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Artykuły w czasopismach na temat „Readiness for change”

Autor: Grafiati

Data publikacji: 4 czerwca 2021

Data aktualizacji: 25 lipca 2025

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1

Rafferty, Alannah E., Nerina L. Jimmieson, and Achilles A. Armenakis. "Change Readiness." Journal of Management 39, no. 1 (2012): 110–35. http://dx.doi.org/10.1177/0149206312457417.

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Santhidran, Sinnappan, V. G. R. Chandran, and Junbo Borromeo. "ENABLING ORGANIZATIONAL CHANGE – LEADERSHIP, COMMITMENT TO CHANGE AND THE MEDIATING ROLE OF CHANGE READINESS." Journal of Business Economics and Management 14, no. 2 (2013): 348–63. http://dx.doi.org/10.3846/16111699.2011.642083.

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There has been little empirical analysis on the complex relationship between leadership, change readiness and commitment to change in the context of Asian countries. In this paper, we propose a research model to analyze the interrelationship between leadership, change readiness and commitment to change using the partial least square technique. Results of the study suggest that leadership positively and significantly affect change readiness but not commitment to change. Consequently, change readiness is found to significantly affect commitment to change. In other words, change readiness is foun

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Tripuspita, Mira, Achmad Sudiro, Sumiati, and Dodi Wirawan Irawanto. "Change Leadership Ability to Improve Employees’ Readiness to Change." International Journal of Professional Business Review 8, no. 6 (2023): e01971. http://dx.doi.org/10.26668/businessreview/2023.v8i6.1971.

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Purpose: The objective of this theoretical review is to reveal the interaction of constructs that may predict employees’ readiness to change. This aims to examine the change leadership ability in improving the employee readiness to change. Design/methodology/approach: This is a theoretical examination to explore the factors that affect employee readiness to change based on phenomena at oil & gas sector in state-own enterprise Indonesia. Findings: Change leadership may have significant impact to strengthen employees’ readiness to change with the existence of individual psychological attribu

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Helvaci, Mehmet Akif. "Schools’ Readiness towards Change." Anthropologist 19, no. 3 (2015): 723–35. http://dx.doi.org/10.1080/09720073.2015.11891708.

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Holt, Daniel T., Achilles A. Armenakis, Hubert S. Feild, and Stanley G. Harris. "Readiness for Organizational Change." Journal of Applied Behavioral Science 43, no. 2 (2007): 232–55. http://dx.doi.org/10.1177/0021886306295295.

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Rafferty, Alannah E., and Amirali Minbashian. "Cognitive beliefs and positive emotions about change: Relationships with employee change readiness and change-supportive behaviors." Human Relations 72, no. 10 (2018): 1623–50. http://dx.doi.org/10.1177/0018726718809154.

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Research has focused on individuals’ beliefs about change when considering the antecedents of employee change readiness. Our study is unique as we identify beliefs and positive emotions about change as proximal antecedents of change readiness. In Study 1, a cross-sectional study of 252 government workers, measures of change beliefs, positive emotions about change and change readiness were developed and tested. Study 1 examined relationships between these constructs. In Study 2, we collected data at two time points separated by 3 months from 199 employees. Study 2 examined the direct and indire

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Mladenova, Irena. "Relation between Organizational Capacity for Change and Readiness for Change." Administrative Sciences 12, no. 4 (2022): 135. http://dx.doi.org/10.3390/admsci12040135.

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Readiness for change is seen as an important prerequisite increasing chances for change success. While assessing the readiness level allows for tailoring of the interventions and the change process, it requires time and planning. When organizations face increasing levels of unpredictability and need to adapt to fast environmental shifts, linear causal models to plan and implement changes become harder to follow. Emergent changes also barely accommodate planning and assessing readiness levels. Multiple and overlapping change initiatives become the norm rather than an exception, thus exert addit

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Diwanti, Dyah Pikanthi, and Norhaziah Nawai. "A Systematical Review of Readiness For Change of Human and Organization Resources a Case study in Health Organization." JMMR (Jurnal Medicoeticolegal dan Manajemen Rumah Sakit) 11, no. 2 (2022): 164–79. http://dx.doi.org/10.18196/jmmr.v11i2.14392.

