scholarly journals Examination of Employees’ Reaction to Organizational Change in Mekelle Revenue and Customs Authority, Ethiopia

2021 ◽  
Author(s):  
senay kebede ◽  
Aimin wang
Keyword(s):  
Organizational Change ◽  
Correlation Matrix ◽  
Organizational Changes ◽  
Learning And Development ◽  
Independent Variables ◽  
Factors Influencing ◽  
Trust In Management ◽  
Introductory Part ◽  
Level Of Understanding ◽  
Survey Questionnaires

This study examines employees’ reactions to organizational change in Ethiopia, specifically in the Meklle Revenue and Customs Authority (MRCA). The study's main aim is to evaluate the influence of the following variables: Employees’ fear of the Effect of the Change (EFEC), Employees’ Self-trust in Learning and Development (ESLD), Employees’ understanding upon the Process of organizational Changes (EPC), Employees’ Trust in Management (ETM), Employees’ understanding upon Organizational change Planning (EOP) and the Time Employees’ need to understand Change (TEC) towards achieving organizational change. In the introductory part, the study explains basic aspects of change management and problems of organizational changes. The main part of the study focused with the investigation of the selected factors influencing employee’s reaction to organizational changes. By using the survey process, researchers used quantitative data, and standardized survey questionnaires were distributed to 359 employees. The collected data were analyzed using SPSS. The researcher used the Pearson's correlation matrix to explain how the dependent and independent variables are related, and multiple regression tools to investigate the effect of independent variables on the dependent variable. The result of the research indicates all selected variables except the employees’ level of understanding upon the process of changes (EPC) have a direct influence on employees’ reaction to organizational change.

scholarly journals Examination of Employees’ Reaction to Organizational Change in Mekelle Revenue and Customs Authority, Ethiopia

2021 ◽  
Author(s):  
senay kebede ◽  
Aimin wang
Keyword(s):  
Organizational Change ◽  
Correlation Matrix ◽  
Organizational Changes ◽  
Learning And Development ◽  
Independent Variables ◽  
Factors Influencing ◽  
Trust In Management ◽  
Introductory Part ◽  
Level Of Understanding ◽  
Survey Questionnaires

This study examines employees’ reactions to organizational change in Ethiopia, specifically in the Meklle Revenue and Customs Authority (MRCA). The study's main aim is to evaluate the influence of the following variables: Employees’ fear of the Effect of the Change (EFEC), Employees’ Self-trust in Learning and Development (ESLD), Employees’ understanding upon the Process of organizational Changes (EPC), Employees’ Trust in Management (ETM), Employees’ understanding upon Organizational change Planning (EOP) and the Time Employees’ need to understand Change (TEC) towards achieving organizational change. In the introductory part, the study explains basic aspects of change management and problems of organizational changes. The main part of the study focused with the investigation of the selected factors influencing employee’s reaction to organizational changes. By using the survey process, researchers used quantitative data, and standardized survey questionnaires were distributed to 359 employees. The collected data were analyzed using SPSS. The researcher used the Pearson's correlation matrix to explain how the dependent and independent variables are related, and multiple regression tools to investigate the effect of independent variables on the dependent variable. The result of the research indicates all selected variables except the employees’ level of understanding upon the process of changes (EPC) have a direct influence on employees’ reaction to organizational change.

scholarly journals Оrganizational Change as “Push Factor” of Employees’ Turnover Intention: Statistical Analysis of the Employees in the Republic of North Macedonia

2021 ◽  
Vol 2 (2) ◽  
pp. 41-54
Author(s):  
Andrijana Ristovska ◽  
◽  
Ljupco Eftimov ◽  
Keyword(s):  
Organizational Change ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Technological Development ◽  
Organizational Changes ◽  
Independent Variables ◽  
Employee Turnover Intention ◽  
Different Types ◽  
The Republic ◽  
The Impact

