Abstract
Individuals'participation in organizational change is crucial to the success of a change initiative. We propose that such participation is based on three aspects of individual change schemas: change salience, change valence, and change inference. We further propose that the core discussion network of individuals may moderate the relationships between their change schemas and their participation in change. Using a sample of employees from a major casino operation in Macau, which suddenly faced intense competition after enjoying a 40-year monopoly, this study empirically examines how individuals' change schemas, participation in change, and core discussion network are related. The results support most of the hypotheses. Theoretical and managerial implications are discussed.
Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