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The study aimed to determine the historical development of Readiness for Change Of Human Resources in Health Organizations from the initial findings to current developments and future readiness for change in human and organizational resources. The study administered a systematic review of approximately 100 journals on readiness for change human and organizational resources. The findings from the development of readiness for change human and organizational resources referred to a review of readiness for change human and organizational resources development from several points of view, including

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Naumtseva, E. A., and W. A. Stroh. "Psychological Readiness for Organizational Change and its Socio-Psychological Predictors." Social Psychology and Society 11, no. 4 (2020): 151–64. http://dx.doi.org/10.17759/sps.2020110411.

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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 ex

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Yulistiani, Dekalia, M. Rajab Lubis, and Sjahril Effendy. "Pengaruh Employee Engagemen dan Work Value Terhadap Kesiapan Berubah Pada Karyawan PT Budi Perkasa Alam." Tabularasa: Jurnal Ilmiah Magister Psikologi 2, no. 2 (2020): 76–81. http://dx.doi.org/10.31289/tabularasa.v2i2.302.

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Individual readiness to change is important in the success of the organization for making changes. When employees are ready, they will be able to follow the organizational changes that occur. Employee readiness to change will have a positive impact on organizational change. There are various factors that can affect change readiness in employees including employee engagement and work value. This study aims to determine the effect of employee engagement and work value on change readiness in employees of PT. Budi Perkasa Alam. The measuring instrument used in this study is the scale of change rea

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Diab, Gehan Mohammed, Sanaa M. Safan, and Huda M. Bakeer. "Organizational change readiness and manager' behavior in managing change." Journal of Nursing Education and Practice 8, no. 7 (2018): 68. http://dx.doi.org/10.5430/jnep.v8n7p68.

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Background and objective: Organizational readiness refers to organizational members’ change commitment and change efficacy to implement organizational change and confidence in their accumulative abilities to do so. The aim of the study was to assess the nurse managers’ behavior in managing change, and the level of the organizational change readiness at selected hospitals at Menofia Governorate.Methods: Design: A descriptive cross-sectional design was used. Setting: The study was conducted at two hospitals, namely University Hospital and Shebin El-Kom Teaching Hospital, in Menofia Governorate,

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Natalia, Vina, and Dian Ekowati. "A Bibliometric Review on Readiness for Change and Organizational Change." Daengku: Journal of Humanities and Social Sciences Innovation 4, no. 6 (2024): 1028–37. https://doi.org/10.35877/454ri.daengku3107.

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This research aims to determine the development of readiness for change research trends both at the individual and organizational levels published in leading Scopus-based journals. The search process with the categories "title, abstract and keyword": "readiness AND change" in 2014-2023 found 7.988 articles, then using the keyword "organi*ation*" got 2.009 articles and with the keyword "employee" OR "individual" got 636 articles. In the subject areas of Social Sciences, Psychology, and Business, Management and Accounting, there were 255 final articles in English published. VOSviewer software is

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Rahi, Samar, Mahmoud Alghizzawi, Sajjad Ahmad, Mubbsher Munawar Khan, and Abdul Hafaz Ngah. "Does employee readiness to change impact organization change implementation? Empirical evidence from emerging economy." International Journal of Ethics and Systems 38, no. 2 (2021): 235–53. http://dx.doi.org/10.1108/ijoes-06-2021-0137.

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Purpose This study aims to gain insight into factors that impact employee readiness to change and organizational change management. Therefore, an integrative research model is developed with the combination of perceived competence, perceived relatedness, perceived autonomy, codification strategy and personalization strategy to investigate employee readiness to change. The research model tests the mediating role of employee readiness to change between factors underpinned self-determination theory, knowledge management strategy and organizational change management. In addition to the moderating

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Zif, Jehiel. "Personal Strategy and Change Readiness." Journal of Management Research 8, no. 1 (2015): 144. http://dx.doi.org/10.5296/jmr.v8i1.8659.

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<p>Guidelines for developing personal strategy are based on strategic concepts for business and a framework of well-being. The notion is that effective strategy has to balance a deliberate and specific plan with an evolving strategy of change as a result of new opportunities and threats. The set of personal objectives to be prioritized are a modified version of flourishing components in positive psychology. Alternative life styles are presented based on the objectives. The building blocks of the strategy are borrowed from the Balanced Score Card methodology. The paper emphasizes the impo

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Zif, Jehiel. "Entrepreneurial Marketing and Change Readiness." Journal of Management and Strategy 10, no. 1 (2018): 38. http://dx.doi.org/10.5430/jms.v10n1p38.

