Employee acceptance of organizational change:the role of organizational commitment

Highest order moderation of extraversion and neuroticism into the relationship between job stress and flourishing: Mediated by readiness to change among Chinese medical teachers

This study investigates the mediating role of Readiness to Change in the relationship between job stress and flourishing among Chinese medical teachers, as well as the highest order moderation of Extraversion and Neuroticism into this relationship. The research utilized a quantitative approach, surveying a sample of Chinese Medical Education teachers (N = 500) consisted of 342 males and 158 females with an age range between 30 and 65 (M = 43.69; SD = 9.31). The average tenure in the education landscape was 12.39 years (SD = 10.91) through an online platform. The primary aim was to explore how readiness attitudes influence the well-being and work capacity of Teachers in high-stress medical teaching environments. The survey incorporated self-assessment instruments to measure job stress, Readiness to Change attitudes, levels of flourishing, and personality traits (Extraversion and Neuroticism). Statistical analyses, including mediation models, were employed to test the relationships between these variables. Preliminary findings suggest a significant mediating role of Readiness to Change into the effects of job stress on flourishing and a moderation of extraversion into this relationship. The findings also failed to support the moderation of Neuroticism into the relationships, while the Higher order moderation showed a statistical marginal value. This indicates that effective readiness attitudes may not only mitigate the negative impacts of job stress but also enhance personal well-being and professional capacity. These results hold critical implications for the development of support systems and interventions aimed at fostering resilience and adaptive skills among medical teachers. Such initiatives could potentially improve job satisfaction, mental health, and teaching effectiveness in medical education settings. The study contributes to the growing body of literature on occupational stress and coping mechanisms in the educational sector, particularly within the field of medical education.

Effects of organizational agility on readiness for change in nurses: A cross-sectional study

AIM

To investigate the correlation between organizational agility and nurses' readiness for change.

BACKGROUND

The paradigm of agility in a healthcare organization is a novel concept that embodies the most advantageous organizational status. However, assessing the effects of organizational agility on nurses' readiness for change has not been previously studied.

METHODS

This cross-sectional study was conducted on 270 nurses working in a university hospital in Egypt. The study took place between January - March 2022, and participation was voluntary. Data were collected using the organizational agility scale and individual readiness for change scales. Data analysis was conducted using descriptive statistics, Pearson correlation, and structured equation modeling (SEM).

RESULTS

The results indicated that nurses in the hospital exhibited a moderate level of agility. Nurses' readiness for change is high. The SEM showed that organizational agility accounted for 64% of the variance in nurses' readiness for change.

CONCLUSIONS

Organizational agility is a significant predictor of nurses' readiness for change.

IMPLICATIONS FOR NURSING POLICYMAKING

As a means of ensuring that nurses are prepared for changes, nursing institutions should foster agility by instilling a vision for the future, enhancing staff capabilities, encouraging teamwork and open communication, and implementing total quality management, strategic planning, advanced nursing practice, participatory management, shared decision-making, and policy development.

Strength of HR signals and intent to stay: mediating role of psychological contract fulfillment

Purpose

The study examined the relationship between human resource (HR) signals and intent to stay (ITS) in an attributional framework. It also investigated the mediating role of psychological contract fulfillment in the relationship between the strength of HR signal and ITS.

Design/methodology/approach

The data were collected from 460 managers in the manufacturing sector from eastern India using a structured questionnaire. The study adopted a mediated structural equation model to test the model fit and hypotheses.

Findings

The study confirmed the relationship between the strength of the H R signal and the ITS, and the mediating role of psychological contract fulfillment between the strengths of HR signals and ITS. The study indicates a positive role of the psychological contract fulfillment in strengthening the effect of HR signals on ITS.

Originality/value

The study adds to the body of knowledge by confirming a signaling role of HR practices within the firm having the attributional ability. It also indicates the role of psychological contract fulfillment in employee retention.

Exploring Lean HRM Practices in the Aerospace Industry

Lean places people at its core, acknowledging their contribution to the company’s growth and the fundamental role human resources management (HRM) practices play in the success and sustainability of Lean transformations. However, the relationship between HRM practices and Lean remains largely unexplored in the literature. The purpose of this work is therefore to investigate the challenges and contributions of HRM practices in a Lean company, and identify those practices that are required for successful and sustainable Lean implementations. Based on a sample of thirty employees (15 production and 15 office workers) of a Canadian aerospace company who participated in our interviews, we performed a qualitative analysis to identify prominent HRM practices. We found seven HRM practices that are of major importance in the context of Lean (i.e., job security, communication, fairness, supervisor/manager support, training, occupational health and safety, and respect). Our findings show that these practices are equally relevant to both production and office workers, and suggest that managers play a decisive role in implementing these practices, and in providing the right environment to effectively promote workforce commitment.

