Organizational Change Management Research Articles

Digitalization and Dynamic Criticality Analysis for Railway Asset Management

The primary aim of this paper is to support the optimization of asset management in railway infrastructure through digitalization and criticality analysis. It addresses the current challenges in railway infrastructure management, where data-driven decision making and automation are key for effective resource allocation. The paper presents a methodology that emphasizes the development of a robust data model for criticality analysis, along with the advantages of integrating advanced digital tools. A master table is designed to rank assets and automatically calculate criticality through a novel asset attribute characterization (AAC) process. Digitalization facilitates dynamic, on-demand criticality assessments, which are essential in managing complex networks. The study also underscores the importance of combining digital technology adoption with organizational change management. The data process and structure proposed can be viewed as an ontological framework adaptable to various contexts, enabling more informed and efficient asset ranking decisions. This methodology is derived from its application to a metropolitan railway network, where thousands of assets were evaluated, providing a practical approach for conducting criticality assessments in a digitized environment.

Gaya komunikasi kepemimpinan transformasional dalam masa perubahan organisasi: Sebuah tinjauan literatur

The Directorate General of Taxes (DJP) is undertaking Tax Reform Volume III, which encompasses a focus on the reform of Human Resources (HR). The management of organizational change is inherently complex, and issues persist regarding the dynamics between superiors and subordinates at DJP. This study aims to furnish insights into change management from a communicative standpoint, specifically identifying the most suitable leadership communication styles to implement during the change process. The research employs a literature review methodology. Findings reveal that the transformational leadership communication style is the most effective for managing change. Communication styles that are devoid of emotional bias, empathetic, and allows for two-way communication are generally favored by subordinates. Training aimed at enhancing leadership communication competencies represents a feasible solution to equip individuals with the necessary skills to cultivate an optimal work environment

Conceptualise the model of creating shared value, organisational performance and the mediating role of change management

Orientation: This research conceptualised the effect of implementing creating shared value concept on organisational performance for the companies in the oil and gas sector in United Arab Emirates (UAE) and introduced the role of change management as mediating factor.Research purpose: The research aims to illustrate the influence of applying creating shared value (CSV) strategies on corporate organisational performance and craft the impact of change management practices on these organisations.Motivation for the study: This study was carried out after spotting the gap and inconsistency pattern in academic literature for the concept of adopting creating shared value as ecological and practical strategies to tackle the unprecedented challenges in the oil and gas sector after unprecedented crisis occurred.Research approach/design and method: The study adopted conceptual analysis as theoretical research methodology that focused on examining and clarifying the definitions, meanings and utilisation of study key variables within a certain field, hence it aimed to ensure the consistent and accurate application of these concepts.Main findings: This study successfully conceptualised the effect of CSV on organisational performance (OP). In addition, this study conceptualised the role of organisational change management (OCM) as a mediating variable on the relationship between CSV and organisational financial performance.Practical/managerial implications: This research crafted the dynamic flow chart for the variables that affect the organisational performance in the oil sector that led to enriching the understanding and prospects of managers and executives to utilise that model among their organisations.Contribution/value-add: This is the first study to enhance the perceptions of factors that influence corporate performance, especially among oil and gas companies in the UAE.

Fairness matters for change: A multilevel study on organizational change fairness, proactive motivation, and change-oriented OCB.

The success of organizational change often hinges on the perception of fairness within a change unit. This group-level organizational change fairness is crucial for enhancing proactive motivation states and fostering positive change-oriented organizational citizenship behavior (OCB). Rooted in the proactive motivation model, this study establishes a comprehensive multilevel framework to investigate the influence of group-level organizational change fairness on employees' change-oriented OCB. It explores the mediating role of three proactive motivational states and the moderating impact of perceived change impact. Analyzing data collected from 597 employees within 107 teams across 43 Chinese companies, our findings indicate that group-level perceived organizational change fairness significantly predicts employees' change-oriented OCB through organizational change self-efficacy, involvement, and positive emotional experiences. Furthermore, the study reveals that group-level perceived change impact moderates the relationship between group-level fairness perception and both change self-efficacy and positive emotional experiences, with stronger associations observed under conditions of low perceived change impact. These insights notably advance our understanding of the cross-level determinants influencing change-oriented OCB through perceived fairness and proactive motivation. Managers should focus on developing fairness perceptions to stimulate OCB by fostering employees' proactive motivation states, particularly during low-impact organizational changes. Our findings provide valuable implications for organizational change management practices.

Launching Financial Incentives for Physician Groups to Improve Equity of Care by Patient Race and Ethnicity.

