scholarly journals THEORATICAL FRAMEWORK TO UNDERSTAND THE ASSOCIATION OF ORGANIZATIONAL CHANGE ON THE ORGANIZATIONAL COMMITMENT

2014 ◽  
Vol 5 (1) ◽  
pp. 618-624
Author(s):  
Kanika Sofat ◽  
Dr.Ravi Kiran
Keyword(s):  
Organizational Change ◽  
Organization Change ◽  
Intangible Asset ◽  
Labor Turnover ◽  
Change Initiatives ◽  
Organization Commitment ◽  
Managing Change ◽  
The People ◽  
New Ideas ◽  
The Relationship

The organization change is defined as the adoption of new ideas or behavior by an organization. The mainobjective of organizational change is to maximize the benefits of the people involved in the process and to minimize the risk involved in the failure of implementing and managing change. Organization commitment of the employees is an intangible asset for an organization so as to derive strategic advantage over competitors. It is a psychological link between the employee and his organization. If the employees lack commitment it willlead to increase in absenteeism and affecting labor turnover. The commitment employees will hence ease stressduring organizational change process and will understand and cope with change so as to make it successful. The paper helps to understand the organizational change initiatives undertaken in the organizations. It further helpsto examine the relationship between change management and organization commitment in organizations.Keywords: Organizational change, Change levers, Organizational change initiatives, organization commitment

A Study on Employee Attitude towards Organizational Change and the impact of Change Management on Organization Commitment

2019 ◽  
Vol 118 (3) ◽  
pp. 158-169
Author(s):  
Dheera.V. R ◽  
Jayasree Krishnan
Keyword(s):  
Organizational Change ◽  
Change Management ◽  
Tamil Nadu ◽  
Change Agents ◽  
Organization Change ◽  
Sustainable Growth ◽  
Positive Approach ◽  
Organizational Goals ◽  
Organization Commitment ◽  
The Impact

Organizations that are aiming to successfully implement change needs the support and acceptance of employees who are their key stakeholder. This study analyses the influence of Employees` attitude towards organization change. The research also aims at evaluating the influence of employees’ attitude towards commitment to organization and job after the introduction of change in the organization. The study was conducted among 300 employees who belonged to executive and managerial category from different star rated hotels in Chennai, Tamil Nadu, India which are currently embracing organization changes. The findings indicate that employees of the study demonstrate a positive approach towards the change management in their organization. The observations also project that a positive approach by employees towards changes, is a very good indication for organizations to know that their workforce is committed towards the organizational goals. Hence with the support of change agents, adequate communications and by creating awareness about the need for change will result in sustainable growth in the organizations.

scholarly journals The relationship between organizational changes and job satisfaction in the Jordanian telecommunication industry

2019 ◽  
Vol 9 (1) ◽  
pp. 1 ◽  
Author(s):  
Najda Hayajneh ◽  
Taghrid Suifan ◽  
Bader Yousef Obeidat ◽  
Mohammd Abuhashesh ◽  
Raed Kareem Kanaan
Keyword(s):  
Job Satisfaction ◽  
Organizational Change ◽  
Job Stress ◽  
Positive Relationship ◽  
Organization Change ◽  
Telecommunication Industry ◽  
Organizational Changes ◽  
Convenience Sample ◽  
Telecommunication Companies ◽  
The Relationship

The aim of this paper is to investigate the relationship between organizational change and job satisfaction in telecommunication companies in Jordan. A convenience sample was selected from among employees working at three communication companies (3636 employees) in Jordan. The findings indicate a significant positive relationship between organizational change and job satisfaction. to increase employees’ job satisfaction, their level of job stress during organization change operations in telecommunication companies must be decreased.  

Attributes of the Organizational Change and Its Influence on Attitudes Toward Organizational Change and Well-Being at Work: A Longitudinal Study

2019 ◽  
Vol 56 (2) ◽  
pp. 216-236
Author(s):  
Vanessa de Fátima Nery ◽  
Kettyplyn Sanches Franco ◽  
Elaine Rabelo Neiva
Keyword(s):  
Organizational Change ◽  
Perceived Risk ◽  
Well Being ◽  
Organization Change ◽  
Risk Level ◽  
Negative Cognitions ◽  
Positive Effects ◽  
Attitudes Toward Change ◽  
The Relationship

