Organizational Change Process Research Articles

Fostering Health Literacy Responsiveness in a Remote Primary Health Care Setting: A Pilot Study.

Primary healthcare organisations have an important role in addressing health literacy as this is a barrier to accessing and utilising health care. Until recently, no organisational development tool operationalising health literacy in an Australian context existed. This research evaluated the efficacy of the Organisational Health Literacy Responsiveness (Org-HLR) tool and associated assessment process in a primary healthcare organisation in the Pilbara region of Western Australia. This study utilised a sequential explanatory mixed methods research design incorporating the collection and analysis of data in two phases: (1) Pre- and post-survey data and; (2) seven semi-structured interviews. Survey results showed that participants’ confidence in core health literacy concepts improved from baseline following the intervention. Analysis of the interview data revealed participants’ initial understanding of health literacy was limited, and this impeded organisational responsiveness to health literacy needs. Participants reported the workshop and tool content were relevant to their organisation; they valued involving members from all parts of the organisation and having an external facilitator to ensure the impartiality of the process. External barriers to improving their internal organisational health literacy responsiveness were identified, with participants acknowledging the management style and culture of open communication within the organisation as enablers of change. Participants identified actionable changes to improve their organisational health literacy responsiveness using the process of organisational assessment and change.

An Empirical Evaluation of the Relationship Between Human Relations Climate and Readiness for Change

Readiness for change is seen as an important factor in organisational change processes, but it is unclear how organisational climate might affect readiness for change. Addressing this important gap, the purpose of the study was to investigate the relationship between human relations climate, a dimension of the Quinn and Rohrbaugh’s competing values framework of organizational climate, and readiness for change. More specifically the aim was to investigate the mediating role of perceived organisational support. Employees in the Norwegian Police Service (N = 901) answered a survey measuring organisational culture. Data were analysed using structural equation modelling. Following a two-step analytical approach, the measurement models were first evaluated and then the relationships between constructs were examined. Evaluations of the original measurement models showed non-satisfactory fit, however after modifications, the measurement models were found to have satisfactory fit. In the second step, both the original and the modified measurement models were applied to the examination of three competing models: a partially mediated model, a fully mediated model, and a non-mediated model. Evaluation of the models showed fully mediated models (original and modified) to have the best fit to data, suggesting that the relationship between human relations organisational climate and employees’ readiness for change is mediated by perceived organisational support. The finding adds theoretically to literature on organisational climate, highlighting the role of perceived organisational support. From an applied perspective actions fostering human relations climate to strengthen perceived organisational support are recommended.

Exploring linkages between organisational culture and gender equality work—An ethnography of a multinational engineering company

This article explores linkages between organisation-specific cultural narratives and gender-equality programme planning through the lens of the ‘historicity’ concept. The article argues that to fully understand problem definitions, programme design and organisational change processes related to gender equality, scholars and practitioners cannot focus one-sidedly on expected outcomes and effects; we must also factor in cultural narratives, because gender equality actors never arrive at their work as ‘tabulae rasae’. A community of actors always draws on shared dispositions that give sense, direction and shape to their anticipations of the future hereby guiding their actions in the present. Based on an ethnography of a multinational engineering company, the article shows how cultural narratives may serve in different ways as support factors for gender equality programme planning and implementation, if they are actively but mindfully engaged. This mindfulness is important as positive cultural narratives may entail problematic gender dimensions. On the other hand, negative cultural narratives may entail important learning outcomes that may benefit future gender equality initiatives. The analysis further points to the centrality of strategic communication, leadership commitment and comprehensive evaluation in order to mobilise the potential of cultural narratives as support factors to gender equality work. Finally, this article offers a rich example to scholars and practitioners of how to employ cultural analysis in relation to gender equality activities, and demonstrates the value of the insights produced by this analysis for the case company and its gender equality programme.

Studying Change in Religious Organizations: A Discourse-Centered Framework

Abstract This article highlights the discourse-driven nature of contemporary processes of religious change. Drawing on the textually-oriented discourse theory and discourse analysis of Fairclough supplemented by additional perspectives from organizational discourse studies, the article outlines a discourse-centered analytic framework for the empirical study of the changing discursive practices and modus operandi of contemporary religious organizations. The framework consists of four analytic factors, each of which highlight the role that discourse plays at various levels of processes of religious organizational change. The article demonstrates the application of the framework in actual practice in relation to empirical examples from five traditional Christian churches in three different national contexts, thus bringing the tangible effects of changing discursive practices on the operations and practices of religious organizations into clear focus.

