• Journal of Information Technology Applications and Management
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• 제30권5호
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• pp.59-82
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• 2023

The present research aims to examine whether learning from the supervisor influences readiness for change with the mediating impact of planfulness. Drawing upon the theory of planned behavior, it is hypothesized that learning from the supervisor positively impacts planfulness ability in individuals, which in turn enhances the readiness for change. Through using convenience sampling, the sample of 451 was collected from employees working full-time in the manufacturing and I.T. service organizations in India. Structural equation modeling and regression analysis indicate that learning from the supervisor is positively associated with readiness for change and planfulness. Additionally, planfulness fully mediated the relationship between learning from the supervisor and readiness to change. The findings of the present research highlight that continuous support and learning from the supervisor enhances the planfulness ability of the individual and consequently enhances individual readiness for change. The current research is pioneering in testing the hypothetical model associating learning from the supervisor, planfulness, and readiness for change.

• The Journal of Asian Finance, Economics and Business
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• 제8권3호
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• pp.459-468
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• 2021

This study examines the factors influencing custom officers' readiness for the Sales and Service Tax (SST) implementation in Malaysia. Specifically, this study examines the factors stipulated in the Theory of Organisational Readiness namely, change valence, task knowledge, and resource availability on the customs officers' readiness in terms of change commitment and change efficacy for SST 2.0 implementation. This study utilizes the questionnaire survey distributed to employees of the Royal Malaysian Customs Department (RMCD) that have undergone a significant change of tax regime from Goods and Service Tax (GST) to SST 2.0. The results show that all three factors significantly and positively influence the customs officers' readiness in terms of change commitment and change efficacy for SST 2.0 implementation in Malaysia. The findings in this study indicate that to ensure smooth SST 2.0 implementation, it is important for the customs department to give attention to the perception of the officers and provide the necessary resources. The findings of this study could assist RMCD and other custom agencies to take into account factors that influence readiness for change which indirectly affect job responsibility and performance of the organization.

• 한국경영과학회:학술대회논문집
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• 한국경영과학회 2005년도 추계학술대회 및 정기총회
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• pp.299-320
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• 2005

To rapidly respond to uncertainties in the business environment whilst remaining competitive, every organization needs to be able to successfully introduce and manage organizational change. Cognizant of the role of information systems (IS) as an enabler of organizational change, many organizations have paid attention to Enterprise Resource Planning (ERP) systems for successful organizational change primarily because of their change-driving forces across organizations. In this study, we focus attention on the role of readiness for change in the ERP systems adoption. Readiness for change described as views about the need for organizational change is posited to be and antecedent of two expectancies about the need for organizational change is posited to be an antecedent of two expectancies about the system. performance expectancy and effort expectancy, which lead to actual system use. In order to further establish th relevance of readiness for change as a determinant of two expectancies, computer self-efficacy is considered to be other key predictor as well. In addition, this study proposes that the personal characteristics of organizational commitment and perceived personal competence play roles of important determinants of readiness for change. Based on data gathered from the users of the ERP systems, structural equation analysis using LISREL provides significant support for the proposed relationships. Theoretical and practical implications are discussed along with limitations.

• Asian Journal of Business Environment
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• 제7권3호
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• pp.5-15
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• 2017

Purpose - The objective of the present study is to examine the relationship between intellectual preferences of individuals and the level of readiness for change according to Ned Herman. Research design, data and methodology - For this, Iranian Supreme Audit Court was selected as a case study in this research and it was carried out to evaluate research variables and test hypotheses using standard questionnaires of intellectual preferences and readiness for change based on the methodology. It should be remarked that only 32 managers of Audit Court were willing to participate in this research and responded to the questionnaires. Results - The outputs of the performed tests showed that although there is not a significant relationship between the individuals with intellectual preferences for class A and readiness for change them, approaching the intellectual preferences of the individuals to D region increases the readiness for change them. On the other hand, whatever individuals have intellectual preferences for branches in groups B and C, the level of preparedness for change is low. Conclusions - The results of this research have made a clear policy for the effective utilization in human resources based on their intellectual preferences model for management with organizational changes.