The process of globalization and intensive technological development imposes the need to constantly introduce different types of organizational changes. Human resource managers in organizations are becoming increasingly aware that hiring and retaining talents are the most important determinants of success in the complex global world and that they must work more intensively on modernizing the process of change management to help employees, not only for acceptance, but also for their involvement in the change implementation process. This paper analyzes the impact of four different types of organizational change on employee turnover intention, according to the Cummings and Worley (2014) organizational change classification. The statistical method of simple linear regression was applied to predict and evaluate the turnover intention of the employees in the Republic of North Macedonia (as a dependent variable “Y”) based on the value of each of the types of organizational changes (as independent variables “X”). A multiple regression method was also applied in order to analyze the associations between the independent variables and the dependent variable and identify the type of organizational changes that most significantly affects the employee turnover intention. The analysis was conducted based on the findings obtained from the respondents who completely answered the survey questionnaire (282 employees in the Republic of North Macedonia, different according to their demographic characteristics). The correlation analysis shows there are positive correlation as well as causal relationship between all four types of organizational changes and the employee turnover intention, where techno-structural interventions have the most significant impact.

scholarly journals The influence of organizational and national culture on the acceptance of organizational change: Empirical study in Serbian enterprises

Sociologija ◽  
2009 ◽  
Vol 51 (4) ◽  
pp. 399-422
Author(s):  
Srdjan Sapic ◽  
Jelena Eric ◽  
Vesna Stojanovic-Aleksic
Keyword(s):  
Organizational Culture ◽  
Organizational Change ◽  
National Culture ◽  
Leadership Style ◽  
Resistance To Change ◽  
Organizational Changes ◽  
Research Focus ◽  
Organizational Processes ◽  
Factors Influencing ◽  
Specific Contribution

Organizational culture is one of the most important factors influencing the process of organizational change. As such it is the object of research and analysis in this paper. Key values held by the employees that impact the formation of organizational culture, as well as the feedback organizational culture has in determining organizational processes are explored. Different relevant classifications of organizational cultures are described depending on research focus. Special consideration is given to the effect national cultural attributes have in this interaction. The specific contribution of this paper consists of presenting a study conducted within a sample of twenty Serbian corporations, in order to identify and examine some specific characteristics of organizational culture generated by the unique cultural attributes of this region. Presented results suggest a bureaucratic organizational culture, dominance of the directive leadership style, and a significant level of resistance to change in domestic corporations. The main goal of the research is to provide evidence for thesis that the process of initiating and implementing organizational changes is determined by national and organizational culture, based on values that promote inclination toward change.

Consumers‟ Acceptance of „Halal‟ Credit Card Services: An Empirical Analysis

2015 ◽  
Vol 3 (1) ◽  
pp. 51 ◽  
Author(s):  
Zaimy Johana Johan ◽  
Lennora Putit
Keyword(s):  
Perceived Control ◽  
Credit Card ◽  
Credit Cards ◽  
Product Knowledge ◽  
Key Factors ◽  
Developing Nation ◽  
Business Transactions ◽  
Factors Influencing ◽  
Financial Credit ◽  
Survey Questionnaires

Many past researches have been carried out in an attempt to continuously understand individuals‟ consumption behaviour. This study was conducted to investigate key factors influencing consumers‟ potential acceptance of halal (or permissible) financial credit card services. Specifically, it anticipated the influence of attitude, social influences and perceived control on consumers‟ behavioural intention to accept such services. In addition, factors such as religiosity and product knowledge were also postulated to affect consumers‟ attitude towards the act of using halal credit cards for any retail or business transactions. Using non-probability sampling approach, a total of 500 survey questionnaires was distributed to targeted respondents in a developing nation but only 220 usable feedbacks were received for subsequent data analysis. Regression results revealed that religiosity and product knowledge significantly influence consumers‟ attitude toward using halal credit card services.  Attitude in turn, subsequently has a significant impact on consumers‟ intention to accept halal financial credit card services. Several theoretical and managerial contributions were observed in this study.   

Signaling, resource-based power, and pre-IPO organizational change

2012 ◽  
Vol 15 (1) ◽  
pp. 29-42
Author(s):  
John S. Pearlstein ◽  
Robert D. Hamilton
Keyword(s):  
Organizational Change ◽  
Organizational Changes

The theory presented suggests that underwriters are both advisors and independent agents in the issuerʼs attempt to send “signals” of quality to investors by making pre-IPO organizational changes. These pre-IPO gambits are intended to increase IPO proceeds, and preemptively address potential investor concerns that would deter them from subscribing. These organizational changes initially can financially benefit founders, early investors and underwriters. But they can also have a longterm impact that some issuers, especially founders, would prefer to avoid. Utilizing signaling and resource-based power, we find that underwriter power is significantly associated with making pre-IPO gambits and lower levels of underpricing.

