Research Article
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RESISTANCE TO CHANGE: A STUDY OF SCALE ADAPTATION

Year 2019, Volume: 24 Issue: 2, 237 - 252, 30.04.2019

Abdullah Çalışkan

Abstract

This study includes the adaptation of the Resistance To Change Scale developed by Oreg (2006) to the Turkish language, and the findings about its reliability and validity values. The study has been carried out on the data from two different samples (n=403, n=366). The results showed that the scale consists of three sub dimensions cognitive, affective and behavioural resistance similar to the original form. The reliability of the scale was computed for each sample by the Cronbach's alpha coefficient technique and it was found to be ,83 for the first sample and .94 for the second sample. Findings have shown that Turkish adaptation of the Resistance to Change Scale is a reliable and valid instrument that can be used in measuring the employees’ resistance tends to change for different sectors in Turkey.

Keywords

Resistance To Change Scale Confirmatory Factor Analysis Validity Reliability

References

  • AGOCS, C. (1997). “Instutionalized Resistance to Organizational Change: Denial, Inaction and Repression”, Journal of Business Ethics, 16, , ss.917-931.
  • AKTAN, C. C. (1999). 2000’li Yıllarda Yeni Yönetim Teknikleri, Young Businessman Association of Turkey, Türkiye Genç İş Adamları Derneği, İstanbul.
  • ANDERSON, H. A. ve BARKER D. (1996). Effective Enterprise And Change Management, First Edition, Blackwell Publishers Ltd. USA, s. 17.
  • ARGYRIS, C. (1990). Overcoming Organizational Defenses: Facilitating Organizational Learning. Boston, MA: Allyn & Bacon.
  • ATKINSON, P. (2005). Managing resistane to change. Management Services, Spring, 14-19.
  • AVEY, J., TARA S. W. V ve FRED L. (2008). Can Positive Employees Help Positive Organizational Change? Impact of Psychological Capital and Emotions on Relevant Attitude and Behaviors. The Journal of Applied Behavioral Science, 44(1), 48-70.
  • BAŞARAN, E. İ., (1992).Yönetimde İnsan İlişkileri Yönetsel Davranış, Ankara, s.294.
  • BAYIK, M., GÜRBÜZ, S. (2016). Ölçek Uyarlamada Metodoloji Sorunu: Yönetim ve Örgüt Alanında Uyarlanan Ölçekler Üzerinden Bir Araştırma. İş ve İnsan Dergisi, 3 (1), 1-20.
  • BEEREL, A. (2009). Leadership and change management. London: Sage.
  • BOVEY, H. W. ve HEDE, A. (2001). Resistance to Organizational Change: The Role of Cognitive and Affective Processes. Leadership & Organization Development Journal, 22(8), 372-382.
  • BRISLIN, R. W. - LONNERWALTER J. - THORNDIKE R. M, (1973). Cross- Cultural Research Methods, New York, John Wiley - SonsPub.
  • BURNES, B. ve PHILIP, J. (2011). Success and Failure In Organizational Change: An Exploration of the Role of Values. Journal of Change Management, 11(2), 133-162.
  • BÜYÜKÖZTÜRK, Ş. (2007). Sosyal Bilimler İçin Veri Analizi El Kitabı (7. Baskı). Ankara: Pegem Akademi Yayınları.
  • BYRNE, B.M. (1994). Structural Equation Modeling With EQS and EQS/Windows. Thousand Oaks, CA: Sage Publications.
  • CALDWELL, C., ve CLAPHAM, S.E. (2003). Organizational trustworthiness: An international perspective. Journal of Business Ethics, 47, 349-364.
  • CARUTH, D., MIDDLEBROOK, B., ve RACHEL, F. (1985). Overcoming resistance to change. Sam Advanced Management Journal, 50(3), 23-27.
  • CHIANG, C. F. (2010), Perceived organizational change in the hotel industry: An implication of change schema. International Journal Of Hospitality Management, 29, 157-167.
  • CHOI, M., ve RUONA, W. (2011). Individual readiness for organizational change and its implications for human resource and organization development. Human Resource Development Review, 10(1): 46-73.
