Leader vision and diffusion of HR policy during change. Issue 4 (13th July 2015)

• Record Type: Journal Article
• Authors: Professor David Pick, Professor Stephen T.T. Teo, Associate Professor Lars Tummers and Professor Cameron Newton, Associate; Bish, Adelle; Newton, Cameron; Johnston, Kim
• Is Part Of: Journal of organizational change management. Volume 28:Issue 4(2015)
• Page Start: 529
• Page End: 545
• Publication Date: 2015-07-13
• Subjects: Organizational change -- Periodicals; Organization -- Periodicals; Management -- Periodicals; 658.406
• DOI: 10.1108/JOCM-12-2013-0248
• Languages: English
• ISSNs: 0953-4814

Abstract

<abstract> <title> <x content-type="archive" xml:space="preserve">Abstract</x> </title> <sec> <title content-type="abstract-heading">Purpose</title> <p> – This paper utilizes diffusion of innovation theory in order to investigate and understand the relationships between human resource (HR) policies on employee change-related outcomes. In addition, the purpose of this paper is to explore the role of leader vision at different hierarchical levels in the organization in terms of the relationship of HR policy with employee change-related outcomes. </p> </sec> <sec> <title content-type="abstract-heading">Design/methodology/approach</title> <p> – This quantitative study was conducted in one large Australian government department undergoing major restructuring and cultural change. Data from 624 employees were analyzed in relation to knowledge of HR policies (awareness and clarity), leader vision (organizational and divisional), and change-related outcomes. </p> </sec> <sec> <title content-type="abstract-heading">Findings</title> <p> – Policy knowledge (awareness and clarity) does not have a direct impact on employee change-related outcomes. It is the implementation of policies through the divisional leader that begins to enable favorable employee outcomes. </p> </sec> <sec> <title content-type="abstract-heading">Research limitations/implications</title> <p> – Future research should employ a longitudinal design to investigate relationships over time, and also examine the importance of communication medium and individual preferences in relation to leader vision. </p> </sec> <sec> <title content-type="abstract-heading">Originality/value</title> <p> – This research extends the application of diffusion of innovation theory and leader vision theory to investigate the relationship between HR policy, leader vision, and employees' change-related outcomes.</p> </sec> </abstract>