Hrvatsko društvo ekonomista

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December 2014. ::: Vol.65 No. 06

Suada Penava
Dževad Šehić

THE IMPACT OF ORGANIZATIONAL CHANGES ON THE EMPLOYEES’ RESISTANCE TOWARD SPECIFIC CHANGES Prethodno priopćenje The subject of the research presented in this paper is the impact that perception of different aspects of content, process and context of change has on employees’ readiness for change as indicated by the presence or absence of resistance toward the speci fi c change. The analysis was made on the basis of empirical research conducted in one Bosnian company, with the total number of survey participants of 233. The results of regression analysis which was perfomed using Ordered Logistic Regression method, showed that the content of organizational change determines the attitudes of employees toward speci fi c change to a larger extent then it was the case with the process and context of the change. In all three analyzed changes it was found that certain aspects of change context had statistically signi fi cant negative in fl uence on the level of employees’ resistance to change. At the same time the evidence of the impact of process and context factors was found for only one of the changes analyzed in the research. justification of change; desirability of change; participation; communication; trust in management Puni tekst: pdf (508 KB), Hrvatski, Str. 576 - 597

THE IMPACT OF ORGANIZATIONAL CHANGES ON THE EMPLOYEES’ RESISTANCE TOWARD SPECIFIC CHANGES

Prethodno priopćenje

The subject of the research presented in this paper is the impact that perception of different aspects of content, process and context of change has on employees’ readiness for change as indicated by the presence or absence of resistance toward the speci fi c change. The analysis was made on the basis of empirical research conducted in one Bosnian company, with the total number of survey participants of 233. The results of regression analysis which was perfomed using Ordered Logistic Regression method, showed that the content of organizational change determines the attitudes of employees toward speci fi c change to a larger extent then it was the case with the process and context of the change. In all three analyzed changes it was found that certain aspects of change context had statistically signi fi cant negative in fl uence on the level of employees’ resistance to change. At the same time the evidence of the impact of process and context factors was found for only one of the changes analyzed in the research.

justification of change; desirability of change; participation; communication; trust in management

Puni tekst: pdf (508 KB), Hrvatski, Str. 576 - 597