Recognizing Acceptance of Change and Organizational Support in Public Service Organizations: Engaging Middle Managers in Organizational Change

Safuwan Samah

doi:10.5296/ijhrs.v8i2.12892

Recognizing Acceptance of Change and Organizational Support in Public Service Organizations: Engaging Middle Managers in Organizational Change

Safuwan Samah

Abstract

Despite the number of transformation plans were implemented by public service organizations, there is still lack of studies concerns on the employees’ acceptance of change in the workplace. The purpose of this paper is to explore the direct influence of perceived organizational support and employee’s acceptance of change by middle managers in Malaysian Public Service organizations. A total of 400 Administrative and Diplomatic Officers (ADO) were selected by using random sampling method and data for this study were collected using self-administered questionnaires. This study employed descriptive and Pearson Product-Moment Correlation to answer research objectives. The findings discovered that acceptance of change and organizational support is significantly positive correlated. Though this investigation may add knowledge to the body of literature on acceptance of change behavior and perceived organizational support, future researchers are encourage to explore the variables on different level of officers in public service organizations as well as to conduct differential study comprise of both public and private organizations.

Full Text:

PDF

References

Aktar, A., & Pangil, F. (2017). The relationship between employee engagement, HRM practices and perceived organizational support: Evidence from banking employees. International Journal of Human Resource Studies, 7(3), 1-22. https://doi.org/10.5296/ijhrs.v7i3.11353

Armenakis, A. A., Harris, S. G., & Mossholder, K. W. (1993). Creating readiness for organisational change. Human relations, 46(6), 681-703. https://doi.org/10.1177/001872679304600601

Augustsson, H., Richter, A., Hasson, H., & von Thiele, S. U. (2017). The need for dual openness to change: a longitudinal study evaluating the impact of employees’ openness to organisational change content and process on intervention outcomes. The Journal of Applied Behavioural Science. https://doi.org/10.1177/0021886317691930

Blau, P. (1964). Power and exchange in social life. NY: John Wiley & Sons.

Bouckenooghe, D., Devos, G., & Broeck, V. D. H. (2009). Organizational change questionnaire–climate of change, processes, and readiness: Development of a new instrument. The Journal of psychology, 143(6), 559-599. https://doi.org/10.1080/00223980903218216

Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of management, 31(6), 874-900. https://doi.org/10.1177/0149206305279602

Cullen, K. L., Edwards, B. D., Casper, W. C., & Gue, K. R. (2014). Employees’ adaptability and perceptions of change-related uncertainty: Implications for perceived organisational support, job satisfaction, and performance. Journal of Business and Psychology, 29(2), 269–280. https://doi.org/10.1007/s10869-013-9312-y

Dawley, D. D., Andrews, M. C., & Bucklew, N. C. (2008). Mentoring, supervisor support, and perceived organisational support: what matters most?. Leadership Organisational Development, 29(3), 235-247. https://doi.org/10.1108/01437730810861290

Dirks, K. T., & Skarlicki, D. P. (2009). The relationship between being perceived as trustworthy by coworkers and individual performance. Journal of Management, 35(1), 136-157. https://doi.org/10.1177/0149206308321545

Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of applied psychology, 86(1), 42. https://doi.org/10.1037/0021-9010.86.1.42

Eisenberger, R., Huntington, R., Hutchinson, S., & Sowa, D. (1986). Perceived organisational support. Journal of Applied Psychology, 71(3), 500-507. https://doi.org/10.1037/0021-9010.75.1.51

Eisenberger, R., Rhoades, L., & Cameron, J. (1999). Does pay for performance increase or decrease perceived self-determination and intrinsic motivation?. Journal of Personality and Social Psychology, 77(5), 1026. https://doi.org/10.1037/0022-3514.77.5.1026

Elias, S. M. (2009). Employee commitment in times of change: Assessing the importance of attitudes toward organisational change. Journal of Management, 35(1), 37-55. https://doi.org/10.1177/0149206307308910