This study investigates the role of attributes of organizational change and attitudes toward change as antecedents of well-being at work and how these antecedents vary over the course of an organizational change. Drawing on cognitive theories (a) organization change planning, (b) perceived risk level, and (c) attitudes toward organizational change are examined as antecedents. Attitudes toward change have also been tested as mediators in the relationship between change attributes and well-being. Hypotheses are tested in a three-wave study of 505, 390, and 348 respondents in each wave, involving employees from a Brazilian public organization undergoing a strategic reorientation toward continuous improvement. Attitudes toward change had stable positive effects in each wave, conducted 12, 24, and 48 months after the change was initiated. This study corroborates the findings that uncertainty and risk contribute to the formation of negative cognitions and feelings throughout the process of organizational change but do not necessarily result in discomfort in relation to the work and the organization. The effects of both planning for the change and the perceived risk level were not moderated by time. The results of this study do not support the idea of gradual shifts and discontinuous information processing in employee’s cognitive models. On the contrary, it is possible to conclude that perceptions have been confirmed over time. Implications for managing employee reactions and well-being in different phases of change are discussed.

Organizational Change and Values Systems Alignment

2019 ◽  
pp. 220-245
Author(s):  
Phil Jackson ◽  
Bernard Burnes
Keyword(s):  
Organizational Change ◽  
Change Agents ◽  
Communication Process ◽  
Change Initiatives ◽  
Systems Methodology ◽  
Change Communication ◽  
The People ◽  
Change Projects ◽  
Key Questions

This chapter examines how the success of change initiatives can be increased by designing the change communication process to create alignment between the values underpinning the type of change, the values of the people implementing the change, and the values of the people affected by the change. The authors use Graves' ECLET values systems methodology to show how change agents can understand and identify the dominant values systems within the people and organizations they are working with, which will enable them to express change communication in a way that creates values systems alignment. The chapter begins by examining why change fails. It then moves on to describe Graves' work and then to provide examples of how it can be used to improve the success of change projects. The chapter concludes by suggesting key questions change agents need to ask when undertaking change initiatives.

Study on the relationship between the CO2 concentration and pedestrian flow in a building evacuation passageway

2020 ◽  
pp. 1420326X2094036
Author(s):  
Wenjun Lei ◽  
Chuanliang Rong ◽  
Chuanmin Tai ◽  
Angui Li
Keyword(s):  
Flow Rate ◽  
Quantitative Relationship ◽  
Co2 Concentration ◽  
Pedestrian Flow ◽  
Flow Management ◽  
Building Evacuation ◽  
The People ◽  
Long Time ◽  
New Ideas ◽  
The Relationship

People ubiquitously produce CO2. The quantitative relationship between the CO2 concentration and pedestrian flow needs to be determined if the CO2 concentration is to be used to reflect pedestrian flow. Therefore, a field test was carried out to measure the CO2 concentration and pedestrian flow in an evacuation passageway of a densely populated building. The results show that the variation in the CO2 concentration always lags behind the variation in the pedestrian parameters. When pedestrians enter a building evacuation passageway over a long time span with high randomness, the quantitative relationships between the pedestrian density and CO2 concentration and between the pedestrian flow rate and CO2 concentration are not clear. When all the people in the building are required to leave at the same time, the relationships between the pedestrian density and CO2 concentration and between the pedestrian flow rate and CO2 concentration can be described quantitatively. The CO2 concentration can be taken as an early warning index to manage pedestrians in evacuation passageways of densely populated buildings. Two possible methods are provided to help provide early warnings in pedestrian management. These results are expected to provide new ideas for pedestrian statistics and pedestrian flow management in densely populated buildings.

Permanent tensions in organization

2015 ◽  
Vol 29 (6) ◽  
pp. 654-669 ◽  
Author(s):  
Noora Jansson
Keyword(s):  
Organizational Change ◽  
Planned Change ◽  
University Hospital ◽  
Alternative View ◽  
Change Initiatives ◽  
Content Type ◽  
Paradox Theory ◽  
The Relationship ◽  
Organizational Reality

Purpose – The purpose of this paper is to investigate the relationship between permanent tensions and organizational change. Design/methodology/approach – This study used paradox theory and a case study. The case organization is a public university hospital in Finland involving several stakeholders. Findings – The analysis suggests that the relationship between permanent tensions and organizational change is a paradox that is part of organizational reality. As an organization learns to live with its permanent tensions, the renewal paradox settles into equilibrium. When tensions are provoked, the paradox is disturbed until it finds a new balance. This flexible nature of the paradox is the force that keeps the different stakeholders simultaneously empowered to maintain their unique missions and cohesive in order to benefit from the larger synergy. Practical implications – This research suggests that identification and evaluation of each permanent tension within an organization is important when executing organizational change. The fact that certain tensions are permanent and cannot be solved may have an influence on how planned change initiatives are executed. The results show that permanent tensions may be harnessed for the benefit of an organizational change. Originality/value – This research demonstrates originality by offering an alternative view of tensions, a view which emphasizes not only their permanent and plural nature but their importance for enabling the organization to change at its own, non-disruptive pace. The research also proposes a new concept, the “renewal paradox”, to enhance understanding of the relationship between permanent tensions and organizational change.