Neo-Industrial Future of Ukraine: Expectations vs Obstacles

The significant features of the process of neo-industrialization are studied in conjunction with the profound changes in the post-industrial society, which determine the specifics of this stage of industrial development. however, are currently absent in Ukraine. Neo-industrialization, as a component of the knowledge economy, is not limited only to the processes of post-industrial technological transformations by changing the sectoral structure of the eco- nomy and industrial restructuring. The analysis of factors that led to the emergence of completely new processes of organizational change in the post-industrial society, in which large-scale mass production and mass distribution of goods are no longer progressive methods, as a result, eco- nomies of scale are no longer a market advantage in a neoindustrial economy. At a higher stage of development, differentiated goods and services are becoming increasingly demanded. And this diversity of offers is harmonized by the diversity of demand and is a constant engine of the innovation process in developed economies, and highly-differentiated structure of industrial production is a factor and the result of this diversity. The problems of small business development, which is becoming an important component of the neo-industrial structure, without its effective functioning in the conditions of market segmentation and demand fragmentation are considered, are examined. Statistical data and indices that measure the level of technolo- gical readiness of the country’s economy (global competitiveness index, economic complexity index, etc.) are analyzed in detail. Based on the analysis, systemic problems are identified and the conclusion is made that the existing structure of the Ukrainian economy in any aspect (industry, resource, foreign trade) does not meet the modern requirements of the country’s neo-industrial development.

The “World Café” as a Participatory Method for Collecting Qualitative Data

We introduce and discuss “World Café” (WC), a participatory assessment tool widely used in community development and organizational change processes, as additional qualitative research method. We propose WC as a participatory method of data collection for a large group of participants, discussing its strengths and weaknesses in comparison to semistructured interviews and focus groups, two well-established methods in qualitative research. As a research method, we find that WC complements other methods in important ways. When there are many participants, it helps guide the exploration and verification of themes. Integrating the method into the research design may help increase both the reference sample and the level of participation. Furthermore, as a participatory method, it not only produces data for the researchers but also has the potential to benefit the participants, as it facilitates dialogue and mutual learning, thus motivating their participation and responses.

Vocational Education in the Context of Digital Transformation

In the context of industry 4.0 and digital transformation Kutscha proposes that the relationship between the individual and society affords a new interpretation with regard to the primacy of functional efficiency vs. subject orientation; hence, normative ideas about vocational education (Bildung) must be adjusted. Apart from mastering present and emerging digital work technology relevant to adding economic value it seems important to be able to actively engage in upholding civil liberties. The article conceptualizes digital transformation as a process of organizational and societal change, comprised of every vocational area, and both disruptive and revolutionary in nature. It encompasses areas of labor rather spared by digital technology to date and intertwines previously separate vocational fields. On this background, the article intends to conceptualize material categories and relations of digital transformation, to lay the groundwork for the systematic explication of normative ideas about vocational education valid across vocational fields. This also contributes to systematically derive and establish formal educational goals in the context of digital transformation.

MANAGEMENT PRACTICES, WELL-BEING AND SUPPORTIVE BEHAVIOR

ABSTRACT Purpose: The aim of this paper was to evaluate the influence of change management practices, reasons to change and anticipated benefits on well-being and change-supportive behavior. Originality/value: The theoretical contribution of this study is giving support to measure management interventions and measuring the meanings individuals attribute to the process of change. Design/methodology/approach: The study included 255 employees from a Brazilian holding company that offers road transportation, charter, and logistics services in three Brazilian states. The following measures were used: Change Management Practice Scale, Scale of Reasons and Benefits for Change, Change-Supportive Behavior Scale, and Well-Being at Work Scale. The instruments were applied to professionals and managers to evaluate the proposed measures considering the undergoing process of organizational change. The sample data were submitted to exploratory factor analysis (EFA) and Confirmatory Factor Analysis (CFA) of the instruments, as well as mediation analysis and Structural Equation Modeling to test the hypotheses. Findings: The study results indicate that change management practices positively affect both supportive behaviors and workers’ well-being. A differentiated effect of perceived organizational reasons and perceived benefits on supportive behaviors and well-being at work was also identified.

