Gender Differences In Commitment To Change: Impacted By Gender?
The successful implementation of change initiatives remains challenging, as a high number of change processes still fail due to ‘human factor problems’. Following this challenge, our research aimed to investigate how individuals are differently affected by organizational change by looking at how gender has an impact on how employees perceive change process and context and feel commited towards a change initiative. With this inquiry, we hope to stimulate further understanding in the context of the contradictory results found in gender versus minority research respectively. Data were gathered with a survey in a Belgian automotive company (N = 77). Our research suggests that women in comparison to men generally experience more fairness and relational capital, hence lending more support to gender hypotheses in a change setting than to minority theories. Looking at commitment to change, differences were found between men and women for continuance commitment. Building on these preliminary findings, scholars within the change field and change agents alike can work further on a gender-balanced change approach and move away from a ‘one-size-fits-all’ approach.
|Date of creation:||Feb 2012|
|Contact details of provider:|| Postal: Hoveniersberg 4, B-9000 Gent|
Phone: ++ 32 (0) 9 264 34 61
Fax: ++ 32 (0) 9 264 35 92
Web page: http://www.ugent.be/eb
More information through EDIRC
Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.:
- Eckel, Catherine C & Grossman, Philip J, 1998. "Are Women Less Selfish Than Men? Evidence from Dictator Experiments," Economic Journal, Royal Economic Society, vol. 108(448), pages 726-735, May.
- De Clercq, Dirk & Sapienza, Harry J., 2006. "Effects of relational capital and commitment on venture capitalists' perception of portfolio company performance," Journal of Business Venturing, Elsevier, vol. 21(3), pages 326-347, May.
- Glaeser, Edward Ludwig & Laibson, David I. & Scheinkman, Jose A. & Soutter, Christine L., 2000.
4481497, Harvard University Department of Economics.
- Paul Osterman, 2000. "Work Reorganization in an Era of Restructuring: Trends in Diffusion and Effects on Employee Welfare," ILR Review, Cornell University, ILR School, vol. 53(2), pages 179-196, January.
- Alesina, Alberto F & La Ferrara, Eliana, 2000.
"Who Trusts Others?,"
CEPR Discussion Papers
2646, C.E.P.R. Discussion Papers.
- A. Giangreco & R. Peccei, 2005. "The nature and antecedents of middle manager resistance to change: evidence from an Italian context," Post-Print hal-00185269, HAL.
When requesting a correction, please mention this item's handle: RePEc:rug:rugwps:12/775. See general information about how to correct material in RePEc.
For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: (Nathalie Verhaeghe)
If references are entirely missing, you can add them using this form.