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Управление изменениями: эмоционально-смысловые конструкты в организационном осмыслении
Abstract. The purpose of the study. To study the emotional-semantic constructs of the organizational subculture for the adoption of organizational changes in the context of managing staff resistance. Research methodology. The empirical study was conducted in two different projects. The first case examines the change in the subculture of the sales department of a retail bank in India. The second case is devoted to the change in the production functional subculture at a state-owned power plant (SPP) in Kazakhstan. The study has a descriptive design and consists of two stages. At the first stage, empirical material was collected related to the characteristics of the subcultures under consideration and the identification of the causes of resistance to change. Primary information was collected through observation, including participant observation, as well as semi-structured individual and group interviews. The collected information was analyzed using content analysis, phenomenological analysis, conversational speech analysis and visual analysis. At the second stage, emotional-semantic constructs were developed and their impact on staff resistance was analyzed. The ADKAR (Awareness, Desire, Knowledge, Ability, Reinforcement) change management model was used as a methodological basis for the projects. The result of the empirical study is a Program for managing personnel resistance to organizational changes. The use of emotional-semantic constructs in combination with the co-evolutionary model of organizational sensemaking and the change management model demonstrated a multiplicative positive effect, expressed in the acceptance of and openness of personnel to organizational changes, as well as the transformation of the organizational subculture that supports changes. Originality and contribution of the author. The use of the ADKAR change management model and the co-evolutionary model of organizational sensemaking allows us to offer a unique approach that includes a connection between emotional-semantic constructs and acceptance of changes. This approach is a contribution to the development of an interdisciplinary theory of organizational change from the perspective of management and social psychology.