Blue Cross Blue Shield of Massachusetts (BCBSMA), a large commercial health insurer, is using financial incentives to advance equity of care by patient race and ethnicity. Understanding experiences of this payer and its contracted physician groups can inform efforts elsewhere. We qualitatively assess physician groups' barriers and facilitators of planning and implementing BCBSMA's financial incentives to improve equity of ambulatory care quality by patient race and ethnicity. Key informant interviews (n = 44) of the physician group, BCBSMA, and external stakeholders were conducted, equity initiative meetings were observed, and documents were analyzed to identify barriers and facilitators of designing and preparing for financial incentives to advance racial equity. Physician group experiences of preparing for and responding to financial incentives for equity improvement were assessed. Analyses revealed 1) the central importance of valid and reliable equity performance measurement and carefully designed equity improvement incentives for physician group buy-in, 2) that prior to implementing financial incentives for equity improvement, physician groups needed to improve their quality management systems and the accuracy and completeness of patient race and ethnicity data, and 3) physician groups' populations served, baseline maturity of quality management systems, and efforts to assess and address patients' social risk factors were central to consider to plan for physician group financial incentives to improve racial equity. Given the major infrastructure investments and organizational change management resources required of physician groups to participate in a financial incentive program designed to reward equity improvement, alignment of equity measurement and performance requirements across payers would facilitate physician groups' engagement in efforts to improve quality of care for racial and ethnic minority patients.

Employees Perceive Planned Organizational Change: Insights from a Workspace Change Project in the German Insurance Industry

Based on a symbolic–interpretive and social–constructivist research approach, this longitudinal study explores how employees perceive workspace changes. Rich empirical processual data that were continuously collected during the change process were used to analyze workspace changes as a new type of organizational change, thereby contributing to sensemaking research. Three types of change recipients from employees’ responses to a workspace change based on differences in their underlying cognitive, behavioral, and affective patterns throughout the sensemaking process were identified: those with positive attitudes and perceptions, those with negative attitudes and perceptions, and those exhibiting a change toward positive attitudes and perceptions. As a practical contribution, change agents and leaders can gain insights and guidance for managing different employees by considering the individual patterns that trigger changes in employees’ perceptions throughout the change process. These insights about sensemaking also contribute to organizational development and change management research.

MAIN STAGES OF EMPLOYEE EMPOWERMENT STRENGTHENING IN PRODUCTION ORGANIZATIONS

As management strategies and organizational structures change, the aim is to discover ways that will help make the activities of each employee, as well as the entire production organization, more efficient. In each successful organization, the leader’s and employee's ability to understand each other and to work together in a team is very important. At present, a new term is being emphasized and promoted- empowerment – the leader's actions towards the employee in order to successfully achieve the goals of the organization. Dimensions of structural empowerment: opportunities - the employee's perception of the extent to which he has opportunities to perform challenging work using existing abilities and at the same time acquiring new abilities, information - to the extent that, in the employee's perception, information is available to him in a wider context than his individual work, support - to the extent that the employee feels that he can receive advice or feedback during the performance of various tasks, resources - to what extent all the necessary resources are available to the employee to perform the planned tasks. Empowerment is essentially a democratic process that allows employees to have more say in decisions that are currently made by managers in traditional command and control centers. A model for strengthening employee empowerment is presented, consisting of 3 stages, which allows identifying employee empowerment problems when making decisions on quality issues and providing solutions. The quantity of features and characteristics of a product reflects its quality. One of the most important aspects is that managers and executors (team members) must understand the importance of quality and know what factors affect it and what solutions take place with identified problems. Based on the identification of product quality from the point of view of managers and executives, problems are identified, and solutions are provided to change the situation. If they do not have a common understanding of product quality issues, the situation in production only worsens. Organizations must empower their frontline employees with the authority and training to make decisions related to equipment operation and maintenance. The obtained results of a quantitative study carried out in a manufacturing company proved that employees partially feel empowered by managers to make decisions: especially in the second stage, which is associated with work performance, quality requirements, job satisfaction and efficiency. Recommendations are provided for management to develop a sense of personal efficacy through employee empowerment. The role of managers is to empower their subordinates to make decisions on their own, relying on established (approved) requirements. This research about employee empowerment can be useful for organizations in assessing the effectiveness of measures, enabling leadership, and the innovations implemented, as well as in forming a holistic approach to the phenomenon of employee empowerment, combining the assumptions that make up empowerment into a common system and the consequences that are significant for work and the organization.

