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Full-Text Articles in Business
Readiness For Change: Implications On Employees' Relationship With Management, Job Knowledge And Skills, And Job Demands, Duane Miller, Susan R. Madsen, Cameron John
Readiness For Change: Implications On Employees' Relationship With Management, Job Knowledge And Skills, And Job Demands, Duane Miller, Susan R. Madsen, Cameron John
Susan R. Madsen
This article addresses how employees' readiness/willingness to change is influenced by three workplace factors-management/leader relationship, job knowledge and skills, and job demands. Statistical analyses were completed based on a two-part survey given to 464 employees from four companies. The research findings indicated that all three of these workplace factors had an influence on employees' readiness for change. But employees' relationship with their managers was the strongest predictor of readiness for change. This paper reports the results of a new study that used Hanpachern's framework but made extensive changes in the test instrument, sample size, and other methodology techniques to increase …
Work-Family Conflict And Health: A Study Of The Workplace, Psychological, And Behavioral Correlates, Susan R. Madsen, Cameron John, Duane Miller
Work-Family Conflict And Health: A Study Of The Workplace, Psychological, And Behavioral Correlates, Susan R. Madsen, Cameron John, Duane Miller
Susan R. Madsen
Quantitative methods are used to shed light on the relationships among work-family conflict, health, and other workplace, psychological, and behavioral constructs, i.e., organizational commitment, management/leadership relations, job knowledge and skills, job demands, workplace social relations, and readiness for change. A survey questionnaire was used to collect data regarding the perceptions of 464 employees in four organizations. Negative correlations were found between work-family conflict and all variables except job knowledge and skills. Significant relationships were also discovered between health and all study variables. Multiple regressions were used to explore the relationships between the demographic variables and work-family conflict and health.
Readiness For Organizational Change, Susan R. Madsen, Duane Miller, Cameron John
Readiness For Organizational Change, Susan R. Madsen, Duane Miller, Cameron John
Susan R. Madsen
Today’s businesses are confronting continuous and unparalleled changes. For organizations to assist employees in being motivated and prepared for change, it is essential that managers, leaders, and organization development professionals understand factors that may influence individual change readiness. The purpose of this research study was to investigate the relationship between readiness for change and two of these possible factors: organizational commitment and social relationships in the workplace. Four hundred and sixty-four usable surveys were returned from full-time employees in four companies within two northern Utah counties. The findings indicate that there are significant relationships between readiness for change, organizational commitment, …
The Relationships Between An Individual's Margin In Life And Readiness For Change, Susan R. Madsen, Duane Miller, Cameron John, Emily Warren
The Relationships Between An Individual's Margin In Life And Readiness For Change, Susan R. Madsen, Duane Miller, Cameron John, Emily Warren
Susan R. Madsen
Effectively managing change is one of the most critical challenges organizations today face. Increasing the readiness for change (RFC) of employees may be one of the most important interventions an organization can initiate. This study investigated the relationship of employee RFC and margin in life (MIL). It studied the relationship of various demographics to employees' MIL. Results suggest there is a significant correlation between MIL and RFC, age, educational level, and length of employment.
An Evaluation Of The Transtheoretical Model Of Individual Change And Its Implications For Human Resource Development, Susan R. Madsen
An Evaluation Of The Transtheoretical Model Of Individual Change And Its Implications For Human Resource Development, Susan R. Madsen
Susan R. Madsen
Change is the basis for improving and expanding individual, group, and organizational effectiveness, performance, and learning. However, HRD has utilized and developed few empirically validated individual change models or theories. Because HRD is a multidisciplinary in nature, it is important for researchers and practitioners to consider what models or theories others have to offer. One influential model from the health and medical field that has promising utility in HRD is the Transtheoretical Model (TTM) of individual change. The purpose of this article is to introduce this model and explore its application to HRD. This article uses Dubin’s criteria for theory-building …
Ready To Change? Social Networks And Sustainable Organizations, Scott C. Hammond, Susan R. Madsen
Ready To Change? Social Networks And Sustainable Organizations, Scott C. Hammond, Susan R. Madsen
Susan R. Madsen
Sustained work life is a property of an organization and not a single individual or profession. Traditional organizational theory has focused change models for individuals or organizations, not on the organizational continuum. Change is a property of the organizational continuum. Our project is to redefining change theory for the organizational continuum and direct theory towards a more sustainable view of change.