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The paper outlines the critical rational of change readiness for entrepreneurial ventures. It is very difficult for innovative startups to assess correctly customers’ response prior to actual entry. The probability of success increases when the venture adapts quickly to the feedback derived from users.It is proposed that a proper and timely adaptation can be directed by applying systematic elements of change readiness. These elements are discussed with special attention to the unique characteristics of information gathering and interpretation in the case of new innovative products.

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Anggraeni, Winny, and Adjeng Mariana Febrianti. "Managing individual readiness for change." International Journal of Research in Business and Social Science (2147- 4478) 11, no. 2 (2022): 127–35. http://dx.doi.org/10.20525/ijrbs.v11i2.1700.

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Organizations today are in a dynamic state and in need to constantly change. This study aims to determine the mediating role of mindfulness in the relationship between perceived organizational support and individual readiness for change. This research was conducted by distributing questionnaires to 175 employees who work in service companies determined by the purposive sampling technique. The existing data is then processed using Structural Equation Modeling with AMOS 3.0 software. The results show that perceived organizational support has a positive effect on individual readiness for change,

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Armenakis, Achilles A., Stanley G. Harris, and Kevin W. Mossholder. "Creating Readiness for Organizational Change." Human Relations 46, no. 6 (1993): 681–703. http://dx.doi.org/10.1177/001872679304600601.

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Smith, Ian. "Achieving readiness for organisational change." Library Management 26, no. 6/7 (2005): 408–12. http://dx.doi.org/10.1108/01435120510623764.

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Lehman, Wayne E. K., Jack M. Greener, and D. Dwayne Simpson. "Assessing organizational readiness for change." Journal of Substance Abuse Treatment 22, no. 4 (2002): 197–209. http://dx.doi.org/10.1016/s0740-5472(02)00233-7.

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House, Richard. "Plus ça change: School readiness." Early Years Educator 13, no. 6 (2011): 6. http://dx.doi.org/10.12968/eyed.2011.13.6.6.

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O'Connor, Patrick G. "Assessing Patients' Readiness to Change." Substance Abuse 28, no. 1 (2007): 1–2. http://dx.doi.org/10.1300/j465v28n01_01.

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Wijaya, Andreas, Albert Sutojo, and Nicholas Nicholas. "Role of Readiness to Change in Fostering to change from Transformational Leadership, Self Efficacy, Behaviour on Performance in Digital Industry." Dinasti International Journal of Economics, Finance & Accounting 5, no. 3 (2024): 1350–64. https://doi.org/10.38035/dijefa.v5i3.2827.

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The role of readiness to change in digital transformation is critical because it influences the success rate of accepting and implementing new technologies within an organization. Readiness to change allows individuals and organizations to adapt to environmental changes, overcome obstacles, and adopt changes more effectively This study distributed an online survey via Google Forms to 237 SME employee. After the survey was completed, data filtering and processing were carried out using SmartPLS The results demonstrate that attitude significantly affects performance. Studies consistently show th

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Erlyani, Neka, Fendy Suhariadi, and Rahkman Ardi. "Does Perceived Impact of Change Affect Readiness for Change in Higher Education Governance?" Interdisciplinary Social Studies 2, no. 12 (2023): 2654–64. http://dx.doi.org/10.55324/iss.v2i12.526.

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Background: Changes in the financial governance status of more autonomous state universities require readiness for change in the management of state universities. Academic staff is an HR group that carries out administrative tasks in the state university’s management. The first factor of readiness for change individuals must have is to know that change will be beneficial for themselves and the organization. Aim: This study aims to determine the role of perceived impact of change on readiness for change in academic staff. Method: This research is a quantitative study with 254 subjects selected

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Mitroshkina, O. V. "Specificity of psychological readiness for changes and psychological resilience in the employees of the State Criminal-Executive Service of Ukraine." Law and Safety 71, no. 4 (2018): 118–25. http://dx.doi.org/10.32631/pb.2018.4.17.

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The work focuses on the study of psychological readiness for change and psychological resilience among employees of the State Criminal-Executive Service of Ukraine. It is shown that in the conditions of reforming, readiness for changes is a psychological condition for successful professional activity and personal self-realization of the staff of the criminal executive service. The content of the concept of “psychological readiness” and “psychological readiness for change” is disclosed, the purposefulness of the study of psychological resilience as one of the factors of psychological readiness

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Randall, C. L., K. Hort, C. E. Huebner, et al. "Organizational Readiness to Implement System Changes in an Alaskan Tribal Dental Care Organization." JDR Clinical & Translational Research 5, no. 2 (2019): 156–65. http://dx.doi.org/10.1177/2380084419871904.