Perceived change uncertainty and behavioral change support: the role of positive change orientation

Purpose

Drawing from uncertainty reduction theory and uncertainty management theory, the aim of the research is to investigate the influence of positive change orientation (i.e. change self-efficacy, positive attitudes toward change, perceived control) on the perceived change uncertainty and behavioral change support (i.e. compliance, cooperation and championing) relationship.

Design/methodology/approach

The paper hypothesizes that employees' positive change orientation partially mediates the relationship between perceived change uncertainty and behavioral change support. The research data were collected from employees and their supervisors in three sequential phases. The research model was tested with the use of Structural Equation Modeling.

Findings

The research findings suggest that employees' change self-efficacy and attitudes toward change partially mediates the negative relationship between perceived change uncertainty and behavioral change support.

Practical implications

The results support that change management practitioners will benefit significantly if they manage to influence their employees' positive change orientation as well as to decrease the perceived uncertainty to provoke change supportive behaviors. Relevant suggestions are made.

Originality/value

The originality of this study lies in the finding that employees' change self-efficacy as well as their attitudes toward change partially mediates the relationship between perceived change uncertainty and behavioral change support. Further, the research findings add to the uncertainty reduction theory and uncertainty management theory as well as other related notions.

A dual model of coping with and commitment to organizational change: the role of appraisals and resources

Purpose

Organizational change is usually stressful and destabilizing for employees, for whom coping with the induced stress is primordial to commit to the change. This paper aims to unravel how and when change recipients can enact different coping strategies and, ultimately, manifest different forms of commitment to change.

Design/methodology/approach

We propose a theoretical model that identifies challenge appraisal and hindrance appraisal as two primary appraisals of organizational change that fuel, respectively, proactive and preventive coping strategies and, indirectly, affective and normative forms of commitment to change. Moreover, this framework suggests that coping strategies and commitment are influenced by the secondary appraisal of two vital resources – resilience and POS – allowing individuals to react effectively to primary change-related appraisals. Finally, the relationship between coping strategies and the components of commitment to change is proposed to be moderated by employees' regulatory focus.

Findings

Using appraisal theory and conservation of resources theory as guiding frameworks, our integrated model describes the antecedents, processes and boundary conditions associated with coping with the stress of organizational change and how they ultimately influence commitment to it.

Originality/value

This is the first theoretical paper to identify a conditional dual path to disclose the different reactions that change recipients can manifest in response to the stressful aspects of organizational change.

Ethical leadership and knowledge hiding: testing the mediating and moderating mechanisms

Purpose

Recent scholars have established that knowledge hiding does not equate to the lack of knowledge sharing. Due to a scarcity of papers on knowledge hiding, this paper aims to understand the mechanisms through which ethical leadership influences knowledge hiding based on social learning theory and social cognitive theory.

Design/methodology/approach

The field study involves 243 employees from public listed companies in Malaysia. Partial least square structural equation modelling is used to test the hypothesised relationships.

Findings

The results indicate that moral disengagement mediates the relationship between ethical leadership and knowledge hiding. Furthermore, organisational commitment moderates the negative relationship between ethical leadership and knowledge hiding, such that the negative relationship is stronger when organisational commitment is high.

Originality/value

This study is the first to investigate the influence of ethical leadership on knowledge hiding through the mediating effect of moral disengagement. Moreover, organisational commitment is an important boundary condition for the relationship between ethical leadership and knowledge hiding. The implications for practice and future research are also discussed.

Job Stress and Mental Well-Being among Working Men and Women in Europe: The Mediating Role of Social Support

Job stress is one of the most common health issues in many organizations, particularly among women. Moreover, an increase in job stress with low social support may have an adverse effect on mental well-being. This study investigated the mediating role of social support in the relationship between job stress and mental well-being among working men and women in Europe. A cross sectional data set from the 2015 6th European Working Conditions Survey on 14,603 men and 15,486 women from 35 countries in Europe was analyzed. The study applied Hayes process macro 4 modelling technique to estimate the direct, indirect, and total effects of job stress on mental well-being among working adults. The study further used the Hayes process macro 59 model to estimate the gender difference in the mediating effect. The results showed that job stress had a direct negative effect on mental well-being among workers in Europe (β=−0.2352,p<0.05). However, there were significant gender differences in the relationship (β=−0.3729,p<0.05), with women having higher effect size than men (men: β=−3.9129,p<0.05 vs. women: β=−4.2858,p<0.05). Furthermore, the indirect effect showed that social support mediated the relationship of job stress on mental well-being (β=−0.0181, CI: −0.0212−0.0153). Nevertheless, the mediating effect of social support did not differ among men and women. This study provides evidence that job stress has a negative impact on mental well-being among working adults, and social support mediates this relationship. The results highlight the importance of the role of support from colleagues and supervisors at the work place, which may help reduce job stress, and improve mental well-being. Sociological and occupational health researchers should not ignore the role of gender when studying work environment and jobs in general.

