Evidence-based education studiesEvidence-based education studiesДоказательная педагогика, психология3034-29963034-4220Togliatti State University21110.18323/2221-5662-2017-3-71-75Psychological sciencesПсихологические наукиTHE INTERRELATION OF PSYCHOLOGICAL READINESS TO THE ORGANIZATIONAL CHANGES AND ORGANIZATIONAL IDENTIFICATIONВЗАИМОСВЯЗЬ ПСИХОЛОГИЧЕСКОЙ ГОТОВНОСТИ К ОРГАНИЗАЦИОННЫМ ИЗМЕНЕНИЯМ И ОРГАНИЗАЦИОННОЙ ИДЕНТИФИКАЦИИNaumtsevaElena AleksandrovnaНаумцеваЕлена Александровна
Russian Federation

postgraduate student of Faculty of Social Sciences

аспирант факультета социальных наук

yelena_naumtseva@mail.ruKlimovAleksey AleksandrovichКлимовАлексей Александрович
Russian Federation

PhD (Psychology), lecturer of Chair of Organizational Psychology

кандидат психологических наук, преподаватель кафедры организационной психологии

aklimov@hse.ruNational Research University “Higher School of Economics”, MoscowНациональный исследовательский университет «Высшая школа экономики», Москва29092017371751504202215042022Copyright ©; 2017, Naumtseva E.A., Klimov A.A.Copyright ©; 2017, Наумцева Е.А., Климов А.А.2017Naumtseva E.A., Klimov A.A.Наумцева Е.А., Климов А.А.https://creativecommons.org/licenses/by/4.0https://vektornaukipedagogika.ru/jour/article/view/211

The goal of the research is the determination of the relationships between the organizational identification and psychological readiness to the organizational changes and the study of the mediating influence of work satisfaction on the interrelation of organizational identification and readiness to the organizational changes. The employees of nine state and commercial companies, which are in the situation of organizational changes (N=221), were selected for the study. The changes in these companies have the same-type nature: in each organization, the introduction of new standards of work affecting the most of the employees was expected. The organizations’ employees were informed of the upcoming organizational changes. The multiple regression analysis showed that the work satisfaction plays the role of mediator for the interrelation between the organizational identification and the readiness to changes, and this interrelation has complex nature. The work satisfaction mediates partially the interrelation of identification and readiness. The work satisfaction is the more accurate predictor of psychological readiness to the organizational changes than the organizational identification. The results have the applied significance: to raise the level of readiness to changes, it is necessary to direct efforts to the increasing the level of work satisfaction and the degree of identification with the organization. When the level of work satisfaction is low, it is ineffective to focus management efforts on the increase of the degree of identification with the organization.

Directions for future research are associated with the search for moderators of this interrelation and the predictors of work satisfaction and experimental and longitudinal study.

Целью исследования являлось установление взаимосвязи между организационной идентификацией и психологической готовностью к организационным изменениям и изучение опосредующего влияния удовлетворенности работой на взаимосвязь организационной идентификации и готовности к организационным изменениям. В выборку вошли сотрудники девяти государственных и коммерческих компаний, которые находятся в ситуации организационных перемен (N=221). Изменения в этих компаниях носят однотипный характер: в каждой из организаций предстояло внедрение новых стандартов работы, затрагивающее большинство сотрудников. Сотрудники организаций были осведомлены о предстоящих организационных изменениях.

Множественный регрессионный анализ показал, что удовлетворенность работой выступает в роли медиатора для взаимосвязи между организационной идентификацией и готовностью к изменениям, и эта взаимосвязь имеет сложный характер. Удовлетворенность работой частично опосредует взаимосвязь идентификации и готовности. Удовлетворенность работой выступает более точным предиктором психологической готовности к организационным изменениям, чем организационная идентификация. Результаты имеют прикладное значение: для повышения уровня готовности к изменениям необходимо направлять усилия на повышение уровня удовлетворенности работой и степени идентификации с организацией. При низком уровне удовлетворенности работой фокусировать управленческие усилия на повышении степени идентификации с организацией неэффективно.    

Дальнейшие перспективы исследования связаны с поиском модераторов этой взаимосвязи и предикторов удовлетворенности работой и проведением экспериментальных и лонгитюдных исследований.

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