University),
Denise M. Rousseau67
Estimated H-index: 67
(CMU: Carnegie Mellon University)
This study investigates antecedents of change-supportive behavior and how these antecedents vary over the course of an organizational transition. Change-supportive behavior is defined as actions employees engage in to actively participate in, facilitate, and contribute to a planned change. Drawing on the theory of planned behavior, (a) the anticipated benefits of the change, (b) the quality of the employment relationship, and (c) the formal involvement in the change are examined as antecedents. ...
Published on Sep 1, 2011in Personnel Psychology6.93
Shaul Oreg17
Estimated H-index: 17
(University of Haifa),
Yair Berson17
Estimated H-index: 17
(University of Haifa)
We examined the role of leaders’ personal attributes and transformational leadership behaviors in explaining employees’ intentions to resist a large-scale organizational change. Through a multilevel analysis of data from 75 school principals and 586 teachers, we found that teachers’ intentions to resist the organizational change were negatively related to their principals’ openness to change values and transformational leadership behaviors, and positively related to their principals’ disposition...
Published on Mar 1, 2011in Journal of Management9.06
Carlo Salvato20
Estimated H-index: 20
(Bocconi University),
Claus Rerup8
Estimated H-index: 8
(UWO: University of Western Ontario)
Organizational routines and capabilities are thorny constructs, but their complexity has been largely underappreciated. In this article, the authors illustrate how new and more complex understandings of organizational routines and capabilities can be generated. They do so by breaking them into parts and mapping their interrelationships. Because component parts of routines and capabilities exist at different levels of analysis, the proposal to investigate their multiple relationships contributes ...
Published on Dec 1, 2010in The Journal of Applied Behavioral Science1.68
Dave Bouckenooghe18
Estimated H-index: 18
(Brock University)
This article reviews the literature on attitudes toward change. This narrative review of 58 journal articles published between 1993 and 2007 indicates that there is a need for a more complete typology of attitudes toward change that also fully captures the core essence of this concept. By means of content analysis we first examined the conceptual overlap between the eight attitude-related constructs included in this review and the working definition of attitudes toward change. Second, the concep...
Alannah E. Rafferty15
Estimated H-index: 15
(UNSW: University of New South Wales),
Nerina L. Jimmieson29
Estimated H-index: 29
(UQ: University of Queensland)
We explored whether teams develop shared perceptions regarding the quantity and quality of information and the extent of participation in decision making provided in an environment of continuous change. In addition, we examined whether change climate strength moderated relationships between change climate level and team outcomes. We examined relationships among aggregated change information and change participation and aggregated team outcomes, including two role stressors (i.e., role ambiguity ...
Published on Sep 1, 2010in Journal of Management9.06
Alannah E. Rafferty15
Estimated H-index: 15
(UNSW: University of New South Wales),
Simon Lloyd D. Restubog29
Estimated H-index: 29
(UNSW: University of New South Wales)
The authors examined relationships among two measures of the change process adopted by a firm and a measure of the change context and employees’ reactions to a merger. A longitudinal study was conducted. An employee’s perception that he or she had a poor change history was negatively associated with affective commitment to change. As the number of formal change information sessions attended increased, anxiety decreased. High quality change information was negatively associated with anxiety and p...
Cited By169
Newest
Published on Dec 10, 2018in Human Relations3.37
Alannah E. Rafferty15
Estimated H-index: 15
(Griffith University),
Amirali Minbashian10
Estimated H-index: 10
(UNSW: University of New South Wales)
Research has focused on individuals’ beliefs about change when considering the antecedents of employee change readiness. Our study is unique as we identify beliefs and positive emotions about change as proximal antecedents of change readiness. In Study 1, a cross-sectional study of 252 government workers, measures of change beliefs, positive emotions about change and change readiness were developed and tested. Study 1 examined relationships between these constructs. In Study 2, we collected data...