The Impact of Self-Management Practices on Entrepreneurial Psychological States

It is well-known that entrepreneurs lead extremely busy lives. While research literature reports the stressors of entrepreneurial careers, few empirical studies have examined the actual management of the demands that entrepreneurs face in their daily lives. In this paper, we conducted a study of 472 small business owners and tested hypotheses on the roles of three self-management practices—exercise, work overload, and attention to detail—on stress, security, and job satisfaction. Exercise, work overload, and attention to detail serve as three important self-management practices that are largely under the decision-making of the individual entrepreneur.

Change Engagement, Change Resources, and Change Demands: A Model for Positive Employee Orientations to Organizational Change

The purpose of this conceptual article is to introduce the construct of change engagement and a model that also consists of change-related organizational resources, change-related job resources and demands, and change-related personal resources. We propose that change engagement is a construct that is theoretically and practically useful for understanding employee reactions to and adoption of organizational change. Drawing from existing models of employee engagement, we add to the change literature by identifying salient change-related organizational resources, job resources, job demands, and personal resources in a previously validated framework that brings together the literature on both engagement and change. By using the proposed change engagement framework, practitioners and researchers will potentially be able to effectively diagnose, manage, and optimize employee change readiness and enthusiasm for ongoing change. Furthermore, the change engagement model (CEM) provides practitioners and researchers with a comprehensive and practically useful model that will be easy to comprehend and communicate. The model can be applied to the planning, implementation, and evaluation of discrete change initiatives, as well as to ongoing change. The model is therefore well-suited to contemporary organizational contexts where change is widely recognized to be a constant.

How do offshoring-related changes in job characteristics affect onshore managers’ affective organizational commitment? The moderating role of perceived organizational valence

Offshoring—the transfer of work activities to providers in offshore countries—has for some time affected the nature of work in onshore locations. Not much is however known about the reactions of onshore job incumbents to such changes. In this article, we use a survey of UK firms to examine the relationship between perceived changes in onshore managers’ work characteristics induced by information systems offshoring and managers’ affective organizational commitment. We found that a perceived increase in onshore managers’ job complexity was associated with higher affective organizational commitment only if managers also perceived organizational valence, that is, only if they believed that information systems offshoring benefited their organization. A perceived increase in cross-cultural work was associated with higher affective organizational commitment, and this association was positively moderated by managers’ perceptions of organizational valence. Using the offshoring context, our findings provide insights into consequences of contemporary changes in the nature of work in developed countries and to explain the diverse reactions of onshore job incumbents to such changes.

Linking supervisor support to innovation implementation behavior via commitment

Purpose

The purpose of this paper is to investigate how perceived supervisor support (PSS) affects employees' innovation implementation behavior (IIB), the psychological mechanisms of this relationship, and the role of perceived coworker support (PCS).

Design/methodology/approach

Using a three-phase survey, data were collected from 307 employees of a state-owned coal company located in the central region of China. The study tests the hypotheses by using hierarchical regression analyses. The mediating effects and the moderated mediating effects are further examined by using bias-corrected bootstrapping methods.

Findings

Affective commitment (AC) fully mediates the positive relationship between PSS and IIB, and this mediating effect can be moderated by PCS.

Practical implications

Companies should foster supportive supervisors and colleagues by investing in appropriate training programs. In addition, managers should emphasize the psychological changes of employees and provide more supportive feelings for them.

Originality/value

The study explicitly tests the entire causal chain implied by organizational support theory in predicting IIB. It specifies the different role of two similar support constructs (i.e. supervisor support and coworker support) in affecting employees' attitudes and behaviors.

Implementation of pharmaceutical care for older adults in the brazilian public health system: a case study and realistic evaluation

BACKGROUND

Pharmaceutical care services have been recognized as the most highly regarded professional pharmacy practice model that allows the identification, intervention, and resolution of drug related problems. This practice provides significant clinical outcomes and can reduce direct and indirect costs for health systems. However, its implementation can be complex and challenging, needing study experiences that aims at overcoming obstacles, especially in free and universal healthcare systems. The objective of this study is to evaluate the implementation of Ambulatory Care Pharmacy services for older adults at Paulista Institute of Geriatrics and Gerontology (IPGG), which is recognized in the city of São Paulo for offering pharmaceutical care services for over 10 years continuously. This initiative and process is independent of external academic interventions or educational institutions. It is hoped that the results may also contribute to advancing the implementation of pharmaceutical care service in similar health systems.

