Organizational Justice and Readiness for Change: A Concomitant Examination of the Mediating Role of Perceived Organizational Support and Identification.
Front Psychol. 2018; 9:1172.FP

Abstract

Survival in today's global economy requires organizations to be flexible and adapt readily to the ever-changing marketplace. However, more than 70% of organizational change initiatives fail, mostly due to employees' resistance to change. The literature has identified readiness for change (RFC) as an important cognitive precursor of resistance. A body of research has accordingly investigated the determinants of employees' RFC. In particular, RFC has been shown to be positively predicted by employees' perceptions of fair treatment. Little is known, however, on the mechanisms underlying this relationship. Relying on social exchange theory and social identity theory, this paper investigates the concomitant mediating role of perceived organizational support (POS) and organizational identification (OID) between overall justice and RFC. One hundred and forty-five employees of a company located in France participated in a survey-based study. Results of the path analyses indicated that POS mediates the positive effect of organizational justice on RFC, while OID does not act as a mediator in this relationship. As a whole, these results show the relevance of social exchange theory to better understand how employees become ready to change in organizational settings.

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Authors+Show Affiliations

Arnéguy E

Centre de Recherche et d'Études en Gestion, Université de Pau et des Pays de l'Adour, Pau, France. Psychological Sciences Research Institute, Université catholique de Louvain, Louvain-la-Neuve, Belgium.

Ohana M

Kedge Business School, Talence, France.

Stinglhamber F

Psychological Sciences Research Institute, Université catholique de Louvain, Louvain-la-Neuve, Belgium.

Pub Type(s)

Journal Article

Language

eng

PubMed ID

30042713

Citation

Arnéguy, Elodie, et al. "Organizational Justice and Readiness for Change: a Concomitant Examination of the Mediating Role of Perceived Organizational Support and Identification." Frontiers in Psychology, vol. 9, 2018, p. 1172.

Arnéguy E, Ohana M, Stinglhamber F. Organizational Justice and Readiness for Change: A Concomitant Examination of the Mediating Role of Perceived Organizational Support and Identification. Front Psychol. 2018;9:1172.

Arnéguy, E., Ohana, M., & Stinglhamber, F. (2018). Organizational Justice and Readiness for Change: A Concomitant Examination of the Mediating Role of Perceived Organizational Support and Identification. Frontiers in Psychology, 9, 1172. https://doi.org/10.3389/fpsyg.2018.01172

Arnéguy E, Ohana M, Stinglhamber F. Organizational Justice and Readiness for Change: a Concomitant Examination of the Mediating Role of Perceived Organizational Support and Identification. Front Psychol. 2018;9:1172. PubMed PMID: 30042713.

* Article titles in AMA citation format should be in sentence-case

TY - JOUR T1 - Organizational Justice and Readiness for Change: A Concomitant Examination of the Mediating Role of Perceived Organizational Support and Identification. AU - Arnéguy,Elodie, AU - Ohana,Marc, AU - Stinglhamber,Florence, Y1 - 2018/07/10/ PY - 2017/12/22/received PY - 2018/06/18/accepted PY - 2018/7/26/entrez PY - 2018/7/26/pubmed PY - 2018/7/26/medline KW - justice KW - organizational change KW - organizational identification KW - overall justice KW - perceived organizational support KW - readiness for change SP - 1172 EP - 1172 JF - Frontiers in psychology JO - Front Psychol VL - 9 N2 - Survival in today's global economy requires organizations to be flexible and adapt readily to the ever-changing marketplace. However, more than 70% of organizational change initiatives fail, mostly due to employees' resistance to change. The literature has identified readiness for change (RFC) as an important cognitive precursor of resistance. A body of research has accordingly investigated the determinants of employees' RFC. In particular, RFC has been shown to be positively predicted by employees' perceptions of fair treatment. Little is known, however, on the mechanisms underlying this relationship. Relying on social exchange theory and social identity theory, this paper investigates the concomitant mediating role of perceived organizational support (POS) and organizational identification (OID) between overall justice and RFC. One hundred and forty-five employees of a company located in France participated in a survey-based study. Results of the path analyses indicated that POS mediates the positive effect of organizational justice on RFC, while OID does not act as a mediator in this relationship. As a whole, these results show the relevance of social exchange theory to better understand how employees become ready to change in organizational settings. SN - 1664-1078 UR - https://www.unboundmedicine.com/medline/citation/30042713/Organizational_Justice_and_Readiness_for_Change:_A_Concomitant_Examination_of_the_Mediating_Role_of_Perceived_Organizational_Support_and_Identification_ DB - PRIME DP - Unbound Medicine ER -

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Organizational Justice and Readiness for Change: A Concomitant Examination of the Mediating Role of Perceived Organizational Support and Identification.Front Psychol. 2018; 9:1172.FP