Flynn, F. J. (2003). How much should I give and how often? The effects of generosity and frequency of favor exchange on social status and productivity. Academy of Management Journal, 46(5), 539-553. https://doi.org/10.2307/30040648

Furst, S., & Cable, D. (2008). Employee resistance to organizational change: Managerial influence tactics and leader-member exchange. Journal of Applied Psychology, 93(2), 453-462. https://doi.org/10.1037/0021-9010.93.2.453

Hadavinejad, M., Khaef, E. A., & Alizadeh, S. M. (2009). Politicians, managers, employees and political understanding of resistance to change. Iran Management Science, 4(16), 119-137.

Ismail, M., & Osman, G. A. M. (2011). Human resource development in Malaysia.

Jabbarian, J., & Chegini, M. G. (2017). The Effect of Perceived Organizational Support on Employee Resistance to Change: A Study on Guilan Municipal Staff. Journal of History Culture and Art Research, 5(4), 642-654. https://doi.org/10.7596/taksad.v5i4.627

Khan, M. A., & Hashim, M. (2014). Organizational Change: Case Study of General Motors. ASEE 2014 Zone I Conference, April 3-5, 2014, University of Bridgeport, Bridgpeort, CT, USA.

Kubuga, K. (2014). Assessing the impact of organizational support on training and development: A case study of the University for Development Studies (Doctoral dissertation).

Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., & Adis, C. S. (2017). Perceived organizational support: A meta-analytic evaluation of organizational support theory. Journal of Management, 43(6), 1854-1884. https://doi.org/10.1177/0149206315575554

LaMastro, V. (1999). Commitment and perceived organizational support. National Forum of Applied Educational Research Journal, 12(3).

Malek， S. B. M. Y. (2003). Globalization and human resource development in the Malaysian public service. Retrieved from http://unpan1.un.org/intradoc/groups/public/documents/eropa/unpan014373.pdf.

McLagan, P. A. (1989). Models for HRD practice. Training & development journal, 43(9), 49-60.

Miller, V. D., Johnson, J. R., & Grau, J. (1994). Antecedents to willingness to participate in a planned organisational change.

Mowday, R. T., Porter, L. W., & Steers, R. (1982). Organizational linkage: the psychology of commitment, absenteeism and turnover. Organizational and Occupational Psychology, 10(3), 2008.

Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Employee-organization linkage. The psychology of commitment absenteism, and turn over. Academic Press Inc. London.

Naotunna, S., & Arachchige, B. (2016). Perceived Organizational Support and Non-Managerial Employees’ Commitment to Change in Sri Lankan Apparel Firms. South Asian Journal of Human Resources Management, 3(1), 40-57. https://doi.org/10.1177/2322093716637167

Nazarian, A., & Rahimi, M. (2013). The need to review and select the best model management model in Tehran. Urban Management, 31, 138-125.

Neves, P., & Eisenberger, R. (2014). Perceived organisational support and risk taking. Journal of Managerial Psychology, 29(2), 187–205. https://doi.org/10.1108/JMP-07-2011-0021

Ngo, H., Loi, R., Foley, S., Zheng, X., & Zhang, L. (2012). Perceptions of organisational context and job attitudes: The mediating effect of organisational identification. Asia Pacific Journal of Management, 1–46. https://doi.org/10.1007/s10490-012-9289-5

Nielsen, K., & Randall, R. (2012). The importance of employee participation and perceptions of changes in procedures in a teamworking intervention. Work & Stress, 26(2), 91-111. https://doi.org/10.1080/02678373.2012.682721

Nunnally, J. C. (1978). Psychometric Theory (2nd ed.). New York, NY: McGraw-Hill.

