Insight into human aspect of organizational change : a case study of restructuring in a traditional Chinese firm

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Insight into human aspect of organizational change : a case study of restructuring in a traditional Chinese firm

 

Author: Ng, Yuen-shan
Title: Insight into human aspect of organizational change : a case study of restructuring in a traditional Chinese firm
Degree: M.Sc.
Year: 1997
Subject: Organizational change -- Management
Organizational change -- China -- Hong Kong -- Case studies
Hong Kong Polytechnic University -- Dissertations
Department: Multi-disciplinary Studies
Pages: vi, 98 leaves : ill. ; 30 cm
Language: English
InnoPac Record: http://library.polyu.edu.hk/record=b1256990
URI: http://theses.lib.polyu.edu.hk/handle/200/1789
Abstract: Nowadays, everyone is talking about restructuring and many organizations are doing it. Implementation of such a strategy usually involves a reduction in the organization's workforce. Thus far, most restructuring researches have focused primarily on organizational effectiveness and has paid little attention on how restructuring impacts on employee's attitude and behavior. This study aims at examining the relationship between personal characteristics (age, sex, tenure, marital status and educational level), perceived job insecurity (perceived ambiguity and locus of control), organizational commitment (affective attachment, perceived cost and obligations) and intention to leave in a restructuring organization. The perceptions and experiences of the employees towards the restructuring policy is also explored. A case study approach is employed with using both a survey and in-depth interviews. The findings are as follows: Firstly, the findings indicate that perceived job insecurity (in term of perceived ambiguity and locus of control) is a significant predictor of the affective attachment and obligation aspects of organizational commitment. However, there is no significant relationship between job insecurity and the perceived cost aspect of organisational commitment. Secondly, personal characteristic (educational level) and organizational commitment (in affective attachment aspect) are significant predictors of intention to leave. Furthermore, the findings of the in-depth interviews show that even though employees may want to leave, they are still often bound by cost-based commitment which is due to lack of personal competitiveness and economic recession. Finally, the dissertation concludes with a discussion of the practical implications of these findings.

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