  • CHUNG, S., SU, Y. ve SU, S. (2012). Social Behavior and Personality: an international journal, Volume 40, Number 5, 2012, s. 735-745(11).
  • COCH, L. ve FRENCH Jr., J.R.P. (1948). Overcoming Resistance to Change, Human Relations, 1, ss.2–532.
  • COETSEE, L. (1999). From resistance to commitment. Public Administration Quarterly, 23(4), 204-222.
  • ÇALIŞKAN, A. (2007). Organizasyonel Değişim Yönetimi ve Azerbaycan Cumhuriyeti’ndeki Türk Menşeli İşletmelerde Bir Uygulama, Süleyman Demirel Üniversitesi, Sosyal Bilimler Enstitüsü, Yayınlanmamış Doktora Tezi, Isparta.
  • DAFT, L. R., (1993). Management, Third Edition, The Dryden Press, Harcourt Brace College Publishers, Orlando, s. 371.
  • DAVIS, K. NEWSTROM, J. W. (1997). Organizational behaviour human behaviour at work. U.S.A: Mc
  • DENT, E. B. ve GOLDBERG, S. G, (1999). Challenging “Resistance to Change”, The Journal of Applied Behavioral Science, Vol. 35 No1, March, ss.25-41.
  • DeVELLIS, R. F. (2003). Scale development: Theory and applications (2nd ed.). CA: Sage.
  • DOĞAN, E., (2004). “Öğrenen Örgütlerde Açık Sistem Yaklaşımına Göre Değişimin Yönetimi”, Öğrenen Örgütler, Der: DEMİR, K., C. ELMA, Sandal Ya., Ankara, , s. 130.
  • FORD, J. D., ve FORD, L. W. (2009). Decoding resistance to change. Harvard Business Review, 87, 99—103.
  • FOX, S. A. ve HAMBURGER, Y. A. (2001). The Power of Emotional Appeals in Promoting Organizational Change Programs. Academy o Management Executive, 15, 84-93.
  • FURST, S. A., ve CABLE, D. M. (2008). Reducing employee resistance to organizational change: Managerial influence tactics and leadermember exchange. Journal of Applied Psychology, 93, 453—462.
  • GOMEZ, C., ve ROSEN, B. (2001). The leader – member exchange as a link between managerial trust and employee empowerment. Group and Organization Management, 26(1), 53 – 69.
  • GÜRBÜZ, S. ve ŞAHİN, F. (2018). Sosyal Bilimlerde Araştırma Yöntemleri (5. Baskı). Ankara: Seçkin Yayıncılık.
  • HAIR, J. F. J., BLACK, W. C., BABIN, B. J., ve ANDERSON, R. E. (2010). Multivariate Data Analysis Seventh Edition Prentice Hall.
  • HARVEY, T. R., ve BROYLES, E. A. (2010). Resistance to change, a guide to harnessing its positive power. Plymouth: Rowman&Littlefield Education.
  • HENRY, P. K. (1997). Overcoming Resistance to Organizational Change, Journal of The American Dietetic Association, Vol. 97 No10, October ss.145-147.
  • HEROLD, D. M., FEDOR, D. B., CALDWELL, S., ve LIU, Y. (2008). The effects of transformational and change leadership on employees' commitment to a change: A multilevel study. Journal of Applied Psychology, 93(2), 346-357. doi: 10.1037/0021-9010.93.2.346
  • HU, L. T., ve BENTLER, P. M. (1995). ―Evaluating Model Fit‖, In R. H. Hoyle (Ed.), Structural Equation Modeling: Concepts, Issues, and Applications (pp. 76-99). Thousand Oaks, CA: Sage.
  • HUSSEY, D. (1997). Kurumsal Değişimi Başarmak, Çev. Tülay Savaşer, 1. Baskı, Etkin Yönetim Dizisi, Rota Yayınları, İstanbul, s. 299.
  • KALAYCI, Ş. (2006). Faktör analizi. SPSS Uygulamalı Çok Değişkenli İstatistik Teknikleri, Asil Yayın Dağıtım.
  • KEENAN, J. P. (2002). Whistleblowing: A Study of Managerial Differences. Employee Responsibilities and Rights Journal, 14(1), 17-32.
  • KIRIM, A., (1998). Yeni Dünyada Strateji ve Yönetim, Şirket Kültürü Dizisi, 1. Baskı, Sistem Yayıncılık, İstanbul, s. 78.
  • KÖSE, S., (1997). “Değişim ve Yönetimi”, A.Ü. Açıköğretim Fakültesi Dergisi, C. 2, S. 2, Eskişehir, s. 155.
  • LAWRENCE, P. R. (2009). How to deal with resistance to change. Harward Business Review, 47(1), 49-57.
