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“Readiness for Organizational Change: A Longitudinal Study of Workplace, Psychological and Behavioral Correlates”. Mason: South Western College Publishing.Ĭunningham, C.E., Woodward, C.A., Shannon, H.S., Maclntosh, J., Lendrum, B., Rosenbloom, D., & Brown, J. Organization Development and Change, 7th ed. Journal of Personal Selling and Sales Management, 24 (1), pp. “Organizational Readiness for Change, Individual Fear of Change, and Sales Manager Performance: an Empirical Investigation”. Medan: Universitas Sumatera Utara.Ĭhonko, L.B. “Pengaruh Job Insecurity dan Job Involvement terhadap Kesiapan Berubah Karyawan pada Perusahaan Telekomunikasi”. “Pengaruh Kepuasan Kerja, Keterlibatan Kerja, Stres Kerja dan Komitmen Organisasi terhadap Kesiapan untuk Berubah pada Karyawan PT. “Expanding Our Understanding of The Change Message”. Washington, D.C.: The Bureau of National Affairs.īernerth, J. Schuler (Eds.), Human resources management in the 1980’s. Executive Compensation and Employee Benefits. “Crafting a Change Message to Create Transformational Readiness”, Journal of Organizational Change, 15 (2).īentson, M.A., & Schuster, J.R.

“Creating Readiness for Organizational Change”. The Journal of Applied Behavioral Science, 24 (1), pp. “Individual Strategies for Coping with Stress During Organizational Transitions”. Ithaca: Cornell University Press.Īshford, S.J. Manufacturing Advantage: Why High-Performance Work Systems Pay Off. Additionally, the implications and applications of these findings are discussed.Īpplebaum, E., Bailey, T., Berg, P., & Kalleberg, A. However, the results indicate that goal setting has no impact on readiness for change.

This study were also found significant effect of reward system toward readiness for change. The findings indicate that there are significant effect of performance appraisal on readiness for change. Survey responses collected from a sample of 100 university students in three departments in higher education organization which are continuing the process of transformation. The data was collected through a survey using self-reported questionnaire and accidental sampling. The purpose of this research study was to investigate the impact of human resource management intervention consisting of goal setting, performance appraisal, and reward system toward readiness for change. For higher education institution to assist academic society in being motivated and prepared for change, it is essential that leaders, lecturers, employees, and also students understand factors that may influence readiness for change. Creating change readiness may be one of the key factors in determining whether a given change intervention will ultimately be successful or not.