NUR SHAKIRA MOHD NASIR, NUR SHAKIRA (2020) FACTORS INFLUENCING CHANGE READINESS: THE MODERATING ROLE OF STAGES OF CHANGE. Doctoral thesis, UNIVERSITI SAINS MALAYSIA.
![[img]](https://repositori.mohe.gov.my/style/images/fileicons/text.png) |
Text
FACTORS INFLUENCING CHANGE READINESS THE MODERATING ROLE OF STAGES OF CHANGE.pdf - Submitted Version Restricted to Registered users only Download (40MB) | Request a copy |
Abstract
In today’s competitive market and challenging business environment, organisational abilities to efficiently respond and manage both external and internal changes are the keys to survival. However, the failure rate of change implementation and management has been found to be extremely high at 70% and this has become a major concern to both organisational experts and researchers. In relation to this, the present study sought to examine the effect of communication, workgroup and organisational factors in influencing change readiness. Kurt Lewin’s Stages of Change Model was utilized as the main framework. Three stages of change which were derived from the framework, namely, unfreezing, moving and refreezing, were tested as the moderating variable of the study. Preliminary investigation using in-depth interview was first conducted to gain deeper understanding and to confirm the stages of change experienced by organisations. A cross-sectional research design was adopted and self-administered survey questionnaires were distributed to collect data from 400 employees of three corporate organisations identified earlier during the preliminary investigation. Data analysis involved two stages: (1) descriptive analysis using SPSS, and (2) hypothesis testing using partial least squares structural equation modelling (PLS-SEM). The findings showed different stages of change were experienced by the employees of the selected organisations. Results indicated that out of eight hypotheses tested, four hypotheses (i.e., the direct effects of frequency of communication, programmatic communication approach, affective commitment and normative commitment in influencing change readiness) were supported. However, quality of information, change agent characteristics, workgroup climate and collective efficacy did not show significant effects on change readiness. Twenty-four hypotheses were further tested to examine the moderating effect of stages of change on the relationship between the independent variables and the dependent variable (i.e., change readiness). Results indicated that five hypotheses were supported. Unfreezing stage of change was found to moderate the relationship between collective efficacy, affective commitment and nonnative commitment on change readiness. Meanwhile, moving stage of change was found to have moderately affected the influence of collective efficacy on change readiness. In addition, refreezing stage was found to moderate the relationship of frequency of communication on change readiness. The findings of the study have extended the Change Readiness framework by integrating Kurt Lewin’s Model of Stages of Change as the moderating variable of the study and incorporating more factors into the framework. The results of the present study would be useful in assisting employers in designing effective change management strategies and programs in organisations which could be well-received by employees in the organisation.
| Item Type: | Thesis (Doctoral) |
|---|---|
| Subjects: | H Social Sciences > H Social Sciences (General) |
| Divisions: | Universiti > Universiti Sains Malaysia (USM) |
| Depositing User: | Encik Mohd Zulkarnain Hassan bin Mohd Zainudin |
| Date Deposited: | 04 Oct 2024 18:41 |
| Last Modified: | 04 Oct 2024 18:41 |
| URI: | https://repositori.mohe.gov.my/id/eprint/16 |
Actions (login required)
 |
View Item |