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Gender Differences In Commitment To Change: Impacted By Gender?



  • E. COOLS
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    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.

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    Paper provided by Ghent University, Faculty of Economics and Business Administration in its series Working Papers of Faculty of Economics and Business Administration, Ghent University, Belgium with number 12/775.

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    Length: 19 pages
    Date of creation: Feb 2012
    Date of revision:
    Handle: RePEc:rug:rugwps:12/775
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    1. 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 726-35, May.
    2. Alesina, Alberto F & La Ferrara, Eliana, 2000. "Who Trusts Others?," CEPR Discussion Papers 2646, C.E.P.R. Discussion Papers.
    3. 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.
    4. Paul Osterman, 2000. "Work reorganization in an era of restructuring: Trends in diffusion and effects on employee welfare," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, vol. 53(2), pages 179-196, January.
    5. 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.
    6. Glaeser, Edward Ludwig & Laibson, David I. & Scheinkman, Jose A. & Soutter, Christine L., 2000. "Measuring Trust," Scholarly Articles 4481497, Harvard University Department of Economics.
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