DESIGN

This is a case study using multiple sources of data. Qualitative and quantitative data were collected from institutional documents, by participant observation and interviews. Initial themes were identified by content analysis and analyzed under the context-mechanism-outcome configurations (CMO Configurations) in realistic evaluation.

SETTING

Geriatrics and Gerontology Institute of São Paulo (known as IPGG).

PARTICIPANTS

Eleven health professionals and three pharmaceutical care service users.

RESULTS

Three CMO configurations were identified and accepted: "Scenario Construction mediated by educational processes", "Contribution to complex needs resolution", and "Organizational Visibility". The CMO (Context-Mechanism-Outcomes) configuration "Logistic activities discourage clinical pharmaceutical services implantation" was denied due to the influence of accepted CMOs.

CONCLUSIONS

Educational processes which value transdisciplinary knowledge exchanges provide resources required to overcome important obstacles present during pharmaceutical care implementation. Thus, providing and seeking knowledge to build and offer context-consistent clinical health services as well as fulfilling organizational environment requirements can be the key to implement pharmaceutical care service.

Human resources management practices and organizational commitment in higher education

Purpose

The purpose of this paper is to investigate the impact of human resource management (HRM) practices on organizational commitment in Palestinian universities, and to examine the mediating effect of work engagement as a black-box mechanism that defines HRM practices–organizational commitment relationship.

Design/methodology/approach

The source of the data is from 237 employees (academics and administrative staff) from Palestinian universities. The authors used structural equation modeling to verify the hypotheses.

Findings

The results reveal that HRM practices have a significant impact on employee organizational commitment in higher education. In addition, work engagement showed a significant mediating effect between performance appraisal and organizational commitment on the one hand, and between rewards and compensation and organizational commitment on the other hand.

Practical implications

The study suggests university managers to capitalize on HRM practices as vehicle to trigger positive work-related attitudes.

Originality/value

The study contributes to the literature by examining the impact of HRM practices on organizational commitment through the mediation role of work engagement in higher education of a non-western context. The study is one of the few studies that is conducted in the middle east.

The role of change readiness and colleague support in the role stressors and withdrawal behaviors relationship among health care employees

Purpose

The purpose of this paper is to investigate the impact of role stressors (role ambiguity, role conflict and role overload) on change readiness and in turn their effects on the withdrawal process. In addition, it explores the moderating role of colleague support in the relationship between role stressors and change readiness.

Design/methodology/approach

Data were collected from health care workers (n=457) in a large Canadian hospital undergoing large scale change.

Findings

The results revealed that role ambiguity and role conflict had a significant negative association with change readiness. Change readiness was related to turnover intentions which was related to higher levels of absenteeism and actual turnover. Change readiness partially mediated the relationship between role ambiguity and turnover intentions but not for role conflict and role overload. Turnover intentions partially mediated the relationship between change readiness and actual turnover but not for absenteeism. Role conflict had a direct rather than an indirect effect via change readiness on turnover intentions. Finally, colleague support moderated the relationship between all three role stressors and change readiness.

Originality/value

Little is known about the limiting factors of change as well as the factors that protect against them. The authors identify role stressors as a limiting factor for change and highlight their impact on change readiness and the overall withdrawal process. The results, however, also show that some demands are more commonly experienced by health care workers thereby not posing a threat to their change readiness. Colleague support is identified as a coping mechanism for mitigating against the detrimental effects of role stressors.

Job security matters: A systematic review and meta-analysis of the relationship between job security and work attitudes

This article synthesizes public and private sector accumulated research regarding the relationship between job security and employee work attitudes (i.e., job satisfaction and organizational commitment). The present meta-analysis of 37 studies (including 45 independent samples) shows that the medium-sized associations between job security and each work attitude variables (i.e., job satisfaction and organizational commitment) were found, with true score correlations (ρ) of .327 for job satisfaction, and .253 for organizational commitment. These results highlight the significance of job security at the workplace, in shaping and enhancing attitudes of employee and job security is worth retaining in some form in the public sector, contrary to the logic of at-will employment. This meta-analysis findings also call attention to several important considerations for developing effective public job security policy.

Affective Information Processing in Self-Managing Teams: The Role of Emotional Intelligence

Based on a multilevel data set collected from 599 individuals working in 102 self-managing teams, we examined the relationship between emotional intelligence (EI) and team member performance, focusing on the dimensions of teamwork and leadership performance. Furthermore, we explored the moderating role of team-level characteristics, such as noninformational diversity, size, and collective EI on the EI–performance relationship. As predicted, team members with higher EI were better at facilitating teamwork and playing the role of an informal leader than those with lower EI. The positive contribution of EI on team member performance was stronger for teams with greater diversity, larger sizes, and with lower average levels of team member EI. The study suggests that managers of self-managing teams should emphasize EI in their selection, training, and evaluation systems.