• 산업혁신연구
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• 제35권3호
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• pp.25-64
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• 2019

조직변화는 조직의 생존과 실패를 결정하는 중요한 조직 현상이다. 따라서 조직이 환경의 압력에 적응하고 적극적으로 대응하기 위한 노력은 조직의 핵심 의사결정 영역에 속하는 행위로간주된다. 실제로 조직개발, 조직변화와 같은 별도의 학문이 정립되고 다수의 조직변화 단계 모형에 제시되면서 조직변화 성취를 위한 다양한 노력이 개진되어 왔다. 그러나 이와 같은 노력에도 불구하고 조직변화 성공률은 20-25%에 불과하며, 대부분 실패하는 것으로 알려져 있다. 조직변화 실패 원인을 구명한 다양한 연구에서 지적하고 있는 핵심적 사항 중 하나는 조직변화에대한 준비 정도이며, 이와 관련하여 조직변화준비도는 조직변화 성취를 담보할 수 있는 필수 구인으로 각광받고 있다. 한편, 조직변화에 대한 준비도를 생성하기 위한 전략적 방안은 현 조직의 조직변화준비도를 정확히 측정하는 것이며, 이를 통해 성공적 조직변화 도입과 실행을 위해보완, 충족이 필요한 영역을 확인할 수 있다. 본 연구는 최근 10년 간 개발된 조직변화준비도 측정도구를 수집하고 특성을 파악하는데 주안점을 두었다. 이를 위해 조직변화준비도 측정도구 개발과 관련된 연구문헌을 체계적으로 수집하고, 각 문헌에서 제시된 측정도구에 대하여 기술적 영역과 심리측정학적 영역을 중심으로 전반적인 특성을 확인하였다. 특히 조직변화준비도 측정도구 개발 문헌을 수집하고 분석하는 과정을 체계적으로 진행하기 위하여 체계적 문헌 고찰(systemic literature review) 연구방법을 적용하였다. 분석결과, 기존 조직변화준비도 측정도구는 실제 조직변화준비도 개념영역 중 특정 차원에 한정하여 측정이 되고 있었으며, 심리측정학적 특성 분석 결과에서도 대부분 낮은 신뢰도와 타당도를 보였다. 따라서 국내 조직을 대상으로 조직변화준비도 수준을 측정할 경우 선행적으로 측정영역(심리차원/구조차원)을 사전에 특정하는 한편 심리측정학적 근거가 비교적 높은측정도구를 사용하는 것이 필요하겠다. 더 나아가 최근 논의되고 있는 조직변화준비도의 포괄적개념을 고려하며, 동시에 신뢰도와 타당도 근거가 우수한 국내 조직 맥락의 조직변화준비도 측정도구 개발이 요청된다고 하겠다.

• The Journal of Asian Finance, Economics and Business
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• 제7권2호
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• pp.181-193
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• 2020

The midst competition makes a brand all together with its offering products and services is becoming a crucial element for company existence. This requires direct involvement from internal organizational to develop effective strategic branding. According to Asosiasi Penyelenggara Internet Indonesia (APJII), Indonesia's internet penetration is among the highest in Asia. The purpose of this research is to improve the strategic role of brand orientation within Internet Service Provider (ISP) for maximizing return on the company's financial and non-financial benefits by proposing organization change readiness variable. The data collection is taken using an online survey with a non-parametric sampling method and collected 68 qualified respondents for data analysis using SEM-PLS (Structural Equation Modeling with Partial Least Square). The result indicates partial hypotheses on the constructed model between variables brand orientation, brand commitment, and internal brand equity is acceptable. Another finding is stated hypotheses on organization change readiness as moderation is not accepted and means there is no significance to the constructed model. The main conclusion resumes associative human memory can shape up organization change readiness inside internal toward then brand. Relevant cues generate information received in the human brain then will create common associative and becoming social identity on internal brand equity.