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Introduction: Tribal health care systems are striving to implement internal changes to improve dental care access and delivery and reduce health inequities for American Indian and Alaska Native children. Within similar systems, organizational readiness to implement change has been associated with adoption of system-level changes and affected by organizational factors, including culture, resources, and structure. Objectives: The objectives of this study were to assess organizational readiness to implement changes related to delivery of evidence-based dental care within a tribal health care orga

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Czechowska-Bieluga, Marta. "The social workers’ readiness to change." Catholic Pedagogy 32, no. 1 (2023): 71–84. http://dx.doi.org/10.62266/pk.1898-3685.2023.32.06.

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A social worker teaches his or her families how to be ready for changes, and how to live in the contemporary world in which changeability is the most constant element of the environment. This world places ever greater demands on social workers, and makes their social role expand to include ever increasing scope of tasks. The contemporary society is very unstable, which necessitates constant evolution of any support system. Therefore, an increasing number of innovative solutions make their way into the social care system. However, real-world experience shows that many good ideas are not impleme

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Primandaru, Noormalita, and Daniel JI Kairupan. "Leadership Styles and Change Readiness: Improving Employee Performance During the COVID-19 Pandemic." Jurnal Economia 20, no. 2 (2024): 287–98. http://dx.doi.org/10.21831/economia.v20i2.43870.

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AbstractThe COVID-19 pandemic necessitated significant organizational changes, particularly in higher education institutions in Indonesia, leading to a transition to distance learning and remote working arrangements. This study examined the effects of different leadership styles, i.e., authoritarian, democratic, and laissez-faire, on employee performance, focusing on the mediating role of change readiness. Data were collected from 42 business schools in Yogyakarta using a survey method, and the results were analyzed using the SmartPLS 3.0 application. The results indicate that while authoritar

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Talaja, Anita, and Vicenco Dumanić. "ORGANIZATIONAL LEARNING CAPACITY AS A MEDIATOR IN CHANGE READINESS – CHANGE SUCCESS RELATIONSHIP." Ekonomska misao i praksa 32, no. 2 (2023): 312–30. http://dx.doi.org/10.17818/emip/2023/2.1.

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Organizational change becomes important when companies fail to accomplish planned goals in a turbulent business environment. However, successful change implementation becomes impossible without organizational members' change readiness. Resistance to change is a factor that can jeopardize change efforts the most, and change readiness reduces potential change resistance. Also, continuous learning of all organization members is an essential prerequisite for successful change implementation. The aim of this research is to analyze the impact of change readiness on change success and investigate the

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Puspitasari, Indah. "Pengaruh Organizational Trust terhadap Kesiapan Individu untuk Menjalankan Perubahan Sistem Manajemen SDM di PT “X” Bandung." Humanitas (Jurnal Psikologi) 2, no. 2 (2018): 153–64. http://dx.doi.org/10.28932/humanitas.v2i2.1571.

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The aim of this study was to analyze the roles of organizational trust on the individual readiness for HR management system change at PT "X" Bandung. High level of individual readiness for change will increase the effectiveness of organizational change program. Population of this study was employees of PT "X" Bandung. Sampling was done by using purposive sampling technique with the criteria of being a permanent employee and having worked at least 1 year at PT “X”Bandung. A total of 100 respondents participated in this study. Data collection methods using individual readiness for change scale a

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Novita, Rina Dwi, and Nyoman Anita Damayanti. "READINESS TO CHANGE IN JEMURSARI ISLAMIC HOSPITAL IN CHANGE TO BE A EDUCATIONAL HOSPITAL." Indonesian Journal of Public Health 15, no. 1 (2020): 81. http://dx.doi.org/10.20473/ijph.v15i1.2020.81-92.

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ABSTRACTSurabaya Islamic Hospital Foundation is preparing Jemursari Islamic Hospital to become an educational hospital bacause University of Nahdlatul Ulama Surabaya as a medical institution is required to have at least one primary educational hospital. Jemursari Islamic Hospital has conducted self assessment related to the readiness to become educational hospital in 2017 and resulted in a total value of 88.34%. This research aims to describe the readiness to change at the Islamic Hospital Jemursari in the change into an educational hospital. This research was conducted at Islamic Hospital of

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Haqq, Zulkifli Nurul, and Muhammad Natsir. "Three Components of Readiness to Change: Communication of Change and Change-Efficacy as Antecendents." Perisai : Islamic Banking and Finance Journal 3, no. 1 (2019): 33. http://dx.doi.org/10.21070/perisai.v3i1.2011.