Mitigating the Harmful Effect of Perceived Organizational Compliance on Trust in Top Management: Buffering Roles of Employees' Personal Resources

This study considers how employees' POC-defined as their beliefs that the organizational climate stifles change and values compliance with the status quo-reduce their trust in top management, as well as how this negative relationship might be buffered by access to two personal resources that support organizational change: openness to experience and affective commitment to change. Data from a sample of Pakistan-based organizations reveal that POC reduce trust in top management, but this effect is weaker at higher levels of openness to experience and affective commitment to change. These findings are significant in that they indicate that employees who operate in organizational climates marked by "yea-saying" can counter the difficulty of improving their job situation by drawing from adequate personal resources.

Transformational Leadership and Attitude Toward Enterprise Resource Planning System

In order to survive in competitive markets, modern organizations introduce enterprise resourcing planning systems to enhance their competitive positions and their survivability in competitive markets. Nevertheless, organizations often fail to utilize and explore this new system's functionalities to achieve business objectives and have not fulfilled their expected effectiveness after adopting it. Given that countless companies fail to implement ERP systems successfully in recent decades, the aim of this study is to explore the inner workings of employees' attitudes towards ERP systems from the perspective organizational change. The results from a sample of 334 respondents in Taiwan provide additional insight into the mechanism through which transformational leadership influences employees' attitudes towards ERP systems.

Organizational change in a scenario of political upheaval and economic crisis: a Brazilian case

Purpose

This paper aims to enhance the understanding of organizational change (OC) and the main critical factors to change.

Design/methodology/approach

A single case study was conducted in a large company with operations in Brazil by means of 21 in-depth interviews. A qualitative perspective was applied to scrutinize the data collected.

Findings

Main critical factors, such as commitment and trust, represent pieces of a puzzle that, when put together in a constructive way, draw a path to successful implementation of a change initiative. On the one hand, a country crisis poses as an obstacle to build change initiative credibility. On the other hand, an economic downturn may represent a retention mechanism. This study allowed the authors to draw a diagram with four groups of people based on their engagement with the organization change initiatives and on their seniority. In brief, the company is in a vicious circle. It is prisoner of a negative loop that causes a destructive effect in the change process, and it does not allow them to think out of the box and explore creative alternatives to face the company challenges.

Research limitations/implications

The research presents a few limitations regarding the chosen method and, also, country and company scenario where the research took place.

Practical implications

The results have implications for human resources development (HRD) scholars and practitioners in the planning and implementation of OC-related initiatives.

Originality/value

This paper contributes to OC literature and practitioners by showing the importance of credibility in change initiatives to achieve their successful implementation. This study also supports the strong relationship among main critical factors to change. Finally, the company is locked in a negative loop that stifles the successive attempts to successfully implement the change initiatives.

Multiplying the use of space and what it implies in practice: a cross-case analysis

Purpose

Shared space is a design and engineering concept that gains attention in the context of both regeneration of, for example, former production sites and in the context of designing new building complex(es) with a multifunction strategy. But the practicalities of realising shared space are generally overlooked, despite its importance for the user experience and the degree of success with shared space initiatives. The purpose of this study is to increase the knowledge of shared space and the complex processes involved in realising multiple use of space.

Design/methodology/approach

To achieve the purpose stated, the paper presents a study of current literature and four cases of shared space, including a commercial building, a public sport facility, a public health centre and an educational building. The study draws on theory from the fields of property management, space management, urban design and architecture, as well as from the social sciences and geography, to provide an as complete picture as possible of the challenges related to shared spaces in practice.

Findings

The result of the study presented is increased knowledge of the processes involved in sharing space in a facilities management context, supported by specific recommendations regarding attention to issues of territoriality, involvement and practicalities.

Originality/value

Not much scientific work has been conducted on the topic of shared space in a facilities management context, and this study adds to the so far limited knowledge within the area.

Organizational Factors and Probation Officer Use of Evidence-Based Practices: A Multilevel Examination

Growing evidence pointing to the ineffectiveness of control-oriented supervision practices has led to an emphasis on evidence-based practices (EBPs), or practices that are empirically tied to recidivism reduction. Research on EBPs in probation highlights the importance of case management-oriented supervision and provision of proactive, appropriate program referrals. Despite research support, challenges exist regarding implementing EBPs in real-world practice. Utilizing survey data from 813 adult probation officers across 43 agencies, the current study examined variation in use of case management and proactive referral practices. Findings highlight the important role organizational commitment plays in supporting implementation efforts. Implications suggest a need for probation agencies to promote and sustain staff commitment to their agency before embarking on significant reform efforts.