Implementing Appearance-Care Research for Breast Cancer Patient into Routine Clinical Practice

Aims: Research the process of organizational change to understand how interventions such as appearance care can be integrated into daily practice. Background: Typical treatment of breast cancer is surgery, often followed by chemotherapy. Associated aesthetic ramifications, including hair loss, frequently cause patient distress. Methods: We conducted face-to-face semi-structured hour-long recorded interviews with three nurses. We then analyzed the developmental process according to the core competencies for interprofessional collaborative practice using the thematic content analysis. Results: Nurses worked with interdisciplinary team members with mutual respect and shared values such as concern for patients’ quality of life. Nurses used knowledge of appearance-related side effects combined with beautician-provided coping skills. Intervention involved responsible communication with other health professionals and patients in a team approach. Nurses promoted the developmental process and became program facilitators. Conclusion: This group-intervention program, facilitated by nurses, was integrated into daily practice. Implications for nursing management: Research partnerships between academics, clinical nurses, nurse managers, and beauticians can improve the integration of interventions in routine practice and increase awareness of patients’ needs.

Content Matters; An alternative view on Organisational Change

This case study shows how the content of a change initiative can be used to predict the extent to which this initiative will activate the learning process of employees and, consequently, cause them to change their working methods. The object of this case study is a school for secondary education in The Netherlands. Its management team wants to improve school results and has formulated the content of the change as an elaboration of the ideology of professionalism. Both the change content and the employees' cognitions are analysed by means of a mixed-method approach that is based on notions and techniques of cognitive anthropology. The results show that the envisioned change lacks cognitive relevance, as a result of which a change of working practice is not likely to occur, a conclusion that is claimed to be valid for organisational change processes more generally. This paper concludes that an analysis of the cognitive relevance of the content of a change enhances the quality of the predictions of success or failure of organisational change in concrete cases, and can be used alongside more conventional change approaches that focus on processual factors.

Desarrollo del talento humano para líderes de la gerencia financiera del servicio integrado de administración tributaria

El estudio tiene por propósito el desarrollo del talento humano para líderes de la gerencia financiera del servicio integrado de administración tributaria. El objetivo es el desarrollo del talento humano, por medio de los líderes de gerencia en la administración tributaria dentro del cambio organizacional. Se busca concientizar a nivel empresarial, sobre la optimización del tiempo y de los recursos, así como del empleado en función de las competencias identificadas en su puesto de trabajo. La metodología utilizada fue un diseño evaluativo, apoyado en un diseño no experimental, investigación de campo a nivel descriptivo, evaluativo ex post y de corte cuantitativo. La técnica de recolección de datos empleada fue la encuesta, mediante un cuestionario con escala Likert que se aplicó a la población de 29 representantes de la administración tributaria en Madrid, España. La gestión por competencias pasa a transformarse en un canal comunicación entre los trabajadores y la institución; es ahora cuando en la organización comienza la formación de liderazgo en sus trabajadores, con el fin de desarrollar, optimizar y ofrecer una formación continua del personal capaz de generar conocimientos, así como estimular habilidades y destrezas en cada trabajador.

Youth Sport Organizational Structure and Athlete Development

Chris Johansen is on the board for the Rockton Yuba Hockey Association, a robust and growing youth hockey association near St. Paul, MN. Parents in the association have brought to his attention a couple issues with the structural organization. Specifically, (1) some think athletes are limited in their opportunity to develop to their fullest potential because of the current structure of the association, and (2) others feel that if the youth hockey association was organized differently this would facilitate retention of players through high school. Chris has been charged by the president of the association to learn more about potential organizational changes and how these changes could impact the players and organization. Based on this information, the advisory committee has been asked to submit a recommendation to the board regarding potential organizational changes. The Integrative Model for Organizational Theory will be used to gain a better understanding of the organizational change process.