Bridging the Gap: Integrating Organizational Change Management with IT Project Delivery

In today's rapidly evolving technological landscape, the successful implementation of IT projects is increasingly contingent upon effective organizational change management (OCM). This research paper explores the intersection of OCM and IT project delivery, proposing a comprehensive framework that integrates these two critical domains. Through a review of existing literature and analysis of case studies, we identify key challenges and best practices for synchronizing OCM strategies with IT project management processes. Our findings reveal that the alignment of OCM with IT project delivery not only enhances project success rates but also promotes sustainable organizational transformation. This integrated approach ensures that technological advancements are supported by a well-prepared workforce, thereby minimizing resistance and maximizing adoption. The paper concludes with practical recommendations for practitioners aiming to bridge the gap between OCM and IT project delivery, ultimately fostering a more agile and resilient organizational environment.

Líneas de investigación y perspectivas futuras de los estudios organizacionales: una revisión

Organizational studies allow us to analyze and understand the functioning of organizations, generate knowledge and improve their management and performance, from perspectives different from the classic ones with which the organizational phenomenon has been analyzed in a traditional way; These perspectives invite a critical look at this phenomenon. However, it is relevant to evaluate its potential to provide theories, models and tools that help advance the field of management and improve the effectiveness and sustainability of organizations. To date, no review has been identified in Scopus that synthesizes the literature on organizational studies from a bibliometric analysis, by doing so, this article provides a basis for researchers in organizational studies to learn about various future lines of research. The objective of this document is to review scientific documents published in Scopus(r) on organizational studies, to propose a structure of published scientific knowledge, so that different future lines of research are offered. 1091 documents were found that met the inclusion and exclusion criteria in the database that were processed with Bibliometrix, VosViewer and ToS. The main lines of research identified were: a) Leadership and management of organizational change; b) Changing, diverse and inclusive work environments; c) Legitimation, sustainability and organizational responsibility.

Fly me to the moon of business performance; elevating the organisational performances trough organisational commitment and the mediating role of change management

The present research conceptualised the effect of concept organisational commitment on organizational performance in oil and gas sector in UAE and proposed the role of change management as mediating factor. The research aims to illustrate the influence of organisational commitment on organizational performance to craft the factors of change management impacts on this concept. This research conducted after spotted the gap and inconsistency pattern in academic literature for the concept sustainability, stakeholders and CSR as ecological and practical approach to tackle with the current unprecedented situation in the oil and gas sector. The authors adopted conceptual analysis as a theoretical research methodology that focused on examining and clarifying the definitions, meanings and utilisation of study key variables within a certain field, hence It aimed to ensure the consistent and accurate application of these concepts by revealing underlying assumptions and theoretical framework of stakeholder theory and the contemporary business issues. This study successfully conceptualised the effect of organisational commitment(OC) on organizational performance(OP). In addition, this study investigated the role of organizational change management OCM as a mediating variable on the relationship between organisational commitment on organizational performance OP. This research crafted the dynamic flow chart and the theoretical background for the relation of the underpinning stakeholder theory and the variables that effect the organisational performance in the oil sector that led to enrich the understanding and prospects of managers executive of these corporates to utilise that model among their organisations.

Leadership behavior and organizational change management in selected public universities of Ethiopia: Exploring the impact of leadership influences and change processes

The study explored the impact of leadership behavior on organizational change management process in selected public Universities in Ethiopia. The authors utilized a concurrent mixed Triangulation design, combining quantitative and qualitative methods. The Quantitative data collected from 581 questionnaires were distributed to 379 academic staff and 202 academic leaders. Besides, qualitative data was collected from 12 top management bodies and 48 student representatives by using interviews and focus group discussions respectively. This ensured that a representative sample was obtained from the target population. The researchers used mean, standard deviation, independent sample t-test, correlation and regression to analyze and interpret the data collected. The study findings revealed a positive and significant impact of autocratic, democratic, laissez-faire, and transactional leadership behaviors on organizational change management process. However, there was a negative and significant impact of transformational leadership behavior on organizational change management process. Indeed, the study identified significant differences in the perceptions of leadership behaviors and organizational change management between academic staff and academic leaders. Based on the study findings, the authors recommended that leaders in public Universities customize and apply the identified positive leadership behaviors (autocratic, democratic, laissez-faire, and transactional) to effectively manage organizational change.

The importance of change communication and state motivation when adapting to changes.

Employees often work in dynamic environments requiring adaptive performance (e.g., emergencies, clients from other cultures). To optimize change management, employee training, and personnel selection in organizations, researchers have focused on trait-like predictors of adaption to change, such as personality traits or cognitive ability. The study (N = 300) shifts the focus to more proximal performance predictors - change communication and task-related state motivation. Adaptive performance was modeled using latent growth models. Providing two change-related hints, one at the beginning of the task and another directly after the change, mitigated performance impairment observed directly after the change. Moreover, this advantage largely persisted throughout the later stages of the task. In contrast, a single hint at the beginning of the task did not substantially facilitate adaption. Finally, task-related state motivation was linked to better performance on the subsequent measurement occasion. Organizations might minimize change-induced losses by deploying adequate change communication and maintaining employee motivation.

