change readiness
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Due to globalization; utilization of new innovations; adapting to a tempestuous climate; and political, cultural, and economical challenges, organisations face progressing cycles of change. They relegate the duty of expecting change and giving direction to their employees for their professional growth. Because of the change-oriented behavior of employees, the study proposed the importance of understanding the phenomena while examining the subject of change readiness and psychological empowerment of employees during the current era of change. This study examines the mechanism of the effect of servant leadership on change-oriented behavior. The study employed a survey-based method, and data is collected with the help of a questionnaire. The rate of response was 50%, qualifying for the minimum criteria of response rate. For the data analysis, SEM-PLS is used. Results of the current study supported the hypothesised relationships.

In modern studies, there is a contradiction between the passivity of young people in the manifestation of their social activity and the ideas of society about their progressive role in the development of civilization. In this regard, it becomes especially relevant to solve the problem of increasing the involvement of student youth in social processes through the search for factors that determine their psychological readiness for social activity, as aimed at being included in socially transformative activities, allowing young people to realize their potential in various spheres of life. In order to find a solution to this problem, a study aimed at analyzing the determinants of psychological readiness of Russian students to manifest various forms of social activity was conducted. The empirical study was carried out on a sample of students who live in the Saratov region and study in organizations of secondary vocational and higher education (Russian Federation, Saratov, N = 197; aged 18 to 23). The characteristics of psychological readiness were identified using the following methods: Personality Emotional Orientation Assessment (B.I. Dodonov, verified by N.A. Belskaya), General Self-Efficacy Scale (R. Schwarzer, M. Erusalem, adapted by V.G. Romek), Readiness for Self-Development (V.L. Pavlov) and Personal Change-Readiness Survey (A. Rolnik, S. Hezer, M. Gold, K. Hull, adapted by N.A. Bazhanova and G.L. Bardier). The intensity of social activity and different forms of its manifestation was determined using a questionnaire developed by a team of authors (R.M. Shamionov et al.). The study revealed some specific features in the determination of various forms of social activity by characteristics of psychological readiness for their manifestation among Russian students. It is shown that social activity in different forms of its manifestation can be determined by personal emotional orientation as a characteristic of emotional readiness, self-efficacy as an indicator of readiness to overcome difficulties in a social context, and characteristics of personal readiness for change, among which passion (energy), confidence and ingenuity dominate. It is found that, among young students, psychological readiness to the greatest extent determines the intensity of subcultural, altruistic and educational-developing forms of social activity, minimally associated with the manifestation of socio-political and Internet network forms of activity and is not associated with religious activity.

Change readiness is an important precondition for human activity and a component of the overall professional readiness. At the same time, an important component of a police officer’s personality is his/her creativity, which allows him/her to make decisions successfully and effectively in the changing and uncertain conditions of law enforcement services. The research aimed at establishing the correlation between the resilience of law enforcement officers to perform duties in unforeseen circumstances and their ability to be creative in this activity. The paper empirically examines the level of manifestation and correlation of creativity, change readiness and uncertainty tolerance in law enforcement officers. The study involved a set of diagnostic techniques for assessing the level of creativity, change readiness and uncertainty tolerance. Quantitative and qualitative methods of data processing were used. Strong correlations between indicators of creativity, change readiness and uncertainty tolerance were found in law enforcement officers. The prospect of further research is to clarify the correlation between creative solutions to occupational situations, change readiness and resilience, as well as other personal characteristics of law enforcement officers. This will help to outline a more holistic portrait of law enforcement officers and make their training more effective.

Studies of energy conservation efforts to reduce CO2 emissions in the residential sector are abundant; however similar efforts in organizations have not received as much attention as they deserve. In this study, we focus on methods for increasing employees’ readiness to change their behaviors in favor of energy conservation, specifically examining the use of guided group discussions (GGDs). We use observational research methods to examine the micro-level of behavioral dynamics and understand the emergence of change readiness. We describe how facilitators (“change agents”) can conduct GGDs and foster employees’ change readiness using the established communication approach of Motivational Interviewing (MI). We also explore how employees can increase each other’s change readiness regarding energy conservation behavior. Based on our sample of eight videotaped GGDs (5430 behavioral events), interaction analysis reveals that solution-focused communication elicits change readiness in employees, whereas problem-focused communication prompts resistance to change. We further show that employees can motivate their co-workers to express “green” intentions: when employees verbalized statements in favor of energy saving, this increased other employees’ change readiness, while verbalized statements against energy saving had the opposite effect. This demonstrates that GGD participants are active individuals who can spark behavior change in their co-workers. Finally, based on our findings we propose several communication guidelines for working with groups and discuss the importance of solution-focused energy management practices to facilitate change readiness for energy saving in the workplace.

