Please use this identifier to cite or link to this item: http://buratest.brunel.ac.uk/handle/2438/4460
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dc.contributor.advisorIrani, Z-
dc.contributor.advisorSharif, AM-
dc.contributor.authorShah, Naimatullah-
dc.date.accessioned2010-06-24T13:19:53Z-
dc.date.available2010-06-24T13:19:53Z-
dc.date.issued2009-
dc.identifier.urihttp://bura.brunel.ac.uk/handle/2438/4460-
dc.descriptionThis thesis was submitted for the degree of Doctor of Philosophy and awarded by Brunel University.-
dc.description.abstractOrganisations are continually confronting challenges to remain competitive and successful, which compels organisations to regularly re-evaluate their strategies, structures, policies, operations, processes and culture. Managing change effectively is however a main challenge in the change management domain because of massive human involvement. Thus, managers and change agents are eager to know how to encourage and effectively prepare employees for change situation. The aim of this doctoral study was to examine the determinant of employee readiness for organisational change. The objectives were to investigate employee commitment to the organisation and career and social relationships factors in public sector higher educational institutions of Pakistan where various change reforms has been introduced recently. This empirical study proceeded by a systematic review of literature that led to development of a conceptual model. The data was collected from a sample of teaching employees by using a survey questionnaire. Data was analysed using descriptive statistics and exploratory factor analysis run on statistical package for social sciences and confirmatory factor analysis on the structural equation modelling as well as on applied analysis of moment structure to assess the model fit of the study and hypotheses testing. Results showed that independent variables (emotional attachment, feeling of pride, pay/wages/rewards, promotion, job satisfaction, job involvement and social relationships in the workplace) were positively and significantly correlated to the dependent variable (readiness for organisational change). However, two variables i.e. supervisor and peer relations, and training and skills development were not found positive and significant to the readiness for organisational change. This study has methodological limitations, as it is a cross sectional study that used a survey questionnaire only in public sector higher education sector. This study provides empirical evidence for employee readiness predictor variables for organisational change. This study may contribute to the literature on change management, particularly for Pakistan, and may assist the management, change agents and practitioners of human resources management and development, and organisational behaviour in assessing, designing and evaluating new or existing programmes for organisational change.en
dc.language.isoenen
dc.publisherBrunel University Brunel Business School PhD Thesesen
dc.relation.urihttp://bura.brunel.ac.uk/bitstream/2438/4460/1/FulltextThesis.pdf-
dc.subjectJob satisfactionen
dc.subjectJob involvementen
dc.subjectTraining and skills developmenten
dc.subjectSocial relationships in the workplaceen
dc.titleDeterminants of employee readiness for organisational changeen
dc.typeThesisen
Appears in Collections:Business and Management
Brunel Business School Theses

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