Nafiseh Sadr; Alireza Khorakian; Gholamreza Malekzadeh
Abstract
Organizations have to innovate and change in current dynamic and complex environment. Organizational change studies show that employees don’t associate in organizational changes and resist to change most of the times. Resistance to change will result to the failure in changing plans. In this study, ...
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Organizations have to innovate and change in current dynamic and complex environment. Organizational change studies show that employees don’t associate in organizational changes and resist to change most of the times. Resistance to change will result to the failure in changing plans. In this study, we are going to investigate the effect of affective commitment on resistance to change through the mediating role of attitudes toward change and readiness for change among the Mellat Bank employees of Mashhad. The descriptive-survey research strategy has been used to conduct study. Data was collected by a standard measurement and was performed by employing AMOS and SPSS. Face validity and content validity were used for testing the validity of measurement and Cronbach’s Alpha for testing the reliability of data. The findings suggest that affective commitment has effects on Resistance to change. Furthermore, the mediating role of attitude towards change and readiness for change-as one of the neglected cases in previous studies-was confirmed.
Seyyed Ali Akbar Afjei; Neda Rezaee Abyaneh
Volume 22, Issue 70 , July 2013, , Pages 231-247
Abstract
Considering the importance of learning organization and readiness for change, current study has been done to examine the relationship between organizational learning and readiness for change according to the dimensions of learning organization in the insurance industry. The statistical population for ...
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Considering the importance of learning organization and readiness for change, current study has been done to examine the relationship between organizational learning and readiness for change according to the dimensions of learning organization in the insurance industry. The statistical population for this study is private insurance companies in Iran. 110 managers of these companies were selected as the case study. To collect data, Watkins`s and Marsick`s DLOQ (dimensions of the learning organization questionnaires), and also Dunham`s et al questionnaire were used. To test hypothesis with regard to the questionnaire data, Test Kolmogorov-Smirnov, T-test student, structural equations test were used. Findings suggest that there is organizational learning culture in insurance companies, so that different dimensions of organizational learning in insurance companies are above average. Considering the total results of hypothesis tests and also with regard to the standard regression coefficient, it can be argued that the relationship between organizational learning and readiness for change in private insurance companies is not in good condition, particularly in relation to the dimension of promote inquiry and dialogue, which is one of the important dimensions of the model