An analysis of attitudes towards management during culture shifts

Based on the principles of the Social Exchange Theory, the purpose of this study is twofold: (1) to investigate the underlying dimensions of employees’ attitudes towards management factors during a time of organizational change with a focus on culture shift, and (2) to evaluate the relationships of these dimensions with job satisfaction and job recommendation. The data were gathered from 1807 employees of a world-wide hospitality company with 744 hotels. The online survey instrument was utilized. Analyses included factor and multiple regression. Study findings enabled the development of an “attitude towards management” scale during culture shifts. The findings of the research introduce and conceptualize the culture shift term within the hospitality industry context. Results also validate the efficacy of the Social Exchange Theory in predicting and explaining the attitudes of employees during the organizational change process. Additionally, findings suggest key strategies for hotel businesses to successfully manage an organizational change.

Materiality in an integrated reporting setting: Insights using an institutional logics framework

Using institutional logics as a theoretical framework and interviews with 20 preparers from 14 large organisations listed on the Johannesburg Stock Exchange (JSE), this paper focuses on examining differences in integrated reporting practices. The results reveal how a finance-centric market and professional logic interact with a stakeholder logic, leading to differences in the materiality determination process. Market-dominated firms have an internally focused approach to setting materiality which emphasises value-relevance for financial capital providers. Where logics are contested, materiality becomes an amalgamation of the factors which are important for shareholders and other stakeholders and essential for demonstrating compliance with codes of best practice. Organisations with market, professional and stakeholder logics aligned have the most sophisticated materiality determination processes. The emphasis shifts from lengthy reporting and compliance to providing a comprehensive account of the value creation process and how the business ensures long-term sustainability. In this way, how logics are instantiated may explain the considerable variation being observed in integrated reports. There are also implications for the propensity of firms either to view integrated reporting as a hegemonic challenge or to internalise it as part of a process of positive organisational change.

Spinning Stories: Communicating Internationalization Through Organizational Storytelling

Despite the positive outcomes often associated with internationalization, internal stakeholders do not always welcome the changes it brings. This reaction is echoed in the numerous studies highlighting the problematic relationships between international and local students and the critical to resistant reactions among faculty members. In response to these challenges, this study explores organizational storytelling as a method for communicating internationalization within universities. Organizational storytelling has been found to be a powerful tool for sensemaking, reducing resistance, and generating support during organizational change processes. This study follows how a university taskforce employed three story templates—the Principle Story, the Approval Story, and the Unexceptional Story—to communicate about and implement a large-scale internationalization project in a diverse and change resistant university environment. Although sharing similarities, these storylines were given different “spins” by storytellers depending on their position and the intended audience as well as influenced by the university culture.

