Do high-performance work practices promote an individual's readiness and commitment to change? The moderating role of adaptive leadership

IF 2.7 4区管理学 Q2 MANAGEMENT Journal of Organizational Change Management Pub Date : 2023-09-15 DOI:10.1108/jocm-02-2023-0036

Saima Naseer, Muhammad Salman Chughtai, Fauzia Syed

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Abstract

Purpose Utilizing the social cognitive theory, this study aims to suggest that organizations that promote high-performance work practices (HPWPs) are instrumental in fostering an individual's affective commitment to change through the explanatory process of an individual's readiness to change. In addition, high adaptive leadership would also strengthen HPWPs and readiness to change relationships. Design/methodology/approach This study tested the hypotheses using a temporally segregated research design across three time waves (n = 337). Findings This study found support for the direct, mediating, moderating and mod-med hypotheses. The results of this study corroborate that a high adaptive leadership and an organization implementing HPWPs set the stage for creating an individual's affective commitment to change via their readiness to change. Originality/value The current study integrates the change management, leadership and HRM literature by suggesting a unique mechanism and boundary conditions that advance research and practice in an individual's willingness and acceptance to change. Based on the study's findings, the authors suggest theoretical and practical implications for research and practice.

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高绩效的工作实践是否促进了个人对变革的准备和承诺?适应性领导的调节作用

目的运用社会认知理论，通过对个体变革准备的解释过程，提出促进高绩效工作实践的组织有助于促进个体对变革的情感承诺。此外，高适应性领导也会加强hpwp和改变关系的意愿。设计/方法/方法本研究采用跨三个时间波(n = 337)的时间隔离研究设计来检验假设。本研究支持直接假说、中介假说、调节假说和现代假说。本研究的结果证实，高适应性领导和实施HPWPs的组织为通过个人对变革的准备来创造个人对变革的情感承诺奠定了基础。原创性/价值本研究整合了变革管理、领导力和人力资源管理的文献，提出了一种独特的机制和边界条件，促进了个人对变革的意愿和接受的研究和实践。根据研究结果，作者提出了对研究和实践的理论和实践意义。

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来源期刊

Journal of Organizational Change Management MANAGEMENT-

CiteScore

5.80

自引率

3.60%

发文量

期刊介绍： ■Adapting strategic planning to the need for change ■Leadership research ■Responsibility for change implementation and follow-through ■The psychology of change and its effect on the workforce ■TQM - will it work in your organization? Successful organizations respond intelligently to factors which precipitate change. Economic climates, political trends, changes in consumer demands, management policy or structure, employment levels and financial resources - all these elements are constantly at play to ensure that organizations clinging on to static structures will ultimately lose out. But change is a dynamic and alarming thing - this journal addresses how to manage it positively.