Oreg, S., & Sverdlik, N. (2011). Ambivalence toward imposed change: the conflict between dispositional resistance to change and the orientation toward the change agent. Journal of Applied Psychology, 96(2), 337. https://doi.org/10.1037/a0021100

Ozyilmaz, A. (2010). Vertical trust in organisations: A review of empirical studies over the last decade. Journal of Social Sciences Institute, 7(13), 1-28.

Pallant, J. (2010). SPSS Survival Manual: A Step by Step Guide to Data Analysis using SPSS (4th Eds). Open University Press/McGrawHill, Maidenhead.

Parker, S. K., & Griffin, M. A. (2011). Understanding active psychological states: Embedding engagement in a wider nomological net and closer attention to performance. European Journal of Work and Organizational Psychology, 20(1), 60-67. https://doi.org/10.1080/1359432X.2010.532869

Pasmore, W. A. (2011). Tipping the balance: Overcoming persistent problems in organizational change. In Research in organizational change and development (pp. 259-292). Emerald Group Publishing Limited. https://doi.org/10.1108/S0897-3016(2011)0000019011

Rhoades, L., & Eisenberger, R. (2002). Perceived organisational support: A review of the literature. Journal of Applied Psychology, 87(4), 698-714. https://doi.org/10.1037/0021-9010.87.4.698

Rhoades, L., Eisenberger, R., & Armeli, S. (2001). Affective commitment to the organization: The contribution of perceived organizational support. Journal of Applied Psychology, 86(5), 825. https://doi.org/10.1037/0021-9010.86.5.825

Safuwan, S. (2017). Mediating effect of organisational support on the relationships between individual, environmental factors and acceptance of change among Malaysian government officers (Doctoral dissertation). Universiti Putra Malaysia.

Safuwan, S. (2018). Acceptance of change behaviour among middle managers: The importance of subjective norms and social influence as environmental predictors. Asian Social Science, 14(2), 155. https://doi.org/10.5539/ass.v14n2p155

Shore, L. M., & Shore, T. H. (1995). Perceived organizational support and organizational justice. Organizational Politics, Justice, and Support: Managing the Social Climate of the Workplace, 149-164.

Shoss, M. K., Eisenberger, R., Restubog, S. L. D., & Zagenczyk, T. J. (2013). Blaming the organisation for abusive supervision: The roles of perceived organisational support and supervisor's organisational embodiment. Journal of Applied Psychology, 98(1), 158-168. https://doi.org/10.1037/a0030687

Taleghani, G. H., Divandri, A., Shir, M. M. (2009). The impact of perceived organizational support on employee engagement and organizational performance: A study in branches of bank mellat in Tehran, Iran. Management Science, 4(16), 1-25.

Walker, J. H., Armenakis, A. A., & Bernerth, J. B. (2007). Factors influencing organizational change efforts: An integrative investigation of change content, context, process and individual differences. Journal of Organizational Change Management, 20(6), 761-773. https://doi.org/10.1108/09534810710831000

Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management journal, 40(1), 82-111. https://doi.org/10.2307/257021

Wayne, S. J., Shore, L. M., Bommer, W. H., & Tetrick, L. E. (2002). The role of fair treatment and rewards in perceptions of organizational support and leader-member exchange. Journal of Applied Psychology, 87(3), 590. https://doi.org/10.1037/0021-9010.87.3.590

Worley, J. A. (2006). Factor Analytic Study to Evaluate the Structure of the Survey of Perceived Organizational Support (Doctoral dissertation). Oklahoma State University.

Yu, M, & Lee, M. (2015). Unlocking the black box: exploring the link between perceive organizational support and resistance to change. Asia Pacific Management, 20, 121213121

This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.

International Journal of Human Resource Studies ISSN 2162-3058

Email: ijhrs@macrothink.org

To make sure that you can receive messages from us, please add the 'macrothink.org' domain to your e-mail 'safe list'. If you do not receive e-mail in your 'inbox', check your 'bulk mail' or 'junk mail' folders.

------------------------------------------------------------------------------------------------------------------------------------------------------

Username
Password
Remember me