A Conceptual Measurement Model for eHealth Readiness: a Team Based Perspective

Despite the shift towards collaborative healthcare and the increase in the use of eHealth technologies, there does not currently exist a model for the measurement of eHealth readiness in interdisciplinary healthcare teams. This research aims to address this gap in the literature through the development of a three phase methodology incorporating qualitative and quantitative methods. We propose a conceptual measurement model consisting of operationalized themes affecting readiness across four factors: (i) Organizational Capabilities, (ii) Team Capabilities, (iii) Patient Capabilities, and (iv) Technology Capabilities. The creation of this model will allow for the measurement of the readiness of interdisciplinary healthcare teams to use eHealth technologies to improve patient outcomes.

Understanding factors affecting knowledge sharing

Purpose

The aim of this paper is to propose a conceptual framework of knowledge sharing for Bangladesh’s business organizations.

Design/methodology/approach

On the basis of previous literature, this paper proposed a framework for knowledge sharing.

Findings

This paper identified organizational commitment as a potential mediator for the relationship between organizational factors (organizational culture, leadership and structure) and knowledge sharing. In this paper, top management support and information and communication technology (ICT) support are also proposed as potential moderators that can affect knowledge sharing.

Research limitations/implications

This paper has identified several organizational factors to predict knowledge sharing. Future research with empirical evidence will validate this conceptual framework.

Practical implications

This paper will help business managers to understand knowledge sharing from a different perspective. Propositions of organizational commitment as a potential mediator and top management support and ICT support as potential moderators will provide managers with a better understanding of employees’ knowledge sharing behavior.

Originality/value

This paper adopted the general model of workplace commitment and integrated with organizational factors (organizational culture, leadership, structure, top management support and ICT support) to understand knowledge sharing for the business organizations of Bangladesh.

Acceptance of primary practitioner physiotherapists in an emergency department: A qualitative study of interprofessional collaboration within workforce reform

Primary contact practitioner physiotherapists (PPs) are increasingly common in emergency departments (EDs) and provide targeted care to people with uncomplicated musculoskeletal conditions such as sprains, strains, and simple fractures. Workforce redesign can be challenging and success is influenced by staff attitude and opinion. The current study aimed to explore the experiences and perceptions of ED team members about a recently introduced PP service on existing staff and services in a large regional ED. Forty-two staff from eight professional groups participated in semi-structured interviews or focus groups which were audio recorded and field notes were taken. Data were transcribed verbatim and subsequently underwent thematic analysis. Acceptance emerged as one key theme. Acceptance of the PP service by ED staff was not automatic, unconditional, or implied and represented a continuum from PPs being tolerated as transient visitors to being subsumed as integrated members of the ED team. Acceptance of the service and its members was contingent upon the PPs demonstrating three interdependent qualities: being trustworthy, valuing learning, and complementing (not competing with) ED practices to achieve ED goals. Given that staff acceptance was crucial for the successful integration and performance of the service, understanding and manipulating the factors that influence acceptance might increase the likelihood of successfully implementing PP services in EDs. The results might also be applied to facilitate workforce reform in other settings.

Excessive change and coping in the working population

Purpose

– Two complementary objectives are addressed in this paper. First, several studies are introduced based on the assumption that organizational change is now excessive. The purpose of this paper is to propose an operational definition to change excessiveness, and the authors assess whether it is a generalized phenomenon at a societal level. Second, these studies are habitually mobilizing coping theories to address their purpose. However, an integrated model of coping, including appraisals and coping reactions towards change is still to be tested. Thus, the assessment is anchored in an application of the Stimulus-Response Theory of Coping (SRTC).

Design/methodology/approach

– A quantitative study is conducted by administering questionnaires to a nationwide representative sample (n=1,002). Anderson and Gerbing (1991) two-step approach is used to validate the study and tests its hypothesized model. Change excessiveness is measured in order to observe if it is a generalized phenomenon in the working population. Its effects on coping are modelled through the fully mediated SRTC. Therefore, the hypothetical model predicted that the relationships between the perception of excessive change contexts and negative coping reactions is fully mediated by negative appraisals towards change contexts.

Findings

– Perceptions of excessive change is a normally distributed and a statistically centralized phenomenon. As hypothesized, an structural equation modelling test of the SRTC shows a full mediation effect of negative appraisal between change intensity and negative coping to change.

Originality/value

– This paper empirically tests a nationwide sample where organizational change may be too excessive for individuals’ positive coping. It is the first to generalize the observation of change excessiveness as perceived by employees to a nationwide level. Moreover, it addresses the gap between change excessiveness and coping theories in modelling the SRTC through its three components: event, appraisals, and coping reactions. Finally, it presents managerial discussions towards the strategic necessity for organizational change and its potential “too-much-of-a-good-thing” effects.

