The Relationship Between Authentic Leadership and Organizational Change Readiness

This study explores the antecedents for organizational change readiness for altering the status quo and empirically validates few potent tools which facilitate change. By drawing on change management literature, this study examines the influence of employee voice (EV) and employee involvement (EI) on commitment-to-change (CTC), considering the latter as a mediating variable in the relation between antecedent human resources practices (EV and EI) and organizational change readiness (OCR). Subsequently, the moderating role of transformational leadership was analyzed on these posited relationships. The hypotheses proposed in the research model are tested on a sample of 516 employees from an Indian public sector organization, applying Baron and Kenny’s (1986) technique for establishing mediation and Ping’s approach to moderated structured equation modeling for moderation. The findings suggest that CTC partially mediates the relationship between EV and OCR, but it does not mediate between EI and OCR. Likewise, the study results also empirically validate that the relationship between EV and CTC is enhanced if leadership is transformational, also the hypothesis positing the moderating role of transformational leadership between EI and CTC was supported.

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Hubungan antara Kepribadian, Kesiapan Organisasi untuk Berubah dan Kriteria Universitas Kelas Dunia

Psympathic Jurnal ilmiah Psikologi ◽

10.15575/psy.v3i1.1098 ◽

2016 ◽

Vol 3 (1) ◽

pp. 95-112

Author(s):

Azhar El Hami

Keyword(s):

Organizational Change ◽

Big Five ◽

Statistical Tests ◽

Change Readiness ◽

Personality Factors ◽

Personality Profiles ◽

The Third ◽

World Class ◽

The Relationship ◽

Link Variable

Changes in the organization is important to retain its existence and continues to grow. This study attempted to see the connection between personality factors (the big five factor), organizational change readiness and the criteria of World Class University at University X. Based on the analysis of qualitative and statistical tests associated with the third link variable, then showed that the personality and organizational change readiness have an important role for the achievement of world class criteria university. This research showed that personality profiles of extraversion and openess to experience as well as aspects of the vision of change and acceptance phase to be decisive for the index of world class university. This result seems to be supported by the presence of the relationship between extraversion profile with aspects of the vision of change and acceptance. The profile of openness to experience also correlated with aspects of vision of change and acceptance.

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Linking universal network quality perception and change readiness

International Journal of Organizational Analysis ◽

10.1108/ijoa-06-2018-1442 ◽

2019 ◽

Vol 27 (4) ◽

pp. 1017-1035 ◽

Cited By ~ 2

Author(s):

Dimitrios Hatjidis ◽

Mamie Griffin ◽

Marylene Younes

Keyword(s):

Organizational Change ◽

Organizational Climate ◽

Tacit Knowledge ◽

Indirect Effects ◽

Change Readiness ◽

Content Type ◽

Quality Perception ◽

Universal Network ◽

Network Quality ◽

The Relationship

Purpose This paper aims to examine empirically, within the context of the public sector, in what way the overall quality perception of an individual’s network relationships at work affect the psychological condition known as change readiness. Moreover, the research examines whether tacit knowledge and organizational climate can have indirect effects on the relationship between universal network quality perception and change readiness. Design/methodology/approach The data were collected through a self-reported survey from 105 individuals employed on a full-time basis by the government sector in Abu Dhabi, UAE. Using regression and mediation analysis, three hypotheses are tested relating to the direct effect of universal network quality perception and change readiness, accompanied by the indirect effects of tacit knowledge and organizational climate on the preceding relationship. Findings The results emanated from statistical analysis show that universal network quality perception has a positive association with change readiness, and tacit knowledge and organizational climate mediate significantly the relationship between the universal network quality perception and change readiness. Research limitations/implications Considering the nature of the study, conclusions with regard to causality might not be that strong as the findings relevant to the dependent variable represented by change readiness are not based on longitudinal research and the sample comprises only local people with similar cultural background. Therefore, study conclusions may not be suitable for generalization. Practical implications The mediating effects highlight the consideration of tacit knowledge and organizational climate as influential organizational mechanisms within the framework of a proactive change management practice due to their positive impact on the psychological uncertainty and lack of job content competencies that a change initiative might cause to employees and their behavioral reactions. Originality/value The paper reveals the role of universal network quality perception as a conduit of positive social influence on change readiness. This role becomes significantly elastic when tacit knowledge and organizational climate become notable links of relationship quality because of their ability to trigger favorable psychosocial behavioral patterns toward organizational change. Furthermore, this study expands the literature on organizational change readiness factors in the UAE, for which few studies currently exist.

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Organizational Change and Change Readiness: Employees’ Attitudes during Times of Saudi Electric Organizational Shift

International Journal of Engineering and Management Research ◽

10.31033/ijemr.8.5.7 ◽

2018 ◽

Vol 8 (5) ◽

Author(s):

Anar Al Judhei ◽

Randolf Von N. Salindo

Keyword(s):

Decision Making ◽

Organizational Change ◽

Change Management ◽

Employee Performance ◽

Employee Training ◽

Employee Motivation ◽

Change Readiness ◽

Readiness For Change ◽

Electric Company ◽

The Relationship

The study aimed to assess the Organizational Change and Change Readiness in Saudi Electric Company: Employees attitude during time of Company Organizational Shift. Specifically, the study answered the level of implementation of change management at Saudi Electric Company as perceived by the respondents in terms of communication, employee Involvement, employee Training and stress Management. Also, the study answered the Level of Effectiveness of change management at Saudi Electric Company as perceived by the respondents in terms of employee motivation, decision making and employee performance. This study further focused on the relationship between status and level of effectiveness of implementation of change management at Saudi Electric Company. The study also analyzed the employee attitude and readiness for change management in the organization. According to the limitation of this study are shortage of time and shortage of available data, moreover the result of this study is related to Saudi Electric Co in Saudi Arabia only, so it may not fit with all other organizations that may have different in size and different in nature of business.

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