scholarly journals A Sensemaking Study of Change Initiative: The Case of A Malaysian Multinational Enterprise

2020 ◽  
Author(s):  
Mohd Nazari Ismail ◽  
Nizam Abdullah
Keyword(s):  
Empirical Study ◽  
Success Rate ◽  
Empirical Evidence ◽  
Strategic Change ◽  
Multinational Enterprise ◽  
Development Stage ◽  
Empirical Literature ◽  
Change Initiative ◽  
Change Initiatives ◽  
Organizational Sensemaking

Empirical evidence has emphasized the need for more research to uncover why does change fail and what can organizations do to improve their success rate. The purpose of this article is to provide an in-depth assessment on the implementation of centre-led change initiative in a novel empirical study in a Malaysian-based multinational enterprise (MNE). This study is based on multiple embedded case studies of four subsidiaries of a Malaysian-based MNE. This study urges centre managers tasked with implementing strategic change initiatives to emphasize the behavioral aspect of those involved in change throughout the entire development stage of the change. Any negative cues from change recipients need to be addressed and attended to as quickly as possible. This study is based on a section within the larger context of the MNE which is being researched. The study contributes to the literature of organizational sensemaking in change by extending the knowledge of new sensemaking forms namely communication intensity and resolution to barriers. This study also contributes to the empirical literature in change by providing an in-depth account of a Malaysian based MNE journey in implementing centre-led change initiatives.  

Internal Factors of Development of Psychological Readiness for Professional Activities in Cynologist Officers

2021 ◽  
Vol 9 (1) ◽  
pp. 107-112
Author(s):  
Halyna Radchuk ◽  
◽  
Anatolii Afanasiev ◽  
Dmytro Sofiian ◽  
Zoriana Adamska ◽  
...  
Keyword(s):  
Factor Analysis ◽  
Empirical Study ◽  
Empirical Evidence ◽  
Internal Factors ◽  
Professional Activities ◽  
Ability To Act

The purpose of our research is to carry out empirical study and analysis of internal factors of the development of psychological readiness for professional activities in cynologist officers. The article gives empirical evidence of internal factors of psychological readiness for professional activities in cynologist officers. The motivational and purposive, active and operational, emotional and volitional, reflexive and controlling components of psychological readiness are outlined. Three internal factors of psychological readiness of cynologist officers for professional activities are identified and analysed with the help of factor analysis of empirical indicators: awareness of psychological readiness for professional activities, a responsible subjective position, the ability to act independently, and take decisions.

The Multidimensional Business Value of Information Systems Interoperability

2015 ◽  
pp. 137-155
Author(s):  
Euripidis Loukis ◽  
Yannis Charalabidis ◽  
Vasiliki Diamantopoulou
Keyword(s):  
Empirical Study ◽  
Business Processes ◽  
Positive Impact ◽  
Systematic Investigation ◽  
Business Value ◽  
Empirical Literature ◽  
Performance Dimensions ◽  
Ict Infrastructure ◽  
Theoretical Foundations ◽  
Positive Impacts

The creation of complete scientific foundations in the IS interoperability domain necessitates not only the development of mature and widely applicable interoperability architectures, methods, and standards, but also the systematic investigation of the business value they generate. This chapter initially analyses the theoretical foundations of the multi-dimensional business value of IS interoperability and then reviews the quite limited empirical literature on it. Next, it presents an empirical study of the business value generated by the adoption of three main types of IS interoperability standards: industry-specific, proprietary, and XML-horizontal ones. It is based on a large dataset from 14065 European firms (from 25 countries and 10 sectors) collected through the e-Business Watch Survey of the European Commission. It is concluded that all three types of IS interoperability standards increase considerably the positive impact of firm's ICT infrastructure on two important performance dimensions: business processes performance and innovation. However, the effects of these three types of standards differ significantly: the adoption of industry-specific IS interoperability standards has the highest positive impacts, while proprietary and XML-horizontal ones have similar lower impacts. Furthermore, it is concluded that the industry-specific and the proprietary interoperability standards also have positive impacts even at the level of firm's financial performance.

scholarly journals Lawyer disciplinary processes: an empirical study of solicitors’ misconduct cases in England and Wales in 2015

Legal Studies ◽  
2019 ◽  
Vol 39 (3) ◽  
pp. 455-478 ◽  
Author(s):  
Andrew Boon ◽  
Avis Whyte
Keyword(s):  
Empirical Study ◽  
Empirical Evidence ◽  
Legal Services ◽  
England And Wales ◽  
The Future ◽  
Regulatory Institutions ◽  
Disciplinary System ◽  
The Impact ◽  
Practice Regulation