This study explores the antecedents for organizational change readiness for altering the status quo and empirically validates few potent tools which facilitate change. By drawing on change management literature, this study examines the influence of employee voice (EV) and employee involvement (EI) on commitment-to-change (CTC), considering the latter as a mediating variable in the relation between antecedent human resources practices (EV and EI) and organizational change readiness (OCR). Subsequently, the moderating role of transformational leadership was analyzed on these posited relationships. The hypotheses proposed in the research model are tested on a sample of 516 employees from an Indian public sector organization, applying Baron and Kenny’s (1986) technique for establishing mediation and Ping’s approach to moderated structured equation modeling for moderation. The findings suggest that CTC partially mediates the relationship between EV and OCR, but it does not mediate between EI and OCR. Likewise, the study results also empirically validate that the relationship between EV and CTC is enhanced if leadership is transformational, also the hypothesis positing the moderating role of transformational leadership between EI and CTC was supported.

PurposeOver the last decade, circular economy (CE) has gathered interest from both industrialists and academics alike. Whilst CE research is widespread in such areas as supply chain and larger organisations, there is limited research into how small to medium enterprises (SMEs) can prepare for adopting CE. There is no comprehensive readiness model for SMEs adopting CE. The purpose of this paper is to explore the literature on change readiness and generate knowledge to fill this gap by developing a conceptual model to measure change readiness for SMEs' adopting CE.Design/methodology/approachThis study is based on a comprehensive literature review of change readiness models and frameworks. The paper reviews publications from Science Direct, Web of Science, Emerald, Scopus and Google Scholar. The readiness for change models and frameworks from the selected publications are evaluated and synthesised to develop a comprehensive conceptual model for change readiness for SMEs adopting a circular economy.FindingsA readiness conceptual model is developed by incorporating several factors as precursors to readiness, i.e. individual/collective difference, structural, contextual factors and related barriers. Eleven factors make up the individual/collective difference. Three factors make up the structural and contextual factors.Practical implicationsThis paper develops a conceptual model that can aid academics and practitioners in better understanding SMEs readiness to adopt CE.Originality/valueThis paper makes a unique contribution by proposing a comprehensive conceptual model of readiness for SMEs adopting CE.

Purpose The purpose of this paper is to examine how a country’s change readiness impacts international mergers and acquisitions (M&A) capital flows on a national level toward host countries. The authors unpack the construct of change readiness and identify how its different dimensions impact international M&As (IMA). The authors provide a theoretical framework based on the resource-based view to facilitate an understanding of this concept. Design/methodology/approach The authors used a fixed-effect analysis to study a sample of 2,970 IMAs announced by publicly traded US companies during 2013–2017. Findings The authors propose that higher levels of change readiness would help foreign firms to cope with risks and uncertainties generated by the changes and shocks in the environment of a host country. The authors find support for their hypotheses showing that higher levels of change readiness increase the number of IMAs that a country receives every year. This characteristic of the host country shows a significant influence, especially in technology-intensive IMA flows. Practical implications This study provides implications for business executives and policymakers both in terms of risk mitigation strategies and investment attraction. Understanding the fact that when it comes to foreign investment in the form of IMAs business executives are aware of the importance of change readiness in host countries might lead to motivate the governments and host country officials to provide better infrastructure to boost the change readiness in their economy. Originality/value Overall, this study improves our knowledge about mechanisms through which change readiness of host countries might impact firms' strategies for international expansion. As we are indeed living in the era of global disruptions and strong shocks caused by political turmoil, climate change and the spread of new diseases, this study contributes to the literature on risk mitigation in international business and is one of the first to look closely at the role of host countries' change readiness and the effect it might have on attracting international M&As.

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Digital service organizations have to embrace change at all levels on a continual basis. In order to successfully adopt change events, all employees need to have high levels of change readiness. Originality/value The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

PurposeThe purpose of this study was to examine the organizational context that may support learning and change readiness climates that previous research has found to be conducive to implementing evidence-based interventions.Design/methodology/approachAn exploratory, mixed method evaluation that included 15 rheumatology clinics throughout the United States was performed. Quantitative data were collected using a web-based survey completed by 135 clinic members. Qualitative data were collected via semi-structured interviews with 88 clinic members.FindingsIn general, clinics reported strong, positive learning and change readiness climates. More complex organizations (e.g. multispecialty, academic medical centers) with rational/hierarchical cultures and members with longer tenure were associated with less supportive learning and change readiness climates. The authors’ findings highlight opportunities for organizational leaders and evidence-based intervention sponsors to focus their attention and allocate resources to settings that may be most susceptible to implementation challenges.Originality/valueFirst, the authors address a deficit in previous research by describing both the level and strength of the learning and change readiness climates for implementing an evidence-based shared decision-making aid (SDMA) and examine how these vary as a function of the organizational context. Second, the study examines a broader set of factors to assess the organizational context (e.g. organizational culture, organizational structure, ownership) than previous research, which may be especially salient for shaping the climate in smaller specialty clinics like those we study. Third, the authors utilize a mixed methods analysis to provide greater insights into questions of how and why organizational factors such as size and structure may influence the learning and change readiness climate.