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In order to fulfill the planned change, an organization should seriously take the role of individual perception into consideration, in which the individual plays a pivotal role in the change implementation stage through their act. This study aims to investigate the attitude of readiness to change based on the multidimensional concept, with communication of change and change-efficacy as antecedents. This study involved shariah rural bank, located in East Java, as a research object. Furthermore, a quantitative approach was employed in this study, in which survey as a procedure for collecting dat

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Divya J. "Impact of Change Communication on Readiness of the Employees - A Study on Post Covid19 WFH Scenario in the Indian Service Sector." International Research Journal of Multidisciplinary Scope 05, no. 02 (2024): 501–15. http://dx.doi.org/10.47857/irjms.2024.v05i02.0557.

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The study focuses upon analysing and examining the impact of change communication on readiness of the employees under the perspective of post-Covid19 WFH scenario. A closed-end and structure questionnaire was designed and adopted for data acquisition. The targets were determined as service sector-based organizations and the sample size 301 was determined for this study. Hypothesis was formulated and AMOS software was utilized for analysis. Through the proposed research, results were gathered, and it was found that the readiness to change by employees is highly impacted by effective communicati

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Refi, Athallah, and Hesty Prima Rini. "Organizational Learning Berdampak pada Kinerja Karyawan Didukung Kesiapan Berubah Karyawan Sub Direktorat Komersial dan Hubungan Pelanggan PDAM Surya Sembada Surabaya." Journal of Management and Bussines (JOMB) 5, no. 2 (2023): 944–51. http://dx.doi.org/10.31539/jomb.v5i2.6067.

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This study aims to measure the effect of organizational learning on employee performance through readiness to change. Quantitative research methods by taking samples with non-probability sampling and purposive sampling technique methods as many as 50 employees. Data analysis technique with Smart PLS software with hypothesis testing using PLS-based SEM. The results showed that organizational learning and change readiness had an effect on employee performance at PDAM Surya Sembada Surabaya, organizational learning had an effect on change readiness and had an effect on employee performance throug

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Fitrianna, Nurma, and Tri Siwi Agustina. "Transformational Leadership dan Commitment to Change: Dimediasi oleh Readiness for Change Studi Pada Karyawan PT. Telkom Divisi Regional V Surabaya." Jurnal Manajemen dan Bisnis Indonesia 2, no. 2 (2015): 154–67. http://dx.doi.org/10.31843/jmbi.v2i2.47.

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Organizational change is a process whereby an organization change from the current state to the desired state to increase its effectiveness. These changes required the support of a leader, management, and all employees. The change will be successful if all of the organization's role in it. Someone who has a transformational leadership style will affect the readiness for change that will impact on the development and formation of commitment to change from employees.  This study aimed to analyze the effect of transformational leadership toward commitment to change with readiness for change

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Prianto, Agus, Ira Kurniati, Mohammad Taufiq Wahyudi, and Eva Yulistia. "Berbagai Faktor Penentu Kesiapan Untuk Berubah Dan Pengaruhnya Terhadap Keberlangsungan Kegiatan UMKM Di Wilayah Terdamak Wabah Covid-19." Capital: Jurnal Ekonomi dan Manajemen 4, no. 1 (2020): 14. http://dx.doi.org/10.25273/capital.v4i1.7356.

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<p>Currently, real sector business activities are facing severe challenges. The development of ICT and the emergence of the covid-19 pandemic have led to changes in the business environment. Changes in the business environment require businesses to adjust by developing new business strategies, so that their business activities are in line with market demands. This study examines various determinants of readiness to change and their effect on the continuity of MSME activities in the covid-19 affected areas. The results of the study revealed that the new values and attitudes of micro busin

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Lercel, Damon. "Gaining Perspective of an Industry’s Readiness for Regulatory Change: A Case Study From the Aviation Industry." Journal of Management and Strategy 10, no. 3 (2019): 15. http://dx.doi.org/10.5430/jms.v10n3p15.

