Testing Interactive Effects of Commitment and Perceived Change Advocacy on Change Readiness: Investigating the Social Dynamics of Organizational Change
DC Element | Wert | Sprache |
---|---|---|
dc.contributor.author | Seggewiss, Britta J. | |
dc.contributor.author | Straatmann, Tammo | |
dc.contributor.author | Hattrup, Kate | |
dc.contributor.author | Mueller, Karsten | |
dc.date.accessioned | 2021-12-23T16:14:08Z | - |
dc.date.available | 2021-12-23T16:14:08Z | - |
dc.date.issued | 2019 | |
dc.identifier.issn | 14697017 | |
dc.identifier.uri | https://osnascholar.ub.uni-osnabrueck.de/handle/unios/10921 | - |
dc.description.abstract | In a study of the social dynamics in organizational change, the present research examined whether employees who are more committed to their top managers, supervisors, and workgroups have greater change readiness than those with lower commitment. Moreover, the study investigated whether the associations between commitment and change readiness depend on the perceived advocacy of change by commitment targets. Using data from 220 blue-collar workers, results showed higher change readiness among employees with greater commitment, and, as predicted, the commitment was more strongly related to change readiness when the target of one's commitment had greater change advocacy. Conversely, the positive effects of commitment on change readiness disappeared or even turned negative if the target's change advocacy was low. Therefore, change managers should try to enhance change support among relevant commitment targets, or foster commitment to groups that advocate for change. Overall, the study contributes to our understanding of the role of commitment in the context of organizational change, by identifying specific conditions under which commitment is linked to change readiness. | |
dc.language.iso | en | |
dc.publisher | ROUTLEDGE JOURNALS, TAYLOR & FRANCIS LTD | |
dc.relation.ispartof | JOURNAL OF CHANGE MANAGEMENT | |
dc.subject | affective commitment | |
dc.subject | ANTECEDENTS | |
dc.subject | BEHAVIOR | |
dc.subject | Business & Economics | |
dc.subject | change attitudes | |
dc.subject | Change readiness | |
dc.subject | commitment | |
dc.subject | CONSTRUCT | |
dc.subject | EMPLOYEE OUTCOMES | |
dc.subject | IMPLEMENTATION | |
dc.subject | Management | |
dc.subject | MEDIATING ROLE | |
dc.subject | METAANALYSIS | |
dc.subject | NORMATIVE COMMITMENT | |
dc.subject | PERFORMANCE | |
dc.subject | supervisor commitment | |
dc.subject | WORK | |
dc.subject | workgroup commitment | |
dc.title | Testing Interactive Effects of Commitment and Perceived Change Advocacy on Change Readiness: Investigating the Social Dynamics of Organizational Change | |
dc.type | journal article | |
dc.identifier.doi | 10.1080/14697017.2018.1477816 | |
dc.identifier.isi | ISI:000470282100004 | |
dc.description.volume | 19 | |
dc.description.issue | 2 | |
dc.description.startpage | 122 | |
dc.description.endpage | 144 | |
dc.contributor.researcherid | H-7418-2019 | |
dc.identifier.eissn | 14791811 | |
dc.publisher.place | 2-4 PARK SQUARE, MILTON PARK, ABINGDON OX14 4RN, OXON, ENGLAND | |
dcterms.isPartOf.abbreviation | J. Chang. Manag. | |
crisitem.author.dept | FB 08 - Humanwissenschaften | - |
crisitem.author.deptid | fb08 | - |
crisitem.author.orcid | 0000-0001-7389-8024 | - |
crisitem.author.parentorg | Universität Osnabrück | - |
crisitem.author.netid | MuKa529 | - |
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geprüft am 03.06.2024