Lewin’s change management model and lecturers’s job satisfaction

Abstract

This research considered the relationship of factors affecting the lecturers’s job satisfaction when university administration turns to autonomy. Listreview of previous researches have suggested that the implementation of university autonomy leads to the factors’s change, affeting the lecturers’s job satisfaction such as regulation on teaching, research, salary, promotion, facilities,… which can lead to the change readiness of lecturers. If the policy change makes the lecturers satisfaction, then they will be to accept this change readiness, establishing a new steady state and vice versa. That is, if the change from the policy of The State, regulations of the profession doesn’t satisfy the lecturers, they won’t change readiness, the organization won’t be able to establish a new freezing state. The same is true for Kurt Lewin's three-stage change management model (1947):unfreezing, movement and refreezing. On that basis, the author proposes a model that allows to re-test the hypotheses that have been reviewed, as a basis for assessing the impact of regulatory changes in university institutions when implementing autonomy to the actual job satisfaction of the lecturers, thereby leading to the change readiness of the lecturers.