Resistance To Change Scale Research Articles

The Resistance to Change Scale: Assessing Dimensionality and Associations with Personality and Wellbeing in Adolescents

Resistance to change (RTC) is the tendency to have a negative attitude toward change. It is a relevant construct in adolescence because change can be perceived as a challenge to the formation of an integrated independent identity: the primary developmental task of this period. Currently, there are no validated measures of RTC for adolescents. To address this research gap, we tested the psychometric properties of the Resistance to Change Scale in a sample of adolescents from Portugal. Confirmatory factor analyses supported modeling the RTC scale via a bifactor model. Statistical indices indicated that RTC scale scores were largely unidimensional. When this model was applied, RTC was positively related with trait reactance, negatively related with wellbeing, and linked to high Harm Avoidance and low Self-Directedness personality dimensions. The bifactor model was equivalent across gender and early vs. late adolescent groups. Our findings suggest that the RTC scale is a psychometrically sound and potentially useful tool for researchers and educators who wish to measure RTC in adolescents.

RTC-11: Adaptación de la escala de resistencia al cambio en dos países (España y Argentina).

Background: Resistance to change is the tendency to resist or avoid making changes; in addition, change is perceived as aversive. Resistance to change is a professional competence that can be evaluated. Objective: To adapt from the original English into Spanish the Resistance to Change Scale (RTC) by Oreg (2003) in two countries, Spain and Argentina. Method: The participants were 482 employed workers from Spain (Study 1) and 171 managers from Argentina (Study 2). Results: The results are presented in two studies and an unifactorial structure is demonstrated after exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) are performed. The factor obtained has adequate reliability and evidence of validity is also confirmed if some external correlates and certain scales dealing with pro/anti-change behaviors, self-efficacy, the hardy personality and impulsivity are taken as references. Conclusions: This scale could be an ideal instrument for correctly identifying RTC and it can be used as a screening tool in combination with other instruments.

Culture as a predictor of resistance to change: A study of competing values in a psychiatric nursing context

It is well known that a conservative organizational culture can hinder the implementation of new organizational models. Prior to introducing something new it is important to identify the culture within the organization. This paper sets out to detect the feasibility of reform in a psychiatric clinic in a Swedish hospital prior to implementation of a new working method – a structured tool based on the International Classification of Functioning Disability and Health. A survey consisting of two instruments – an organizational values questionnaire (OVQ) and a resistance to change scale (RTC) – was distributed to registered and assistant nurses at the clinic. The association between the organizational subcultures and resistance to change was investigated with regression analysis. The results revealed that the dominating cultures in the outpatient centers and hospital wards were characterized by human relation properties such as flexibility, cohesion, belongingness, and trust. The mean resistance to change was low, but the subscale of cognitive rigidity was dominant, reflecting a tendency to avoid alternative ideas and perspectives. An instrument like the one employed in the study could be a useful tool for diagnosing the likelihood of extensive and costly interventions.

Organisational culture and change: implementing person‐centred care

The purpose of this paper is to explore the connection between organisational cultures and the employee's resistance to change at five hospital wards in Western Sweden. Staff had experienced extensive change during a research project implementing person-centred care (PCC) for patients with chronic heart failure. Surveys were sent out to 170 nurses. The survey included two instruments--the Organisational Values Questionnaire (OVQ) and the Resistance to Change Scale (RTC). The results indicate that a culture with a dominating focus on social competence decreases "routine seeking behaviour", i.e. tendencies to uphold stable routines and a reluctance to give up old habits. The results indicate that a culture of flexibility, cohesion and trust negatively covariate with the overall need for a stable and well-defined framework. An instrument that pinpoints the conditions of a particular healthcare setting can improve the results of a change project. Managers can use instruments such as the ones used in this study to investigate and plan for change processes. Earlier studies of organisational culture and its impact on the performance of healthcare organisations have often investigated culture at the highest level of the organisation. In this study, the culture of the production units--i.e. the health workers in different hospital wards--was described. Hospital wards develop their own culture and the cultures of different wards are mirrored in the hospital.