Attributes of the Organizational Change and Its Influence on Attitudes Toward Organizational Change and Well-Being at Work: A Longitudinal Study

2019 ◽  
Vol 55 (4) ◽  
pp. 477-496
Author(s):  
Vanessa de Fátima Nery ◽  
Kettyplyn Sanches Franco ◽  
Elaine Rabelo Neiva
Keyword(s):  
Organizational Change ◽  
Perceived Risk ◽  
Well Being ◽  
Organization Change ◽  
Risk Level ◽  
Negative Cognitions ◽  
Positive Effects ◽  
Attitudes Toward Change ◽  
The Relationship

This study investigates the role of attributes of organizational change, the attitudes toward change as an antecedent of well-being at work, and how these antecedents vary over the course of an organizational change. Organization change planning, perceived risk level, and attitudes toward organizational change are examined as antecedents. Attitudes toward change were tested as mediators in the relationship between change attributes and well-being. Hypotheses were tested in a three-wave study ( N = 505, N = 390, and N = 348 respondents, respectively) of employees from a public organization in Brazil undergoing a strategic reorientation. Attitudes toward change had stable positive effects in each wave, conducted 12, 24, and 48 months after the change was initiated. This study corroborates findings that uncertainty and risk contribute to the formation of negative cognitions and feelings throughout the process of organizational change but do not necessarily result in discomfort in relation to the work. The effects of planning the change and the perceived risk level of the change were not moderated by time. This study’s results do not support the ideas of gradual shifts and discontinuous information processing in cognitive models of employees. In contrast, it is possible to conclude that perceptions are confirmed over time. Implications for managing employee reactions and well-being in different phases of change are discussed.

Examining the relationship between organizational change and financial loss

2015 ◽  
Vol 28 (1) ◽  
pp. 59-71 ◽  
Author(s):  
Lars Derek Mellert ◽  
Charles Scherbaum ◽  
Justina Oliveira ◽  
Bernd Wilke
Keyword(s):  
Organizational Change ◽  
Negative Outcomes ◽  
Organizational Changes ◽  
Financial Loss ◽  
Change Initiatives ◽  
Content Type ◽  
Loss Event ◽  
Using Data ◽  
The Relationship ◽  
Financial Losses

Purpose – Research on the effectiveness of organizational change initiatives tends to focus primarily on the positive benefits of organizational change including improved financial performance. Rarely are negative outcomes examined, such as financial losses resulting from change initiatives. However, negative outcomes are possible, common, and understudied. The purpose of this paper is to examine the relationship between organizational change and financial loss. Design/methodology/approach – The research used a database of insurance losses from a global reinsurance company over a 30-year period. Each loss event was examined to determine the cause of the loss, the amount of loss, and type of organizational change if any that preceded the loss. Findings – The results indicate that losses attributed to the organization and its employees are preceded by an organizational change initiative more often than not. In particular, the occurrence of losses attributable to the organization and its employees were preceded more often by organizational changes involving mergers, acquisitions and changes to ownership, changes involving downsizing, changes involving restructuring, but not changes to reporting relationships. Originality/value – This research represents one of the few studies to examine financial loss from a wide variety of different types of organizational change and the only that has examined these questions using data from insurance losses. Findings support the growing theoretical movement focussing on the risks of organizational change.

scholarly journals SASI MASJID DAN ADAT: Praktik Konservasi Lingkungan Masyarakat Minoritas Muslim Raja Ampat

2015 ◽  
Vol 15 (1) ◽  
pp. 1 ◽  
Author(s):  
Ismail Suardi Wekke
Keyword(s):  
The Political ◽  
Religious Expression ◽  
Local Conditions ◽  
Islamic Tradition ◽  
Surrounding Environment ◽  
The People ◽  
Long Time ◽  
New Ideas ◽  
The Village ◽  
The Relationship