  • LEWIN, K., (1947).. Frontiers in Group Dynamics: Concept, Method and Reality in Social Science; Social Equilibria and Social Change, Human Relations, No. 1, ss.5-41.
  • LÜSCHER, L. S., ve LEWIS, M. W. (2008). Organizational change and managerial sensemaking: Working through paradox. Academy of Management Journal, 51, 221—240.
  • MAURER, R. (1996). Using Resistance to Build Support for Change, Journal for Quality and Participation, June ss.56-63.
  • MEYDAN, C. ve ŞEŞEN, H. (2011). Yapısal Eşitlik Modellemesi AMOS Uygulamaları, Detay Yayıncılık, Ankara.
  • MEYERS, L.S., GAMST, G. C. ve GUARINO, C. (2005). Applied Multivariate Research: Design and Interpretation‖, SAGE Publications. ISBN-13: 978-1412904124.
  • MILLER, V.D., JOHNSON, J.R., ve GRAU, J. (1994). Antecedents to willingness to participate in a planned organizational change. Journal of Applied Communication Research, 22, 59-80.
  • MORRİS, K., ve RABEN, C. (1995). The Fundamentals Of Change Management. In D. Nadler, R. Shaw, A. Walton, And Associates (Ed.), Discontinuous Change: Leading Organizational Transformation: 47-65. San Francisco, CA: Jossey Bass.
  • MULLINS, L. (1993). Management and Organizational Behavior, London: Pitman Publishing.
  • OREG, S., (2003). Resistance to Change: Developing an Individual Differences Measure, Journal of Applied Psychology, Vol. 88, No. 4, ss.680-693.
  • OREG, S. (2006). Personality, context, and resistance to organizational change, European Journal of Work and Organizational Psychology, 15:1, 73-101.
  • ÖZGEN, H., F. ÖLÇER, (1997). “İşletmelerde Örgütsel Değişime Direnme ve Bu Sorunun Çözümlenmesi Üzerine Bir Araştırma”, IV. Ulusal Yönetim ve Organizasyon Kongresi 29-31 Mayıs 1996 Bildiriler Kitabı, Armoni Yayınevi, Ankara, s. 127.
  • PIDERIT, S. K., (1999). Navigating Relationships with Coworkers: Understanding Employees’ Attitudes Toward an Organizational Change, Dissertation, UMI Number: 9929921.
  • PIDERIT, S. K., (2000). Rethinking Resistance and Recognizing Ambivalence: A Multidimensional View of Attitudes Toward an Organizational Change, Academy of Management Review, Vol. 25 No. 4, October, ss.783-794.
  • PORRAS, J.I., ve ROBERTSON, P.J. (1992). Organizational development: Theory, practice, and research. In M.D. Dunnette & L.M. Hough (Eds.), Handbook of industrial and organizational psychology (2nd ed., Vol. 3, pp. 719-822). Palo Alto, CA: Consulting Psychologists Press.
  • SABUNCUOĞLU, Z. (2000). İnsan Kaynakları Yönetimi, Ezgi Kitabevi Yayınları, Bursa.
  • SCHALK, R., CAMPBELL, J.W. ve FREESE, C. (1998). “Change and employee behaviour”, Leadership & Organization Development Journal, 19 (3), pp. 157-163.
  • SCHUMACKER, R. E., ve LOMAX, R.G. (2004). A Beginner's Guide To Structural Equation Modeling, Second Edition. Mahwah, NJ: Lawrence Erlbaum Associates.
  • SCHYNS, B. (2004). The influence of occupational self-efficacy on the relationship of leadership behavior and preparedness for occupational change. Journal of Career Development, 30, 247-261.
  • SEKARAN, U. (1992). Research Methods For Business, Canada: John Wiley ve Sons, Inc.
  • SINGH, K., SAEED, M., ve BERTSCH, A. (2012). Key factors influencing employee response toward change: A test in the telecommunications industry in India. Journal of Management Policy and Practice, 13(3), 66-81.
  • STEIGER, J. H. (1990). Structural Model Evaluation and Modification: An Interval Estimation Approach‖, Multivariate Behavioural Research, 25: 173-180.
  • STANLEY, D., MEYER, J., TOPOLNYTSKY, L. (2005). Employee Cynicism and Resistance to Organizational Change.Journal of Business and Psychology, 19(4), 429-459.
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DEĞİŞİME DİRENÇ: BİR ÖLÇEK UYARLAMA ÇALIŞMASI