AbstractThe Legal Services Act 2007 effected major changes in the disciplinary system for solicitors in England and Wales. Both the practice regulator, the Solicitors Regulation Authority, and a disciplinary body, the Solicitors Disciplinary Tribunal, were reconstituted as independent bodies and given new powers. Our concern is the impact of the Act on the disciplinary system for solicitors. Examination of this issue involves consideration of changes to regulatory institutions and the mechanics of practice regulation. Drawing on Foucault's notion of governmentality, empirical evidence drawn from disciplinary cases handled by the Solicitors Disciplinary Tribunal and the Solicitors Regulation Authority in 2015 is used to explore potentially different conceptions of discipline informing the work of the regulatory institutions. The conclusion considers the implications of our findings for the future of the professional disciplinary system.

scholarly journals Collaboration among smes as a mechanism for innovation: An empirical study

2003 ◽  
Vol 6 (1) ◽  
pp. 25-34
Author(s):  
Mário José Batista Franco
Keyword(s):  
Empirical Study ◽  
Empirical Evidence ◽  
Small Firms ◽  
International Competitiveness ◽  
Technological Changes ◽  
Know How ◽  
Entrepreneurial Dynamics

The interest for collaboration among small and mediumsized enterprises and innovation has been highlighted, in recent times, due to the acceleration of technological changes and to increasing international competitiveness. Many small firms, with rigid structures and weak entrepreneurial dynamics, experienced difficulties in becoming innovators. Some of these firms can adopt collaborative agreements because these relationships enable them to get the necessary innovative activities, know-how, and exploit opportunities, which they cannot achieve alone. This study examines the motives for the formation of collaborative agreements in industrial Portuguese SMEs and presents some empirical evidence concerning collaboration as an important vehicle for the innovativeness of these small firms. The findings were based on a sample of 92 firms/collaborative agreements.

scholarly journals Authentic Leadership and Openness to Change in Pakistani Service Industry: The Mediating Role of Trust and Transparent Communication

2020 ◽  
Vol 10 (3) ◽  
pp. 291
Author(s):  
Abdul Basit ◽  
Danish Ahmed Siddiqui
Keyword(s):  
Authentic Leadership ◽  
Service Industry ◽  
Strategic Change ◽  
Equation Modeling ◽  
Self Awareness ◽  
Change Initiatives ◽  
Openness To Change ◽  
Mediating Role ◽  
Indirect Relationship

Organizations to engage in strategic change initiatives to remain competitive. Leadership is the top determinant of successful change. This study investigated the factor affecting the employee’s openness to change during process of change and how leadership affects that. We proposed a theoretical framework, modifying (Yue, Men, & Ferguson, 2019) by incorporating Authentic in place of transformational Leadership. We hypothesized that authentic leadership affect organisational trust during change both directly, as well as by inducing transparent communication. Trust would in turn positively affect openness to change. Authentic leadership included 1. Self-Awareness, 2. Relational Transparency, 3. Balanced Processing, and 4. Internalized Moral Perspective, dimensions. Whereas, transparent communication consisted of 1. Participation, 2. Substantiality, 3. Accountability, Factors. Empirical validity was established by conducting a survey using close ended questionnaire. Data was collected from 310 employees working across different service industry in Karachi, and analyzed using confirmatory factor analysis and structured equation modeling. The finding revealed that transparent communication and authentic leadership have significance direct and indirect relationship with employees’ openness to change. Organizational trust has significant relationship with employees’ openness to change during change process. However Authentic leader has weak direct relation with transparent communication and there is no significance relationship between authentic leadership and trust with mediating role of transparent communication. However, trust significantly mediate all the factors of authentic leadership except Self-Awareness, and Openness to Change. Similarly, trust also mediated Substantiality, and Accountability factors of communication, and openness. Lastly, substantiality also offered a partial mediatory role between authentic leadership and trust.

scholarly journals KNOWLEDGE MANAGEMENT AND THE ADOPTION OF CULTURE CHANGE INITIATIVES BY HIGH-MEDICAID-CENSUS NURSING HOMES

2019 ◽  
Vol 3 (Supplement_1) ◽  
pp. S697-S698
Author(s):  
Larry Hearld ◽  
Akbar Ghiasi ◽  
Jeffery Szychowski ◽  
Robert Weech-Maldonado
Keyword(s):  
Knowledge Management ◽  
Nursing Homes ◽  
Culture Change ◽  
Interaction Analysis ◽  
Binary Logistic Regression ◽  
Change Initiative ◽  
Patient Centered ◽  
Change Initiatives ◽  
Logistic Regression Models ◽  
Facility Survey