A Test of the Measurement Validity of the Resistance to Change Scale in Russia and Ukraine

The authors developed a Russian-language version of Oreg’s (2003) Resistance to Change (RTC) Scale, a multidimensional dispositional measure of an individual’s tendency to avoid or resist change, and tested its generalizability to the post-Soviet context with data from Russia and Ukraine. Confirmatory factor analysis results indicated a lack of configural consistency for the cognitive rigidity subscale, and post hoc examination suggested an unintended frame of reference for the cognitive rigidity items. The other three subdimensions of the scale—routine seeking, emotional reaction, and short-term thinking—were measurement-invariant in the two countries, providing a psychometrically acceptable measure of individual resistance to change. As a result, this respecification of the RTC Scale should be useful for much needed research devoted to individual resistors to change in the post-Soviet context, an effort essential for understanding obstacles to organizational change, and for generating prescriptive guidelines in a situation where most organizations are pressed by transition-induced need for systemic change and development.

Intelligenza emotiva e resistenza al cambiamento: uno studio empirico

- This study aims to analyze the relationship between emotional intelligence and resistance to change. Two hundred thirteen university students (mean age = 24.41, SD = 2.61) were administered the Emotional Intelligence Scale (EIS) and the Resistance to Change Scale (RCS). It emerged that the Appraisal and expression of emotions dimension on the EIS is a better inverse predictor both of the Routine seeking dimension and the Emotional reaction to imposed change dimension on the RCS. These results provide a more in-depth look at the relationship between emotional intelligence and resistance to change within an Italian context, defining new areas for future research and intervention.Keywords: emotional intelligence, resistance to change, Italian context.Parole chiave: intelligenze emotiva, resistenza al cambiamento, contesto italiano.

La resistenza al cambiamento. Validitŕ della versione italiana della scala di oreg (2003)

- The aim of the study is to propose the Italian version of the multifactor resistance to change scale (RTC) developed by Oreg (2003), and to examine its psychometric properties. The research was conducted via self-administered questionnaires on a group of 324 adults, men and women, currently employed. Correlations were computed between RTC and measures of personality factors (Big Five), sensation seeking, need for cognitive closure, emotional control, cognitive abilities, and political orientation. Then, the correlation between RTC and social desirability was computed. Moreover, differences in RTC scores between sub-groups with a different amount of change experiences were analysed. Finally, via multiple regression analysis, the best predictors of RTC were identified. RTC factorial structure, made up of four first-order factors and a single second-order factor, was supported by confirmatory factor analysis results. The internal consistency was also acceptable. RTC measure was negatively correlated with extraversion, agreeableness, emotional stability and openness (Big Five), sensation seeking, and emotional control. The correlation between RTC and need for cognitive closure was high and positive. The correlation between RTC and social desirability was week and negative, and no correlations at all resulted between RTC, cognitive ability and political orientation. Participants with a high number of change experiences had a lower RTC scores when compared with those with a low number of change experiences. Finally, need for cognitive closure was the most important predictor of resistance to change score.

Exploring Dispositional Resistance to Change

The aim of the study was to explore the relationship between Oreg’s recently developed scale on Resistance To Change (RTC) and its four sub factors and personality traits of the Five Factor Model (FFM). The sample consisted of 259 participants. Findings revealed that neuroticism correlated positively with the RTC Scale, while extraversion, openness to experience and agreeableness showed negative correlations with the RTC scale. Neuroticism correlated positively with three of the RTC sub factors, Routine seeking (RS), Emotional reaction (ER), and Short-term thinking (ST) respectively. Extraversion correlated negatively with the same three factors. Openness to experience correlation negatively with RS, while agreeableness correlated negatively with RS and ST. Conscientiousness correlated negatively with ST, but positively with RS. A regression analysis supported most of these findings. Use of the RTC scale could have special implications for managers in organizations making them more aware of diversity among employees.

Validation of the Spanish-language version of the resistance to change scale

The authors examined the validity of the Spanish-language version of the dispositional resistance to change (RTC) scale. First, the structural validity of the new questionnaire was evaluated using a nested sequence of confirmatory factor analyses. Second, the external validity of the questionnaire was assessed, using the four higher-order values of the Schwartz’s theory and the four dimensions of the RTC scale: routine seeking, emotional reaction, short-term focus and cognitive rigidity. A sample of 553 undergraduate students from Mexico and Spain was used in the analyses. The results confirmed both the construct structure and the external validity of the questionnaire.