Year 2019, Volume: 24 Issue: 2, 237 - 252, 30.04.2019

Abdullah Çalışkan

Abstract

Bu çalışma, Oreg (2006) tarafından geliştirilen Değişime Direnç Ölçeği’ nin, Türkçeye uyarlanması kapsamında, güvenilirlik ve geçerlilik değerleri ile ilgili bulguları içermektedir. Çalışma, iki farklı örneklemden (n=403, n=366) alınan verilerle yürütülmüştür. Analizler sonucunda, ölçeğin orijinal faktör yapılanmasına uygun biçimde Bilişsel, Duygusal ve Davranışsal Direnç alt boyutlarından oluşan üç faktörlü bir yapı gösterdiği belirlenmiştir. Güvenilirlik analizleri sonucunda ise ölçeğin tümü için Cronbach Alfa katsayısı, birinci örneklem için ,83, ikinci örneklem için ,94 olarak hesaplanmıştır. Elde edilen sonuçlar, uyarlaması yapılan ölçeğin, Türkiye’deki farklı sektörler için değişime direnç eğiliminin ölçülmesinde geçerli ve güvenilir olarak kullanılabilecek bir ölçek olduğunu göstermiştir.

Keywords

Değişime Direnç Ölçeği Doğrulayıcı Faktör Analizi Geçerlilik Güvenirlik

References

  • AGOCS, C. (1997). “Instutionalized Resistance to Organizational Change: Denial, Inaction and Repression”, Journal of Business Ethics, 16, , ss.917-931.
  • AKTAN, C. C. (1999). 2000’li Yıllarda Yeni Yönetim Teknikleri, Young Businessman Association of Turkey, Türkiye Genç İş Adamları Derneği, İstanbul.
  • ANDERSON, H. A. ve BARKER D. (1996). Effective Enterprise And Change Management, First Edition, Blackwell Publishers Ltd. USA, s. 17.
  • ARGYRIS, C. (1990). Overcoming Organizational Defenses: Facilitating Organizational Learning. Boston, MA: Allyn & Bacon.
  • ATKINSON, P. (2005). Managing resistane to change. Management Services, Spring, 14-19.
  • AVEY, J., TARA S. W. V ve FRED L. (2008). Can Positive Employees Help Positive Organizational Change? Impact of Psychological Capital and Emotions on Relevant Attitude and Behaviors. The Journal of Applied Behavioral Science, 44(1), 48-70.
  • BAŞARAN, E. İ., (1992).Yönetimde İnsan İlişkileri Yönetsel Davranış, Ankara, s.294.
  • BAYIK, M., GÜRBÜZ, S. (2016). Ölçek Uyarlamada Metodoloji Sorunu: Yönetim ve Örgüt Alanında Uyarlanan Ölçekler Üzerinden Bir Araştırma. İş ve İnsan Dergisi, 3 (1), 1-20.
  • BEEREL, A. (2009). Leadership and change management. London: Sage.
  • BOVEY, H. W. ve HEDE, A. (2001). Resistance to Organizational Change: The Role of Cognitive and Affective Processes. Leadership & Organization Development Journal, 22(8), 372-382.
