Сопротивление организационным изменениям: психологические причины и организационные условия

Северо-Кавказский психологический вестник. 2014. № 12/4. С. 5–14.

Isaeva O., Mkrtychyan G.

The article discusses conducted study, the purpose of which was the development of science-based systematization of factors for resistance to organizational changes of the personnel and its approbation. The basis of the developing this idea is that the resistance to organizational changes is a form of organizational behavior and should be studied on three levels: individual, group and organizational one. On the ground of literature review the main (enlarged) factors of resistance in each level were identified and we developed a questionnaire where all factors are measured on a 7-point scale. The survey involved 336 line managers in the companies of Nizhny Novgorod that represents different spheres of the economy. Submitted data shows that priority guidelines of organizational changes in the Russian companies are technology and human resource management. It was revealed that the resistance to organizational changes of the staff has an average intensity and passive form; however the most intense cause of resistance to changes is human resource management. Also we found that the greatest influence on the resistance of the staff shows: at the individual level - the inertia and fear of negative consequences and at the group level - group norms and cohesiveness. According to the results of the factor analysis a conceptual model of resistance to organizational changes was suggested where psychological causes and organizational conditions are different. Designed systematization can be taken as the basis for differential diagnosis of the psychological causes and organizational conditions of resistance to change. The usefulness of the diagnosis was approved: individual psychological reasons should be studied by quiz of the employees with digital scaling for each cause; socio-psychological reasons - by the survey, supplemented by formal interviews with line managers and group discussions; organizational conditions - by method of group peer review and interviews with top managers of the company, including HR-managers.

Keywords: organizational change, организационные изменения, сопротивление изменениям, line managers, resistance to change, factors for resistance, линейные менеджеры, факторы сопротивления

Publication based on the results of: Сопротивление организационным изменениям и способы его преодоления в деятельности HR-менеджера (2013)