Published on Sep 18, 2019
Kira Isabel Hower1
Estimated H-index: 1
(University of Cologne),
Timo-Kolja Pförtner11
Estimated H-index: 11
(University of Cologne)
+ 2 AuthorsLena Ansmann9
Estimated H-index: 9
Published on Feb 27, 2019in The Journal of Applied Behavioral Science1.68
Eric Arne Lofquist3
Estimated H-index: 3
(BI Norwegian Business School),
Scott G. Isaksen18
Estimated H-index: 18
(BI Norwegian Business School)
Civil aviation is a high-risk industry where actors are experiencing increasing focus on economic performance, greater international competition, and growing safety threats that require continual o...
Published on Jun 15, 2019in Agriculture and Human Values3.13
Kim Alexander8
Estimated H-index: 8
(JCU: James Cook University),
Garry Greenhalgh (JCU: James Cook University)+ 5 AuthorsPeter Case14
Estimated H-index: 14
(JCU: James Cook University)
A common and driving assumption in agricultural research is that the introduction of research trials, new practices and innovative technologies will result in technology adoption, and will subsequently generate benefits for farmers and other stakeholders. In Lao PDR, the potential benefits of introduced technologies have not been fully realised by beneficiaries. We report on an analysis of a survey of 735 smallholder farmers in Southern Lao PDR who were questioned about factors that influenced t...
Published on Jul 1, 2019
Amy B. Adler33
Estimated H-index: 33
(WRAIR: Walter Reed Army Institute of Research),
Carl A. Castro25
Estimated H-index: 25
(SC: University of Southern California)
Abstract Implementation science has been recognized as a potential catalyst for health system reform, in part, because of its contribution of well-grounded conceptual theories, often encapsulated in frameworks. Well-designed frameworks provide a semantic structure, a common language by which to guide systematic approaches to studying implementation and testing interventions. An overview of the types and roles of theory in advancing implementation science is offered in this article. Resources for...
Published on May 26, 2019in Journal of Change Management
Paul C. Endrejat3
Estimated H-index: 3
(Braunschweig University of Technology),
Annika L. Meinecke6
Estimated H-index: 6
(UHH: University of Hamburg),
Simone Kauffeld21
Estimated H-index: 21
(Braunschweig University of Technology)
ABSTRACTInvolving organizational members in the planning and implementation of change processes is essential for creating the momentum for lasting change. Therefore, participatory group interventions are a fundamental pillar of organization development. Yet, we know little about the behavioural dynamics that characterize successful group interventions. To address this shortcoming, we analysed 787 minutes (N = 5507 coded statements) of real-time recordings between change agents and recipients. Us...
Kira Isabel Hower1
Estimated H-index: 1
(University of Cologne),
Holger Pfaff23
Estimated H-index: 23
(University of Cologne)
+ 2 AuthorsLena Ansmann9
Estimated H-index: 9
Purpose Measuring attitudes of healthcare providers and managers toward change in health care organizations (HCOs) has been of widespread interest. The purpose of this paper is to evaluate the psychometric characteristics and usability of an abbreviated German version of the Change Attitude Scale. Design/methodology/approach The Change Attitude Scale was used in a survey of healthcare providers and managers in German hospitals after the implementation of a breast cancer center concept. Reliabili...
Published on May 1, 2019in Journal of Educational Change
Doris Ittner , Gerda Hagenauer9
Estimated H-index: 9
(University of Salzburg),
Tina Hascher8
Estimated H-index: 8
(University of Bern)
Based on an interdisciplinary theoretical approach, this study examines the relationship between school principals’ perceived satisfaction of their basic psychological needs during curriculum reform, their evaluation of the new curriculum’s usability, their emotional experience and their readiness to engage actively in the curriculum implementation. The sample consists of 359 public school principals in Switzerland, who filled out a questionnaire. Data were analyzed using equation modeling. The ...
View next paperCreating Readiness for Organizational Change