Abstract Culture change represents an organizational transformational process to become person-centered, through staff and resident empowerment. Culture change initiatives have been associated with fewer health-related deficiency citations and better psychosocial outcomes. Knowledge management, defined as the process of creating or locating knowledge, and managing the dissemination of knowledge within and between organizations, has been shown to be associated with the adoption of innovations such as culture change initiatives. This study examines the relationship between knowledge management activities of high Medicaid census (70% or higher) nursing homes (NHs) and the adoption of culture change initiatives. This study used facility survey data from approximately 324 nursing home administrators (30% response rate) from 2017- 2018, merged with data from LTCFocus, Area Health Resource File, and Medicare Cost Reports. Binary logistic regression models revealed that the probability of adopting a culture change initiative was 0.12 higher for facilities reporting a one-unit higher level of knowledge management activities. Additional interaction analysis revealed that knowledge management activities were associated with a greater likelihood of adopting a culture change initiative for NHs where the director had been in his/her position fewer years. Similarly, higher levels of overall knowledge management activities were significantly associated with greater adoption of culture change initiatives at intermediate levels of nurse retention. Results suggest that knowledge management activities may help high Medicaid NHs acquire and mobilize informational resources in ways that can support the adoption of patient-centered initiatives. These activities may be particularly effective in nursing homes with leadership and nursing staff instability.

scholarly journals Leaders who empower: a gateway to radical innovation

2019 ◽  
pp. 1-18
Author(s):  
Emilio Domínguez-Escrig ◽  
Francisco Fermín Mallén Broch ◽  
Rafael Lapiedra Alcamí ◽  
Ricardo Chiva Gómez
Keyword(s):  
Theoretical Model ◽  
Empirical Study ◽  
Organizational Performance ◽  
Empirical Evidence ◽  
Positive Relationship ◽  
Radical Innovation ◽  
Structural Equations ◽  
The Relationship

Abstract The main goal of the current study is to analyze the relationship between leaders' empowerment, radical innovation and organizational performance. A total of 300 Spanish companies participated in the study. In total, 600 valid questionnaires were obtained. Structural equations were used to validate the proposed hypotheses. Two different respondents in each company were selected to provide information. All the hypotheses proposed in the theoretical model were confirmed. This research provides empirical evidence of the relationship between leaders' empowerment and organizational performance, highlighting the mediation role played by radical innovation. Leaders who empower, promote radical innovation and, in turn, performance. To our knowledge, this is the first empirical study that analyzes the effect of leader's empowerment on radical innovation. Although in the former literature there are evidences of a positive relationship between empowerment and innovation, there are no studies that differentiate between innovation typologies.

scholarly journals A performance measurement system for change initiatives

2019 ◽  
Vol 25 (7) ◽  
pp. 1647-1672
Author(s):  
Dag Naslund ◽  
Andreas Norrman
Keyword(s):  
Organizational Change ◽  
Performance Measurement ◽  
Measurement System ◽  
Major Change ◽  
Process Efficiency ◽  
Performance Measurement System ◽  
Change Initiative ◽  
Change Initiatives ◽  
Content Type ◽  
Practical Reality

Purpose The purpose of this paper is to develop, implement, test and further enhance a framework for measuring organizational change initiatives. Design/methodology/approach The conceptual part of the framework is based on the structured analysis of existing literature. The framework was further developed during an action research (AR) study where the authors developed, implemented, evaluated and improved the measurement system for organizational change initiatives. Findings The academic literature is rich in conceptual articles providing required characteristics of a “good” measurement system and frameworks for how organizations should measure performance. However, academia provides less empirical evidence of how these performance measurement systems can be implemented, evaluated and improved. In this paper, the authors present a study where the developed measurement system has been implemented, evaluated and improved. The results in terms of how the actual framework worked as well as the response from the case organizations are equally positive. Research limitations/implications The framework has been implemented in two different, major change initiatives in one case organization. While the results are truly encouraging, the framework needs to be further tested and refined in more organizations. Practical implications There is a gap between academic perception and practical reality regarding how organizations should measure performance in general as well as measuring organizational change initiatives. The presented, and empirically tested, framework measures both the results of the change initiative (effectiveness) the actual change process (efficiency) as well as the perception of the change initiative and process from different key stakeholders. Originality/value This is the first developed, implemented and further improved measurement system for organizational change which measures both the efficiency and effectiveness of the change initiative (process).

Sign in / Sign up

Export Citation Format

Share Document