The evolution of Internet of Things (IoT) research in business management: a systematic review of the literature

PurposeThis paper systematically reviews the evolution of Internet of Things (IoT) research in business and management over the past decade and a half. It synthesizes current knowledge, identifies major themes, gaps, and future opportunities to guide scholars on potential research directions within this exponentially growing domain.Design/methodology/approachA structured systematic literature review methodology filtered IoT publications across business/management journals using Scopus database. Detailed thematic and bibliometric analyses chronologically mapped the progress of peer-reviewed articles from 2005–2023. Both quantitative metrics and qualitative coding inductively revealed historical trends, topics, applications and research implications.FindingsAnalysis uncovered six primary IoT research themes - business models, technology, data, customers, organizations, and sustainability. Dominant focuses were found on technological enablers, business model innovation and customer experience transformations. While technical aspects are well-documented, strategic technology integrations and organizational change management require greater emphasis.Research limitations/implicationsFocus restricted to academic articles published in management journals risks missing relevant papers published in other fields. Screening process involved some subjectivity. Lacks geographic analysis of research contexts. The rapidly evolving nature of technology domain risks findings’ generalizability.Practical implicationsKey enablers and success factors that we identified may support managerial decision making when it comes to IoT adoption.Social implicationsWe discuss advancing IoT innovation through ethics and sustainability lenses and these may help ensure responsible adoption.Originality/valueThis analysis weaves together the extant literature and offers an evidence-based research agenda for management scholars by chronicling the state, evolution, influential factors, and future opportunities within IoT literature. It highlights major thematic shifts and priority gaps to address.

The Impact of War on the Transformation of the Strategic Paradigm of Organizational Change Management in Conditions of Increased National Security Threats

In times of war or increased national security threats, the traditional paradigms of managing these transitions must adapt to the rapidly changing circumstances. War alters the economic, social, and political environments dramatically, necessitating that organizations quickly adapt to ensure survival and continue operations. This requires a reevaluation of strategic objectives and management practices to align with the broader context of national security. The purpose of the article is to characterize the features of the impact of war on the change of the strategic paradigm of organizational change management in conditions of increased national security threats. The object of the study is the system of organizational change management in conditions of increased national security threats. The methodology of the study involves the use of the IDEF0 method. As a result of the study, a modern IDEF0 model of transformation of the strategic paradigm of organizational change management in conditions of increased national security threats was presented.

Change management through strategic leadership: the mediating effect of knowledge management in public organizations, Ethiopia

The purpose of this study is to investigate the effects of strategic leadership on change management within public organizations, mediated by knowledge management. In this study, an explanatory design and a quantitative approach were employed. A structured questionnaire survey was administered to 366 randomly selected respondents from public organizations in northwest Ethiopia. The reliability and validity of the scale items were rigorously assessed, and the data were analyzed using partial least squares structural equation modeling. The findings reveal the direct effects of strategic leadership and knowledge management on change management, with knowledge management partially mediating the relationship between strategic leadership and change management. The study addresses a significant gap in the literature by shedding light on how strategic leadership drives change in public organizations. Its interdisciplinary approach and examination of mediation offer original insights, paving the way for future studies on challenges within public service contexts. Recommendations underscore the importance of considering local context, embracing adaptive leadership, and integrating knowledge processes for effective change management in public organizations.

Practical Considerations of Workplace Wellbeing Management under Post-Pandemic Work-from-Home Conditions.

As a natural experiment or "stress test" on the rapidly shifting work environment from office to home during and after the COVID-19 pandemic, staff wellbeing has been considered as the most critical issue in organizational change management. Following an overview of the relevant literature and recent official statistics, this essay aims to (i) address the major considerations and challenges in light of the transformation and re-design of the mode of work in the new normal and (ii) inform practical decisions for overall staff wellbeing under post-pandemic work-from-home (WFH) conditions with recommendations. For the sake of both staff healthiness and safety, as well as organizational competitiveness, senior management should take reasonable steps to enhance occupational safety in their WFH policy in line with practical recommendations on five areas, namely, (i) ergonomics, (ii) stress and anxiety management, (iii) workplace boundaries, (iv) work-family conflicts, and (v) other factors regarding a negative work atmosphere (e.g., loneliness attack, burnout, and workplace violence) particularly on virtual platforms. With the suggested evidence-based practices on WFH initiatives, senior management could make a difference in optimizing the overall workplace wellbeing of staff after the pandemic.