Managing organizational change to meet the research–teaching nexus standard

Purpose Higher education institutions (HEIs) worldwide are required to acquire accreditation for the sake of their academic reputation at the institutional as well as programs levels. Meeting the requirements of standards established by accrediting bodies can be daunting for HEIs undergoing accreditation for the first time. Drastic organizational change is required to overhaul and implement systems to meet the requirements of quality standards. HEIs in the Sultanate of Oman are determined to acquire and maintain institutional accreditation from the Oman Academic Accreditation Authority (OAAA). The purpose of this paper is to describe how a HEI has undergone organizational change to meet the requirement of the research–teaching nexus standard using Lewin’s and McKinsey 7-S change management models. Design/methodology/approach This is a qualitative research which made use of primary and secondary data. The primary data were collected through focus group discussions and workshops, and documents analysis while internet resources were used for secondary data. The dimensions of the research–teaching nexus were determined through review of the literature which became the basis for evaluating the HEI’s practices in the area. Lewin’s and McKinsey 7-S change management models were combined to provide the conceptual framework for describing the process of change the HEI undertook. Findings Lewin’s and McKinsey 7-S change management models allowed for a systemic and systematic perspective of the change required for the HEI to meet the research–teaching nexus standards and acquire institutional accreditation. The HEI documented its practices, conducted an evaluation and instituted the changes in the dimensions of the research–teaching nexus and the supporting 7-S elements. As final result, the HEI was granted institutional accreditation. Research limitations/implications This is a case study of the experience of an HEI in the Sultanate of Oman in its effort to acquire institutional accreditation from the OAAA. However, this case study can provide insights to a larger audience of institutions in Oman and within the Gulf region (or even outside the region) that are in the process of going through a similar experience. For those who have already undergone a similar exercise, this case study can provide a valuable comparison. Practical implications The practical experience of the HEI in the Sultanate of Oman can provide valuable lessons/insights to those in the praxis of educational management and quality assurance in education. Social implications Quality in education is a social issue. HEIs are pressured to acquire and maintain accreditation as evidence of quality. The case study provides the larger audience a perspective of how much effort HEIs place in this aspect. Originality/value This paper documented the experience of an HEI in the Sultanate of Oman. This is the first paper describing an HEI’s change process in a country which is also implementing a new academic accreditation system. In this paper, two change models – Lewin’s and McKinsey’s 7-S – were integrated to provide a more comprehensive perspective in analyzing organizational change. Review of the literature has shown that these two models have not been used together in one paper, providing novelty to otherwise “classic” models. This paper should be valuable to HEIs pursuing accreditation. It is a “universal” knowledge that acquiring accreditation is a major goal of all HEIs worldwide. The described process of organizational change should be insightful to those who are responsible for steering this process with the goal of acquiring accreditation. Educational leaders at the forefront and center of the change process should find in this paper a valuable reference material, providing a systemic and systematic view of the change they have to lead in order to acquire the much-coveted accreditation. Faculty, staff and students of HEIs can be advocates or sources of resistance. This paper should provide better understanding of the process of change and how they, as stakeholders, benefit from it. Finally, students of educational management and leadership should find this paper as a useful case study for class discussion.

Changing the Rotterdam-Rijnmond regional fire service

PurposeThe purpose of this paper is to identify critical success factors for the management of complex change processes in fire service organizations and to apply these in a case study of the Rotterdam-Rijnmond fire service.Design/methodology/approachThe paper provides review of literature on organizational change, case study of the Rotterdam-Rijnmond fire service supported by the analysis of policy documents and 30 semi-structured interviews with key persons.FindingsCombining different theoretical approaches helps to get a more complete picture of important issues and dilemma’s in the management of change processes – which is a first step in the successful implementation of changes – whereas other approaches tend to emphasize only some and overlook others. Applied in a case study, this approach revealed serious weaknesses in the management of change within the Rotterdam-Rijnmond fire service and offered practical guides for solutions.Originality/valueThis paper combines insights from different theoretical approaches into a more integrated perspective that aims to be helpful as a practical tool for designing and implementing complex changes in fire service organizations.

Creating a collaborative network for welfare services in public sector. A knowledge-based perspective

This study analyses the creation of a collaborative network among a group of small Italian Municipalities finalized to share their welfare services, the provision of which represents one of the most relevant challenges for Public Administrations, both for the growth of needs of people and the decrease of resources available. This study starts from the literature analysis on collaborative networks, and then examines the network creation as a process of organizational change based on a knowledge perspective, identifying the main organizational variables. These variables emerge from a content analysis run on materials from interviews conducted with informants involved in the process. Based on the results of the content analysis, a fsQCA was run, suggesting a specific combination of variables. ‘Openness to change' appears as a necessary condition in both the phases in which the process can be organised, while in the second also ‘knowledge sharing’ emerges as necessary.

Role of Capacity in Understanding Organizational Change in National Sports Federations

Abstract The aim of this paper is to present an overview of selected organizational theories pertaining to the process of organizational change. The emphasis is made on organizational capacity outlining its relevance in the context of understanding the changes taking place within the National Sports Federations.

Embracing Diversity and Inclusion: An Organizational Change Model to Increase Intercultural Competence

Professionals in Extension who develop intercultural competence are better prepared to meet the needs of multicultural populations. This article addresses University of California Extension's formation of an intercultural competence professional development initiative. We describe our use of an integrated conceptual framework that includes Hammer's Intercultural Development Inventory (IDI) and Kotter's eight-step organizational change process to institutionalize the initiative. IDI pretest and posttest results indicate that California 4-H professionals are more culturally competent. The impact of the initiative also is reflected in the significant growth (151% increase) in Latino youth participation in 4-H. We provide recommendations for replicating our effort.