Understanding the individual’s reactions to the organizational change: a multidimensional approach

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dc.creatorRenata Borges
dc.creatorCamila Amaro Quintas
dc.date.accessioned2025-06-27T16:06:33Z
dc.date.accessioned2025-09-09T01:17:26Z
dc.date.available2025-06-27T16:06:33Z
dc.date.issued2020
dc.identifier.doi10.1108/JOCM-09-2019-0279
dc.identifier.issn0953-4814
dc.identifier.urihttps://hdl.handle.net/1843/83207
dc.languageeng
dc.publisherUniversidade Federal de Minas Gerais
dc.relation.ispartofJournal of Organizational Change Management
dc.rightsAcesso Restrito
dc.subjectDesenvolvimento organizacional
dc.subject.otherOrganizational change
dc.subject.otherReactions to change
dc.subject.otherResistance to change
dc.subject.otherAntecedents of organizational change
dc.subject.otherPerformance evaluation
dc.titleUnderstanding the individual’s reactions to the organizational change: a multidimensional approach
dc.typeArtigo de periódico
local.citation.epage681
local.citation.issue5
local.citation.spage667
local.citation.volume33
local.description.resumoPurpose – The objective of this research is to analyze in a multidimensional perspective the individual responses to organizational change, specifically about the implementation of a new performance evaluation system, investigating some antecedents of the individual reactions to change. Design/methodology/approach – Companies from the education industry were surveyed, and standardized questionnaires were applied. We obtained a sample size of 386 valid responses. The structural equation modeling (SEM) was employed to assess the measurement model and test the hypotheses. Findings –The results indicate positive reactions to the organizational change, without ambivalent responses. Employees’ cognitive and behavioral reactions are influenced by the individuals’ anticipation and past similar organizational change and do not depend on the perceived threat to social work life. The influence of group pressure and organizational readiness on cognitive and behavioral reactions differs in the direction that group pressure affects behaviors but not thoughts, and organizational readiness affects thoughts but not behaviors. Research limitations/implications – Limitations include the inadequate measures of individuals’ emotional reaction, preventing this dimension from being tested. Originality/value – This research provides theoretical contributions as the literature on organizational change lacks a multidimensional view on individuals’ reactions to change. The main contribution of this study is to investigate how each of the individual and organizational antecedents of the employees’ responses to the change influences the cognitive and behavioral reactions towards the change employing a multidimensional approach.
local.publisher.countryBrasil
local.publisher.departmentFCE - DEPARTAMENTO DE CIÊNCIAS ADMINISTRATIVAS
local.publisher.initialsUFMG
local.url.externahttps://www.emerald.com/insight/content/doi/10.1108/jocm-09-2019-0279/full/html

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