• 한국경영과학회지
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• 제31권2호
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• pp.1-13
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• 2006

To rapidly respond to uncertainties in the business environment whilst remaining competitive, every organization needs to be able to successfully introduce and manage organizational change. Cognizant of the role of information systems (IS) as an enabler of organizational change, many organizations have paid attention to Enterprise Resource Planning (ERP) systems for successful organizational change primarily because of their change-driving forces across organizations. This study focuses attention on the role of readiness for change in the ERP systems adoption. Readiness for change described as views about the need for organizational change is posited to be an antecedent of two expectancies about the system, performance expectancy and effort expectancy, which lead to actual system use. Based on data gathered from the users of the ERP systems, structural equation analysis using LISREL provides significant support for the proposed relationships.

• The Journal of Asian Finance, Economics and Business
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• 제8권3호
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• pp.683-693
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• 2021

Shipping has become an important sector in supporting social, economic, government, defense, security, cultural and other sectors to unite separate islands and broad seas. Thus, ports automatically become an important facility in Indonesia. The purpose of this research is to test and explain the effect of Organizational readiness for change, Service Innovation, and Corporate Image on Perceived opportunity and challenge. The research model with inferential analysis uses Structural Equation Modeling (SEM) analysis with the WarpPLS approach, expected to answer the statements of problem and be able to test the desired hypothesis. The model development in this research was based on the background, statements of problem, conceptual framework and research hypotheses. The model referred to is "Complete and Comprehensive Port." Its development was carried out through studying and synthesizing various sources. The most important source is the results of literature review in the form of theoretical developments and research results, then continued with compilation. The use of Organizational Change Readiness, Service Innovation, and Corporate Image in improving Port Competitiveness is seen as one of the novelties of this research, specifically the use of the Organizational Change Readiness variable which is often used in high-flexibility companies but now used in port companies as well.

• The Journal of Asian Finance, Economics and Business
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• 제8권2호
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• pp.583-593
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• 2021

The purpose of this study was to examine the relationship between transformational leadership and organizational performance with readiness to change and empower knowledge sharing quality as mediating variables. The survey was conducted by collecting the respondents' data by filling up forms which were designed using the google form application and collecting it using WhatsApp. This was performed on 400 respondents, encompassing employees from the National Agency of Drug and Food Control in Indonesia. The research model adopted was validated using Structural Equation Modeling technique with AMOS tool. The findings showed transformational leadership as a significant predictor of readiness to change and it proved relevant in empowering knowledge sharing quality, which in turn affects organizational performance. Furthermore, the effects of both two mediating variables was also examined, and only readiness to change significantly influenced the relationship between predictors of transformational leadership and organizational performance. The findings of this study showed the need for transformational leaders as the research focused on understanding the differences in employee character. This is required to encourage better performance by empowering quality knowledge dissemination mechanisms, with continuous in-house training activities. Therefore, the model adopted in this research and the hypotheses prove the direct effect of transformational leadership on organizational performance, achievable through the mediating role of readiness to change.

• 지식경영연구
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• 제16권2호
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• pp.139-172
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• 2015

Employee's agility is becoming a primary factor of improving individual work performance. Employee's agility refers to responsiveness or behavior of employees in the context of work environment change. The purpose of this study is to examine the relationship between employee's agility and work performance in the perspective of agility's influence factors(absorptive capacity, IT resource use, readiness to change) and knowledge-oriented leadership, A survey was conducted for gathering data (a total of 262 employees from 35 industrial organizations) to test the relationships. The results of analysis show that employee's agility is a driving force leading to individual work performance, that employee's absorptive capacity, IT resource use, readiness to change, and knowledge-oriented leadership are the significant influential factors of employee's agility, and that knowledge-oriented leadership strengthens the link between employee's absorptive capacity and agility. For theoretical and practical contributions, the research presents the grounds for arguments that employee's agility is employee's dynamic capability for individual work performance under work environment change, and that organizations trying to improve employee's agility need to explore employee's behavioral attitudes under individual, leader, and organizational dimensions. Limitations arisen in the course of the research and suggestions for future research directions are also discussed.