Analysing the drivers for sustainable public procurement

Sustainable public procurement (SPP) is aimed at using government purchasing power to foster sustainable production and consumption and develop more sustainable business models. The implementation of SPP has been undertaken through several disciplinary approaches, including practical and research efforts based on organisational change management (OCM). Although there is a growing body of literature on OCM for SPP, research on this topic is still limited and mostly focused on a single-country context. This paper aims to fill this research gap by analysing the drivers for changes towards SPP from two different world regions. Semi-structured interviews were conducted with twelve Brazilian and ten Swedish SPP professionals. The interviews were analysed using Grounded Theory’s constant comparative method. From the interviews, 46 drivers were collated, then ranked in order of importance, and categorised according to their level (external, connecting, and internal). From the interviews, twenty-two new drivers were identified. The findings show that drivers for SPP are context-specific and can be organised in a continuum of change approaches between praxis-driven and policy-driven. This study highlights the contextual influence on drivers for the SPP process. A holistic approach is needed for changes towards SPP, considering internal, connecting, and external drivers in the spectrum from praxis to policy.

Digital Leadership and School Management Capabilities of School Administrators and Teachers Digital Teaching Performance: Basis for Professional Development Program

This study aimed to evaluate the significance of school administrators' digital leadership and school management on teachers' digital teaching performance within the context of digital learning and innovation programs. The research delves into the demographic profiles, digital leadership qualities, digital work capabilities, and digital performance of administrators and teachers in the Schools Division Office of Caloocan. A quantitative Descriptive-Correlational research design was employed, utilizing purposive sampling to gather data from 452 respondents: 72 school administrators and 380 teachers. The respondents completed a Likert Scale-based survey to assess various aspects related to digital leadership, digital work capabilities, and digital performance. There were challenges noted in the following areas: budget constraints (3.43) and lack of organizational change management (2.67) were identified as primary barriers to embracing digital leadership and teaching. The study underscored the importance of digital leadership and management in enhancing teachers' digital teaching performance. While administrators excel in certain aspects of digital leadership, there are evident areas for improvement. Demographic factors like age, sex, and teaching experience significantly influence perceptions of digital leadership and work capabilities. A proposed digital learning program, "IT LEAD for School Administrators," aims to address these gaps and promote innovative digital leadership skills among school administrators.

Critically Unveiling Resistance: Strategies for Effective Change Management in Organizations

This article critically examines the complexities of resistance to change within organizations and the strategies to effectively manage it. Utilizing theoretical frameworks and practical case studies, the research identifies key factors contributing to resistance, including change fatigue, loyalty to the past, personality traits, uncertainty, and valuation of interests. The article further explores the significance of understanding these root causes through Morgan's metaphors and the implications for successful change implementation. The analysis underscores the importance of timely and effective communication, comprehensive training, and continuous support to mitigate resistance and promote sustainable organizational transformation.

THE PARADOXICAL NATURE OF ORGANIZATIONAL CHANGE COMPANY: A THEORETICAL FOUNDATION AND KEY CONCEPTS

Organizational Change Management (OCM) is a crucial and really important process for companies that seek to adapt and succeed in a modern and dynamic world. However, despite the importance of Organizational Change Management and the numerous models and frameworks available, a significant proportion of change initiatives fail to achieve their desirable results. This problem instantly emphasizes the need for fresh ideas and innovative ways to address the complexities of organizational change in the modern world. First of all, this article explores the paradoxical theory of change as an alternative for better understanding and more efficient management of change that will be useful for various organizations. It reviews the theoretical foundations of this approach, rooted in Gestalt therapy and other relevant literature. Apart from that, the publication defines key concepts such as polarities and tensions, explaining how these seemingly contradictory forces are natural and necessary elements of dynamic systems. By embracing these tensions, organizations can foster adaptability, drive innovation, and enhance resilience. Secondly, the article also considers the concepts of the Real and Ideal Self in the context of organizational change, displaying how these two states' tensions can be a source of resistance or motivation. Understanding and managing these tensions is unarguably crucial for utilizing them as sources of energy and creativity, ultimately leading to more organizational transformations that would be more successful. What is more, this article provides practical insights on how to apply the paradoxical theory to some of the real-life situations. This shows the importance of balancing stability and change, autonomy and control, and exploration and exploitation in business corporations. Taking everything into consideration, by adopting these paradoxical components, organizations can create a holistic and more effective approach to change management, achieving lasting success and sustainability in the modern ever-evolving environment, which is vital for modern and successful business.