Examining the relationship between employee indicators of resistance to changes in job conditions and wider organisational change

Purpose

– The purpose of this paper is to use a linked employer-employee data set, the National Employment Survey, to examine the determinants of organisational change and employee resistance to change and, specifically, to examine the influence of employee inflexibility on the implementation of firm-level policies aimed at increasing competitiveness and workforce flexibility. A key finding arising from the research is that while workforce resistance to job-related change often forces firms to seek alternative means of achieving labour flexibility, there appears little that firms can do to prevent such resistance occurring. The presence of HRM staff, consultation procedures, wage bargaining mechanisms, bullying and equality polices, etc. were found to have little impact on the incidence of workforce resistance to changes in job conditions.

Design/methodology/approach

– The objectives of this paper are twofold: first, the authors model the determinants of a measure of workforce resistance to job-related change and, second, the authors assess the impact of workforce resistance on the probability that firms will implement various wider forms of organisational change using linked employer-employee data.

Findings

– Workforce resistance to proposed changes in job conditions was found to be lower in organisations employing higher shares of educated workers and also in smaller firms. HRM and employee relations measures were found to have little impact on worker resistance to changing employment conditions, while trade union density was important only with respect to alterations to core terms and conditions. Resistance was found to be important for wider organisational change.

Research limitations/implications

– From a policy perspective, the key finding arising from the research is that while workforce resistance to job-related change often forces firms to seek alternative means of achieving flexibility, there appears little that firms can do to prevent such resistance occurring or mediating its impacts. The presence of HRM staff, consultation procedures, wage bargaining mechanisms, bullying and equality polices, etc. were found to have little impact on the incidence of workforce resistance to changes in job conditions.

Social implications

– The results support the hypothesis that the increased use of peripheral workers observed in many aspect of the economy is due, at least in part, to inflexibility among existing workers to take on additional roles and responsibilities.

Originality/value

– The paper utilises a linked employee-employer data set in a novel way to investigate within firm relationships and tests a number of hypotheses using advanced econometric techniques.

Tsirikas A, S. Nicolaidis C. Managers' workplace attitudes, tolerance of ambiguity and firm performance

Purpose

– The aim of the research is to investigate how managers' personal traits, emotions and attitudes shape their tolerance of ambiguity (TOA); and consequently, the influence of managers' ambiguity tolerance in organizations' financial performance.

Design/methodology/approach

– Survey data were collected from 54 Greek banks. A total of 412 senor-level managers completed questionnaires examining TOA, personal traits, emotions and attitudes in the workplace. Principal components analysis and ordinary least-squares regressions were used to explore the hypotheses of the paper.

Findings

– Three factors characterize managers' emotions in the workplace, namely pleasure, arousal and dominance; and, respectively, two factors their involvement, namely importance and interest. Further,locusof control, importance, job satisfaction, pleasure and organizational commitment critically affect managers' TOA, which, in turn, seems to influence positively organizations' profitability.

Research limitations/implications

– Further research is required in Greek banking industry regarding the influence of managers' emotional and cognitive attributes in organizations' financial performance. Likewise, this research should be expanded to other industries.

Practical implications

– The findings provide further support on the significance of emotional and cognitive attitudes in the workplace; the paper suggests policies to enhance managers' TOA, and thus, organizations' profitability.

Originality/value

– The originality of this study lies in the finding that emotional and cognitive characteristics affect managers' TOA, which, in turn, influences significantly organizations' profitability. Another significant contributing factor is that the study is carried out in Greece, where few studies have been conducted in this area.

What's in there for me? Individual readiness to change and the perceived impact of organizational change

Purpose

– The readiness level may vary on the basis of what employees perceive as the balance between costs and benefits of maintaining a behavior and the costs and benefits of change. The purpose of this paper is to examine the concept of individual readiness to change and the impact of perceived impact of organizational change on its relationship with personality and context characteristics.

Design/methodology/approach

– In all, 183 employees of a technological company based in Greece completed a questionnaire. This company was implementing a large scale restructuring change project.

Findings

– The results show that perceived impact of change mediates the relationship between the pre-change conditions and work attitudes and individual readiness to change.

Practical implications

– Employees who are confident about their abilities they experience high levels of readiness to change and therefore managers may want to examine this variable when selecting people for jobs entailing change. Creating a climate of trust and enhance positive communication also have an influence on individual readiness to change. Satisfied employees are more ready to change because they weigh the positive consequences of changing as significant and therefore decide to embrace change.

Originality/value

– This research addressed the need for a more person-oriented approach in the study of change, exploring the concept of individual readiness to change and the perceived benefit of this change.

Association between addiction treatment staff professional and educational levels and perceptions of organizational climate and resources

BACKGROUND

Research studies have identified addiction treatment staff who have higher levels of education as having more positive attitudes about evidence-based treatment practices, science-based training, and the usefulness of evidence-based practices. This study examined associations between addiction treatment staff level of education and their perceptions of 3 measures of organizational change: organizational stress, training resources and staffing resources in their treatment unit.

