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首页> 外文期刊>International journal of quality and service sciences >The effect of resistance in organizational change programmes: A study of a lean transformation
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The effect of resistance in organizational change programmes: A study of a lean transformation

机译：抵制对组织变革计划的影响：精益转型研究

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摘要

Purpose - The purpose of this paper is to investigate the contributing factors that lead to resistance to change, and to ascertain the relationship between organizational culture and employee resistance in organizational change programmes, such as lean. Design/methodology/approach - The methodology for this research is in three main parts. Firstly, a systematic review of the literature pertaining to resistance to change is, secondly, followed by a case study involving an anonymous survey and semi-structured interviews to test the assumptions drawn from the literature. Finally, the literature research and case study results are drawn together to present a new model of resistance. Findings - The finding of the literature, along with the finding of the case study confirm that lack of communication and participant involvement during change are highlighted as significant contributing factors to resistance and that these are related to organizational culture. Research limitations/implications - Whilst the secondary sources of information provide a significant weight of evidence to support the results from the case study, the results of the research are based on a single case study; therefore, caution should be applied before making generalizations from the data. Practical implications - The findings can provide organizations, and change practitioners, with an insight into a number of the issues that should be considered in relation to an organizations culture before attempting large-scale change programmes. Originality/value - The research findings provide a new model, the "resistance model" that identifies the interconnected issues that affect employees' attitude to, and thus acceptance of, organizational change.
机译：目的-本文的目的是研究导致抵制变革的因素，并确定组织文化与员工变更等组织变革计划中员工抵制之间的关系。设计/方法/方法-这项研究的方法主要分为三个部分。首先，对与变革抵抗有关的文献进行系统的审查，其次，然后进行涉及匿名调查和半结构化访谈的案例研究，以检验从文献中得出的假设。最后，文献研究和案例研究结果结合在一起，提出了一种新的抗药性模型。调查结果-文献调查结果以及案例研究结果都证实，变革期间缺乏沟通和参与者参与被认为是造成抵制的重要因素，并且与组织文化有关。研究的局限性/意义-尽管辅助信息来源提供了大量证据来支持案例研究的结果，但研究结果是基于单个案例研究的；因此，在对数据进行概括之前应谨慎行事。实际意义-研究结果可以为组织和变更实践者提供有关在尝试大规模变更计划之前应考虑的与组织文化有关的许多问题的见解。原创性/价值-研究结果提供了一个新模型，即“抵抗模型”，该模型可以识别影响员工对组织变革的态度并因此接受组织变革的相互关联的问题。

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