Summarizes 59 organisational change efforts that had culture change as an objective. Culture change was a common type of organisational change and usually occurred in combination with other types of change. The success rate for culture change was low. Success was more likely when the sponsors...

A sample of 339 employees embroiled in a major organizational change completed a survey that was designed to explore how specific change messages (e.g. appropriateness, valence, and management support) and change facilitation strategies (participation and training) relate to the perceptions of...

Explores the development of thinking on leadership and places it in the context of the dominant discourses of the period in which studies were conducted. Argues that if a “sense making” paradigm is adopted. it becomes feasible to identify a model of leadership, which is relevant to the...

Explores how myths represent reality in the minds of organizational members of what the organization was, is, and can be. Applies the construct of a mythograph to trace the past transformation journey of the studied organization, which provides a context for envisioning the future journey....

This study investigates the influence of organizational culture on attitudes toward organizational change in Malaysia. Based on the work of Goffee and Jones and Dunham et al. , a structured questionnaire was developed and self‐administered to 258 companies listed in the Federation of Malaysian...

This article provides a pragmatic example of how a model‐based approach was utilized to conduct an organizational assessment in a company that had undergone a tremendous number of changes during the 12 months prior to the assessment. The assessment was designed to identify relationships...

Developed and tested a model of the change management strategies that predict openness and commitment to a large‐scale organizational change. Based on a sample of 164 employees, a partially‐ and a fully‐mediated model were compared with the former providing the best fit to the data....

When an organization decides to hire an external consultant to assist in dealing with a significant change, the question arises as to how to choose the right one for the job. The focus of this paper is to explore this relationship through three propositions. The first proposes that an...

Purpose – Aims to explain how application of organizational development (OD) can facilitate compliance with regulations imposed by an external government agency on university operations. Design/methodology/approach – A total of 2,000 students and 150 staff were directly affected by the...