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A change in regulatory policy regularly affects more than one organization and may involve an entire industry comprised of thousands of diverse organizations. These types of regulatory changes often encounter significant resistance from industry stakeholders as they often view new regulation with a certain level of skepticism, contributing to policy gridlock. A significant factor in whether any change initiative fails or succeeds is the organization’s readiness for change. However, a preponderance of the organizational change research to date has focused on individuals, targeted small groups,

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Khedhiri, Mohamed. "Readiness for Change in Public Education." Higher Education for the Future 5, no. 2 (2018): 178–97. http://dx.doi.org/10.1177/2347631118767293.

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A bulk of research on organizational readiness for changes has been focused on continuous empirical analysis in private business organizations. The present study digresses from the status quo by performing discrete analysis in public education. Generalized ordered logit model (GOLM) regressions were performed at individual level, to analyse a sample of 707 faculties working in a large public university who were in the process to undergo substantial change. Results showed that faculty perceives, indeed, critical issues related to demotivation, communication channel, nature of teamwork and trans

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Hawkins, Connor, and David Kealy. "Readiness and Personality Disorders: Considering Patients’ Readiness for Change and Our System’s Readiness for Patients." Harvard Review of Psychiatry 32, no. 2 (2024): 70–75. http://dx.doi.org/10.1097/hrp.0000000000000391.

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Abstract The culture around personality disorder treatment has changed drastically in the past generation. While once perceived as effectively untreatable, there are now numerous evidence-based treatment approaches for personality disorders (especially borderline personality disorder). The questions, however, of who should be matched to which treatment approach, and when, remain largely unanswered. In other areas of psychiatry, particularly substance use disorders and eating disorders, assessing patient treatment readiness is viewed as indispensable for treatment planning. Despite this, relati

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Rizky, Fadillah Putri Amalia, and Dinda Dwarawati. "Pengaruh Perceived Organizational Support terhadap Readiness for Change pada Guru." Bandung Conference Series: Psychology Science 3, no. 2 (2023): 735–41. http://dx.doi.org/10.29313/bcsps.v3i2.7341.

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Abstract. Organizational change is something that cannot be avoided to achieve success in the competitive world of work, continuity and existence of the organization. An important factor in the success of an organization to make changes is individual readiness to change (readiness for change). Readiness for change is the extent to which individuals cognitively and emotionally have the desire to accept, embrace and adapt a change plan. Employee readiness to face change will have a positive orientation towards the organization when it has perceived organizational support. This study aims to see

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Soomro, Mansoor Ahmed, Mohd Hizam-Hanafiah, Nor Liza Abdullah, and Muhammad Shahar Jusoh. "Change readiness as a proposed dimension for Industry 4.0 readiness models." Logforum 17, no. 1 (2021): 83–96. http://dx.doi.org/10.17270/j.log.2021.504.

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Goebel, Melanie, Barbara Trautner, Yiqun Wang, et al. "Organizational Readiness to Change Assessment Highlights Differential Readiness for Antibiotic Stewardship." Infection Control & Hospital Epidemiology 41, S1 (2020): s492—s493. http://dx.doi.org/10.1017/ice.2020.1168.

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Background: Targeted antibiotic stewardship interventions are needed to reduce unnecessary treatment of asymptomatic bacteriuria (ASB). Organizational readiness for change is a precursor to successful change implementation. The Organizational Readiness to Change Assessment (ORCA) is a validated survey instrument that has been used to detect potential obstacles and tailor interventions. In an outpatient stewardship study, primary care practices with high readiness to change trended toward greater improvements in antibiotic prescribing. We used the ORCA to assess barriers to change before implem

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Vanny, Cika, Ali Jufri, Imam Hadiwibowo, Khalifah Nurjannah, and Puspa Dewi Yulianty. "Kesiapan untuk Berubah: Self-Efficacy dan Komitmen Organisasi." Jurnal Manajemen dan Inovasi (MANOVA) 5, no. 2 (2022): 1–15. http://dx.doi.org/10.15642/manova.v5i2.879.

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The extreme changes in the global environment and the emergence of the COVID-19 pandemic have created shock and readiness for individual employees and organizations to have a commitment to increase their abilities and knowledge in dealing with changes that occur. PT. Pegadain (Persero) is currently carrying out a transformation that makes every employee need to have self-efficacy and high organizational commitment to support readiness to change. This study aims to determine the effect of self-efficacy and organizational commitment on the readiness to change employees of PT. Pegadaian (Persero)

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Caliskan, Sibel, and Idil Isik. "Are you ready for the global change? Multicultural personality and readiness for organizational change." Journal of Organizational Change Management 29, no. 3 (2016): 404–23. http://dx.doi.org/10.1108/jocm-07-2015-0119.