<p><strong>Abstract:</strong> <em>This research is to explore the relationship between the mosque and communities in Raja Ampat. Based on the research objectives mentioned, the problems raised in this research is how the community cares in protecting the environment originating from religious expression. Furthermore, this study will describe the condition of the village in running its tradition. The results showed that the villagers have made the Islamic tradition as their references and regulations in keeping the surrounding environment including the sea and the forest. The regulations enforced to community were to guide the community or residents to improve and maintain the production of the environment. Some ideas which were applied in this community were to serve as guidelines for everyone for all the time. Regulations based on the political policies also became a part of the support for this practice with the enactment of local regulations. The regulation was adopted on the basis of the practices and customs of the people that have taken place since long time ago. This research showed that Islam was used as a spirit to support the sustainability of people's habits. The power of religion became the basis in setting the needs and at the same time it could accelerate new ideas to be accepted in the community. This study was to construct the idea that there were some local conditions especially to form an understanding of society in the process of protecting the environment. Finally, this research concludes that religion becomes a rule that arises natural synergy at the needs of the community.</em><em> </em><em>In addition, this research becomes the basis for further research on religious expressions and environmental safeguards</em><em>.</em></p><p dir="RTL">الملخص :هذا البحث يبين أهمية المسجد فى المجتمع راجا أمفا (Raja Ampat) . أما مشكلات البحث فهي: كيف اهتمام الجماعة فى تنمية البيئة. فيكون هذا البحث شرحًا لنا عن تطبيق عناصر العادات فى القرية . ومن خطة الدراسة أن أهالى القرية يستخدمون النظام الديني فى تطور العالم. وهناك أيضا الجوامع الإجتماعية التى تجرى فى تصميم ووسائل الأعلام التى تحتوي الإرشادات فى الفكرة الرئيسية. التصنيف والسياسة الطابعية فى فكرة من مجموع منصوص الحكم. وهذه الأحكام من تحريف العوامل الثقافية. يثبت هذا المقال على أن دين الإسلام من القائمة الخاصة لتطوير السياق الإجتماعي. والحركات الدينية تأتى مع القادمين الجدد والفكر مرافق للحركة من إجراء تحليل البيانات على النتائج . فيمكن أن يتم النظام ليس لديها تحقيقًا فى دور خاصة ولكن يدور فى الجماعات الإسلامية العامة. وبناء هذه الحطة أن تقوم فى تدريبات وتعليمات مرحلة استخدام خاصة لتحديد العوامل فى قرية معينة. وأخيرًا، يناقش هذا البحث العلاقة بين الهِمة الدينية فى اكتشاف المنظمة الإجتماعية كما أن يمكن أن تكون أساسًا للنظر فى استقبال الدراسة الأخرى لجميع المنظمات الإسلامية بين الدين والمجتمع.</p><p><strong>A</strong><strong>bstrak: </strong><em>Artikel ini mengekplorasi hubungan antara masjid dengan masyarakat di Raja Ampat. </em><em>M</em><em>asalah penelitiannya adalah bagaimana kepedulian masyarakat dalam menjaga lingkungan yang bersumber dari ekspresi keberagamaan. Selanjutnya, penelitian ini akan menjelaskan kondisi kampung dalam menjalankan adat. Hasil penelitian menunjukkan bahwa masyarakat kampung menjadikan tradisi Islam dalam menjaga lingkungan sekitar</em><em>,</em><em> termasuk laut dan hutan. Aturan-aturan yang diberlakukan masyarakat untuk memandu para penduduk dalam</em><em> memanen </em><em>produksi lingkungan. Beberapa ide yang diterapkan dijadikan sebagai pedoman bagi setiap orang sepanjang waktu. Regulasi politik juga menjadi bagian dari dukungan terhadap praktik ini dengan diberlakukannya peraturan daerah. Peraturan tersebut diadopsi dari praktik dan kebiasaan masyarakat yang sudah berlangsung sejak dulu. Artikel ini menunjukkan bahwa Islam merupakan spirit untuk mendukung keberlangsungan kebiasaan masyarakat. Kekuatan agama menjadi dasar dalam mengatur keperluan dan pada saat yang sama mengakselerasi ide-ide baru yang diterima. Kajian ini mengkonstruksi bahwa ada beberapa kondisi setempat secara khusus membentuk pemahaman masyarakat dalam proses menjaga lingkungan. Akhirnya, artikel ini menyimpulkan bahwa agama menjadi aturan yang disinergikan dengan kebutuhan masyarakat. </em><em>P</em><em>enelitian ini </em><em>dapat </em><em>menjadi dasar bagi penelitian selanjutnya tentang ekspresi keagamaan dan penjagaan lingkungan.</em></p><p> </p><p><strong>Keywords</strong>: sasi, masjid, adat, minoritas Muslim<strong></strong></p>

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