METHODS

The sample included 588 clinical staff from community-based substance abuse treatment organizations who received Substance Abuse and Mental Health Services Administration (SAMHSA) funding (2003-2008) to implement evidence-based practices (EBPs). Bivariate analysis and regression modeling methods examined the relationship between staff education level (no high school education, high school education, some college, associate's degree, bachelor's degree, master's degree, doctoral degree, and other type of degree such as medical assistant, registered nurse [RN], or postdoctoral) and attitudes about organizational climate (stress), training resources, and staffing resources while controlling for staff and treatment unit characteristics.

RESULTS

Multivariable models identified staff with lower levels of education as having significantly more positive attitudes about their unit's organizational capacity. These results contradict findings that addiction treatment staff with higher levels of education work in units with greater levels of organizational readiness for change.

CONCLUSION

It cannot be inferred that higher levels of education among treatment staff is necessarily associated with high levels of organizational readiness for change.

Clinicians' perceptions of implementation extensiveness of 100% tobacco free practices: a longitudinal study of New York state

In 2008, the state of New York required substance use disorder treatment organizations to be 100% tobacco-free. This longitudinal study examined clinicians' perceptions of the implementation extensiveness of the tobacco-free practices approximately 10-12 months (Time 1) and 20-24 months (Time 2) post regulation and investigated whether clinicians' commitment to change and use of provided resources at Time 1 predicts perceptions of implementation extensiveness at Time 2. Clinicians (N = 287) noted a mean implementation of 5.60 patient practices (0-10 scale), 2.33 visitor practices (0-8 scale), and 6.66 employee practices (0-12 scale) at Time 1. At Time 2, clinicians perceived a mean implementation of 5.95 patient practices (no increase from Time 1), 2.89 visitor practices (increase from Time 1), and 7.12 employee practices (no increase from Time 1). Commitment to change and use of resources positively predicted perceived implementation extensiveness of visitor and employee practices. The use of resources positively predicted implementation for patient practices.

Sources of financial pressure and up coding behavior in French public hospitals

Drawing upon role theory and the literature concerning unintended consequences of financial pressure, this study investigates the effects of health care decision pressure from the hospital's administration and from the professional peer group on physician's inclination to engage in up coding. We explore two kinds of up coding, information-related and action-related, and develop hypothesis that connect these kinds of data manipulation to the sources of pressure via the intermediate effect of role conflict. Qualitative data from initial interviews with physicians and subsequent questionnaire evidence from 578 physicians in 14 French hospitals suggest that the source of pressure is a relevant predictor of physicians' inclination to engage in data-manipulation. We further find that this effect is partly explained by the extent to which these pressures create role conflict. Given the concern about up coding in treatment-based reimbursement systems worldwide, our analysis adds to understanding how the design of the hospital's management control system may enhance this undesired type of behavior.

Involvement and structure: a qualitative study of organizational change and sickness absence among women in the public sector in Sweden

Background

Organizational changes in modern corporate life have become increasingly common and there are indications that they often fail to achieve their ends. An earlier study of 24,036 employees showed that those who had repeatedly been exposed to large increases in staffing during 1991-1996 had an excess risk of both long-term sickness absence and hospital admission during 1997-1999, while moderate expansion appeared to be protective. The former was most salient among female public sector employees. We used qualitative interviews to explore work environment factors underlying the impact of organizational changes (moderate and large expansions in staffing) on sickness absence from an employee perspective.

Method

We interviewed 21 strategically selected women from the earlier study using semi-structured telephone interviews focusing on working conditions during the organizational changes. We identified 22 themes which could explain the association between organizational changes and sickness absence. We then used Qualitative Comparative Analysis (QCA) to reduce the number of themes and discover patterns of possible causation.

Results

The themes that most readily explained the outcomes were Well Planned Process of Change (a clear structure for involvement of the employees in the changes), Agent of Change (an active role in the implementation of the changes), Unregulated Work (a lack of clear limits and guidelines regarding work tasks from the management and among the employees), and Humiliating Position (feelings of low status or of not being wanted at the workplace), which had been salient throughout the analytic process, in combination with Multiple Contexts (working in several teams in parallel) and Already Ill (having already had a debilitating illness at the beginning of 1991), which may indicate degree of individual exposure and vulnerability. Well Planned Process of Change, Agent of Change and Multiple Contexts are themes that were associated with low sickness absence. Unregulated Work, Humiliating Position and Already Ill were associated with high sickness absence.

Conclusions

These findings suggest that promising areas for future research and improvement in change management could be the structured involvement of the employees in the planning of organizational changes, and the development of methods to avoid highly unregulated working conditions.