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Purpose – The purpose of this paper is to investigate employee readiness for their organizations’ global change and the predictive effect of their personality and perception of change. Design/methodology/approach – Participants were from work groups that are known to have various levels of contribution to the globalization process in a retail company. Following focus group study, surveys of multicultural personality (MP), organizational change (OC) perception, and individual readiness for global change were conducted. Findings – Results showed that the participants from the work groups with hi

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Havid, Han, Umar Daihani Dadan, and Arafah Willy. "The Effect of Strategic Leadership, Organizational Identification, Perceived Organizational Support, Communication on Readiness of Changes and the Impact on Commitment to Change." Journal of Economics, Finance and Management Studies 05, no. 12 (2022): 3527–30. https://doi.org/10.5281/zenodo.7404416.

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The purpose of this study is to analyze how the influence of leadership, organizational identification, perceived organizational support and communication adequacy on readiness for change and commitment to change and also examine how the influence of readiness for change on commitment to change. This research uses a quantitative approach. The sample of this study are employees of commercial banks who have digitized their services. The sample of this study consisted of 345 respondents. The data itself is collected online and offline directly to the respondents in this study. Data analysis was c

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Afdaliza, Afdaliza, and Zamrul Aini. "THE INFLUENCE OF SERVICE LEADERSHIP ON READINESS FOR CHANGE WITH ORGANIZATIONAL COMMUNICATION AS A MEDIATOR VARIABLE." Journal of Social and Economics Research 6, no. 1 (2024): 1640–50. http://dx.doi.org/10.54783/jser.v6i1.526.

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Within the National Police institution, there are often changes in function and policy along with changes and rotation of leadership, which results in many policies changing, therefore it requires readiness to change members of the National Police so that they can maintain work performance. One important aspect in increasing the readiness to change members of the National Police is leadership style, especially servant leadership. Apart from that, there are variables that act as modifiers or interveners in the influence of service leadership on the readiness to change members of the National Po

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Awang Lukman Nur Karim and Hendro Prakoso. "Hubungan Work Engagement dan Readiness for Change Guru SMP Negeri di Bandung." Bandung Conference Series: Psychology Science 4, no. 1 (2024): 44–51. http://dx.doi.org/10.29313/bcsps.v4i1.9739.

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Abstract. At this time, change is inevitable in the sustainability of a company or organization. This includes changes that occur in the field of education, namely the Independent Curriculum. In the face of change, teachers need to have high readiness for change. Readiness For Change is defined as the readiness of individuals to face changes that occur in the organization. Readiness For Change is a multidimensional construct correlated by beliefs among employees Holt et al (2007). Readiness for change can be improved through work engagement. Work engagement is defined as a positive and satisfy

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Zalina, Zakaria, and Noor Ismail Siti. "The Relationship between Organizational Readiness to Change and Professional Learning Community (PLC) Practices in Kelantan Residential School." International Journal of Management and Humanities (IJMH) 4, no. 6 (2020): 73–77. https://doi.org/10.35940/ijmh.F0611.024620.

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The study investigated the relationship between organizational readiness to change and the level of professional learning community in Kelantan Residential Schools. A total of 371 teachers representing 15 schools had participated in the study. Random sampling is used to select respondents. The organizational readiness instrument is used to measure the organizational readiness level (Shea, 2014, while the Professional Learning Communities- Revised instrument (Oliver & Hipp, 2010) was used to measure the practices of the PLC. The finding showed a moderately high, positive correlation and sig

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McKay, Dean. "Motivational Interviewing: Accelerating Readiness to Change." Journal of Cognitive Psychotherapy 35, no. 2 (2021): 87–89. http://dx.doi.org/10.1891/jcpsy-d-21-00005.

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van Zeller, Luke. "Climate Change Readiness for Community Services." International Journal of Climate Change: Impacts and Responses 3, no. 4 (2012): 71–78. http://dx.doi.org/10.18848/1835-7156/cgp/v03i04/37137.

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Brandzel, Judy. "Readiness and Change in Couple Therapy." Psychiatric Services 47, no. 5 (1996): 541—a—542. http://dx.doi.org/10.1176/ps.47.5.541-a.

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