scholarly journals PENGARUH PHYSICAL EVIDENCE TERHADAP KEPUTUSAN PEMILIHAN PROGRAM STUDI MANAJEMEN FAKULTAS EKONOMI DAN BISNIS UNIVERSITAS AHMAD DAHLAN

2021 ◽  
Vol 11 (1) ◽  
pp. 111
Author(s):  
Suryana Hendrawan
Keyword(s):  
Quantitative Approach ◽  
Validity And Reliability ◽  
Study Program ◽  
Management Study ◽  
Simultaneous Effect ◽  
Independent Variables ◽  
Physical Evidence ◽  
Factors Influencing ◽  
Multiple Analysis

This study aims to analyze the factors influencing physical evidence on student decisions in choosing the Management Study Program, Faculty of Economics and Business, Universitas Ahmad Dahlan, either simultaneously or partially. This research is explanatory research with a quantitative approach. This study uses multiple analysis tests to find the partial and simultaneous effect between the dependent and independent variables. The validity and reliability used in this study have met the requirements. The results of this study indicate that facility exterior, facility interior, and other tangibles factors influencing the decision to choose the Management Study Program, Faculty of Economics and Business, Universitas Ahmad Dahlan. The result also shows that Physical Evidence Variables are simultaneously influencing the student's decision to choose the Management Study Program, Faculty of Economics and Business, Universitas Ahmad Dahlan.

Psychological Impacts of Downsizing Trauma

2021 ◽  
pp. 1685-1704
Author(s):  
Jozef Simuth
Keyword(s):  
Organizational Change ◽  
Literature Review ◽  
Case Studies ◽  
General Public ◽  
Therapeutic Approach ◽  
Psychological Effects ◽  
Traumatic Experience ◽  
Psychological Perspective ◽  
Organizational Changes ◽  
Psychological Impacts

The chapter summarizes research studies as well as case studies from companies worldwide that show how organizational changes followed by downsizing create a traumatic experience for all organization members. The author's focus is on the psychological perspective on traumatic experience by all employees (victims and survivors) and managers whose task is to organize and implement changes in the organization. Based on the literature review, the chapter describes symptoms and psychological effects of organizational change trauma on individuals and the ways to minimize the traumatic effects. The author believes that outplacement and therapeutic approach are effective tools for overcoming the layoff trauma and also send positive signals to employees and to general public.

Death in Rural Georgia: A Historical Comparison of Georgians and Ossets in the Kistauri Commune

2020 ◽  
Vol 45 (4) ◽  
pp. 457-478
Author(s):  
Tinatin Zurabishvili ◽  
Rennie Lee ◽  
Rebecca Jean Emigh
Keyword(s):  
Proportional Hazards ◽  
Cox Proportional Hazards ◽  
Republic Of Georgia ◽  
Age At Death ◽  
Proportional Hazards Models ◽  
Independent Variables ◽  
Historical Comparison ◽  
Factors Influencing ◽  
Cox Proportional Hazards Models ◽  
Residency Status

This article examines the factors influencing age at death in the multiethnic villages, comprised mostly of Georgians and Ossets, in the Kistauri commune in the eastern Republic of Georgia between 1897 and 1997. The data are analyzed with Cox proportional hazards models using age at death as the dependent variable, and ethnicity, gender, marital status, residency status, and year of birth as the independent variables. The results show that Georgians lived longer than Ossets. Individuals who had ever been married lived longer than those who had not. The results perhaps reflect harsher living conditions for Ossets, the ethnic minority, despite Soviet ideologies about equality.

Voters and Parties

2009 ◽  
Author(s):  
Anne Wren ◽  
Kenneth M. McElwain
Keyword(s):  
Organizational Change ◽  
Political Parties ◽  
Educational Attainment ◽  
Electoral Competition ◽  
Policy Preferences ◽  
The Political ◽  
Organizational Changes ◽  
Media Technology ◽  
Partisan Identification

This article studies voters and parties, beginning with realignment or dealignment in the party-voter nexus. It discusses changes in the policy preferences of voters and even organizational changes to the party-voter linkage. Electoral competition, performance of traditional parties, and organizational change are discussed as well. This article determines that there are two parallel trends in the linkage between parties and voters. The first is that voters are showing weaker partisan identification with political parties, and a widening gap between the policy preferences of voters and the electoral manifestos of parties is apparent. The second trend is that improvements in educational attainment and innovations in media technology are strengthening the political capability of both parties and voters.

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