The combination of globalization, technological advancements, governmental regulations, changing customer tastes and trends combined with a host of other influences constantly force organizations to change, or respond to changes in the business environment. Businesses need their employees to be flexible and ready for change; however, the literature is rife with the assertion that more than 70% of organizational change initiatives fail. These failures cost organizations billions of dollars each year and have been blamed in part on employees' unreadiness for change, and their subsequent resistance to it. Businesses have a continued interest in understanding how to achieve higher rates of success with change initiatives; therefore, this research examined whether or not employees' personality traits predicted their readiness for organizational change. It also examined whether or not employees' level of education interacted with their personality traits to moderate the effects of personality traits on variances in readiness for change. Results indicated that personality traits predicted employees' readiness for change; however, increasing education did not interact with personality traits to modify the effects of personality on employee readiness for change.
|Commitee:||Griffith, Stephen, Hargiss, Kathleen|
|Department:||School of Business and Technology|
|School Location:||United States -- Minnesota|
|Source:||DAI-A 76/05(E), Dissertation Abstracts International|
|Subjects:||Management, Occupational psychology, Personality psychology, Organization Theory|
|Keywords:||Big five factors of personality traits, Change management, Five factor model, Organizational change, Personality traits, Readiness for organizational change|
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