Социально-психологические предпосылки готовности к организационным изменениям: постановка проблемы
Mergers are common practice in higher education systems around the world, and merger-related aspects, such as the transformation of organizational and administrative structures, the impact on internal funding allocation mechanisms or changes in academic strategies and profiles, are well researched. Besides the issues of funding after a merger or organizational structure transformation, one of the most common problems is the “human factor.” It includes differences of university cultures in merging universities, protests before the mergers and conflicts afterwards ignited by university staff and especially students. But the role of students in university mergers and their understanding of these processes are hardly investigated at all. So, research is necessary to find better managerial decisions during merger processes and to understand actual students’ interests in contemporary universities overall. The first step is to clarify the most sensitive changes for students during university mergers.
Objectives. The study of socio-psychological predictors of employees’ readiness for changes (identification with the organization as a whole, identification with the unit, injective and descriptive norms) and the ratio of their contribution to the formation of employees’ readiness for changes.
Background. Due to rapid technological development, the number of necessary changes within organizations is growing. A well-formed employees’ readiness for the upcoming changes is needed for the success of their implementation. It will affect the productivity of work processes.
Study design. The study examined the level of readiness for organizational changes, the level of identification with the organization, with the unit, and subjective norms (injective and descriptive). Regression analysis was used to process the data. Socio-demographic characteristics differences were analyzed using the Mann-Whitney U-test and the Kruskel-Wallis N-test.
Participants. The study sample included the state medical organization employees’ implementing electronic records and medical records (n = 308).
Measurements. To evaluate variables, we used questionnaire “Readiness for Organizational Change” by D. Holt, questionnaire by B. Ashfort, F. Mael “Organizational Identification”, and scales for assessing perceived norms of M. Fishbein and A. Aizen.
Results. It is established that identification with an organization, identification with a unit, an injective and descriptive norm are associated with a readiness to change. The strongest predictor of readiness for organizational change is the injective norm for change, the next most powerful predictor is the descriptive norm for change. A less significant contribution to readiness is identification with the organization as a whole. Identification with the working group (or unit) is associated with readiness to change negatively. The level of readiness for organizational changes among managers is significantly higher than among performers.
Conclusions. Identification with the organization and unit, injective and descriptive norms make a significant contribution to the formation of employee readiness for change. Significant differences were found in the level of readiness for changes depending on the position: managers demonstrate a higher level compared to ordinary employees. The results of the study can be used by managers and management consultants to assess and build readiness for change.
Abstract. The goal of the article is to research an interconnection of the value-conscious identity and the personnel involvement and their impact on the results of the organizational changes at the aerospace enterprises, experiencing large-scale transformation. The enterprise personnel involvement to the planned changes is a key factor in their efficiency, and value-conscious identity can become an involvement accelerator. The research conception. The research area is configured as a hierarchical population of a employees’ relation levels to an enterprise and their work in it, supported by employees’ feelings. The affective commitment to work in an enterprise and value-conscious identity as a key factor of its forming contribute greatly to achieving goals of changes. The research was conducted in three stages at the aerospace enterprise. To analyze the value-conscious identity, the respondent value-based grouping was performed with the pattern of values and lifestyle VALS-2. The value-conscious identity was revealed by the respondent interrogation if they agree with the enterprise values. The involvement level was assessed with questionnaire Q12. The analysis confirmed the main research hypothesis concerning the impact of the value-conscious identity on the affective commitment to work as the necessary level of employees’ involvement to the organizational changes. We substantiated the supposition of the statistically important differences in the value-conscious identity for the various value-based types of employees. We partially confirm the hypothesis to the higher value-conscious identity of realizing full potential, achieving and believing employee types. The tool to use the data in change realization practice can be a change feeling cycle pattern adapted to the aerospace enterprise in the hybrid Е – О Beer-Nohria theory. The result value. The value-based employee grouping and data of their commitment level to the industrial enterprise corporate values contribute to obtain a realistic prediction of personnel involvement to the organizational changes and provide the most efficient reorganization planning.