Readiness for change, change beliefs and resistance to change of extension personnel in the New Valley Governorate about mobile extension

Abdel‐Ghany, Mohamed

doi:10.1016/j.aoas.2014.11.019

Cited by 34 publications

(30 citation statements)

References 11 publications

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“…Based on several studies it was concluded that followership significantly moderated the relationship of leadership and employee participation in change (Khan et al, 2018), the need for changes that shape authentic behavior of employees will influence support for change (Abdel-Ghany, 2014), employees who are ensure in their abilities experience a high level of readiness to change (Vakola, 2014). Affective commitment of employees, which is characteristic of authentic followership also has to do with readiness for change (Soumyaja et al, 2015).…”

Section: Research Methodology and Frameworkmentioning

confidence: 99%

The influence of ambidextrous organization and authentic followership on innovative performance: The mediating role of change readiness

Kosasih¹,

Wibowo²,

Wang³

2020

10.5267/j.msl

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The purpose of this study is to examine the role of change readiness in mediating the effects of ambidextrous organization and authentic followership on innovative performance. The result of this study indicate that authentic followership, ambidextrous organization and change readiness directly influenced on innovative performance. The mediating role of change readiness did not significantly influence on relationship between authentic followership and innovative performance. Meanwhile, the mediating role of change readiness significantly influenced on the relationship between ambidextrous organization and innovative performance. The study emphasizes on the strength of the organization ambidexterity and authentic followership for successes of the innovative performance mediated by change readiness.

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Section: Research Methodology and Frameworkmentioning

confidence: 99%

The influence of ambidextrous organization and authentic followership on innovative performance: The mediating role of change readiness

Kosasih¹,

Wibowo²,

Wang³

2020

10.5267/j.msl

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“…Susanto (2008) highlights the importance of having better judgment on individual change readiness perception prior to any change implementation. A good assessment of employee change readiness would help change agents, business consultants and management to understand the gap between their own expectation about the change and the change recipients' anticipation of the change (Ghany, 2014).…”

Section: Employee Readinessmentioning

confidence: 99%

“…To adapt to changes demanded by the business environment, a firm may have to implement a planned change process in which the employees' role would be highly decisive. For example, Ghany (2014) reports that managing organizational change is in very large part, about managing the people. However, employees may not welcome such changes instantly or without being pushed through a strenuous change programme.…”

Section: Introductionmentioning

confidence: 99%

Employee Readiness for Organizational Change: A Case Study in an Export Oriented Manufacturing Firm in Sri Lanka

Samaranayake¹,

Takemura²

2017

EJBE

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“…Therefore, [26] proposed a readiness for change assessment is one of the mechanisms in the change management models to increase motivation to learn and use the ERP system effectively. By assessing that, change agents, managers, human resource management professional and organizational development consultant can identify the gaps that exist between their own expectations about business changes and other staffs [27]. If a significant gap is observed and no action is taken to close the gap, the resistance will be expected, and the implementation will be threatened.…”

Section: Individual Readiness For Change (Irfc)mentioning

confidence: 99%

Individual Readiness for Change in the Pre-Implementation Phase of Campus Enterprise Resource Planning (ERP) Project in Malaysian Public University

Harun¹,

Mansor

2019

ijacsa

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In recent years, the current globalization has revolutionized transformed the landscape and ecosystem of the institution of higher education were demanding that the university transition from legacy system to Enterprise Resource Planning (ERP) system on enhancing university competitiveness. This shift requires the entire organization to be ready for change as early as the pre-implementation phase to ensure the successful implementation of ERP and resistance among staff is reduced. Past studies related to readiness for change are more focused on the ERP implementation phase for Human Resources, Finance and Manufacturing. However, studies on the individual readiness for change (IRFC) among public university staff in the preimplementation phase are limited especially in Malaysian. Therefore, this study aims to analyze the IRFC factor among public university staff by combining the theoretical and empirical results of the study. Data analysis was obtained from a questionnaire from 117 public university staff who were in the pre-implementation phase of the Campus ERP project. The findings show that appropriateness, management support, change-specific efficacy and personal valence as contributing IRFC public university staff in on pre-implementation phase of Campus ERP project. Besides that, there are 24 items representing that four factors in measuring IRFC. In the future, studies can be done in a variety of perception such as students and other ERP systems such as Human Resource System and Financial System which are also a core system for the university. Additionally, this study leads for further study in implementation and post-implementation phase of the Campus ERP project.

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Readiness for change, change beliefs and resistance to change of extension personnel in the New Valley Governorate about mobile extension

Cited by 34 publications

References 11 publications

The influence of ambidextrous organization and authentic followership on innovative performance: The mediating role of change readiness

The influence of ambidextrous organization and authentic followership on innovative performance: The mediating role of change readiness

Employee Readiness for Organizational Change: A Case Study in an Export Oriented Manufacturing Firm in Sri Lanka

Individual Readiness for Change in the Pre-Implementation Phase of Campus Enterprise Resource Planning (ERP) Project in Malaysian Public University

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