  • BRISLIN, R. W. - LONNERWALTER J. - THORNDIKE R. M, (1973). Cross- Cultural Research Methods, New York, John Wiley - SonsPub.
  • BURNES, B. ve PHILIP, J. (2011). Success and Failure In Organizational Change: An Exploration of the Role of Values. Journal of Change Management, 11(2), 133-162.
  • BÜYÜKÖZTÜRK, Ş. (2007). Sosyal Bilimler İçin Veri Analizi El Kitabı (7. Baskı). Ankara: Pegem Akademi Yayınları.
  • BYRNE, B.M. (1994). Structural Equation Modeling With EQS and EQS/Windows. Thousand Oaks, CA: Sage Publications.
  • CALDWELL, C., ve CLAPHAM, S.E. (2003). Organizational trustworthiness: An international perspective. Journal of Business Ethics, 47, 349-364.
  • CARUTH, D., MIDDLEBROOK, B., ve RACHEL, F. (1985). Overcoming resistance to change. Sam Advanced Management Journal, 50(3), 23-27.
  • CHIANG, C. F. (2010), Perceived organizational change in the hotel industry: An implication of change schema. International Journal Of Hospitality Management, 29, 157-167.
  • CHOI, M., ve RUONA, W. (2011). Individual readiness for organizational change and its implications for human resource and organization development. Human Resource Development Review, 10(1): 46-73.
  • CHUNG, S., SU, Y. ve SU, S. (2012). Social Behavior and Personality: an international journal, Volume 40, Number 5, 2012, s. 735-745(11).
  • COCH, L. ve FRENCH Jr., J.R.P. (1948). Overcoming Resistance to Change, Human Relations, 1, ss.2–532.
  • COETSEE, L. (1999). From resistance to commitment. Public Administration Quarterly, 23(4), 204-222.
  • ÇALIŞKAN, A. (2007). Organizasyonel Değişim Yönetimi ve Azerbaycan Cumhuriyeti’ndeki Türk Menşeli İşletmelerde Bir Uygulama, Süleyman Demirel Üniversitesi, Sosyal Bilimler Enstitüsü, Yayınlanmamış Doktora Tezi, Isparta.
  • DAFT, L. R., (1993). Management, Third Edition, The Dryden Press, Harcourt Brace College Publishers, Orlando, s. 371.
  • DAVIS, K. NEWSTROM, J. W. (1997). Organizational behaviour human behaviour at work. U.S.A: Mc
  • DENT, E. B. ve GOLDBERG, S. G, (1999). Challenging “Resistance to Change”, The Journal of Applied Behavioral Science, Vol. 35 No1, March, ss.25-41.
  • DeVELLIS, R. F. (2003). Scale development: Theory and applications (2nd ed.). CA: Sage.
  • DOĞAN, E., (2004). “Öğrenen Örgütlerde Açık Sistem Yaklaşımına Göre Değişimin Yönetimi”, Öğrenen Örgütler, Der: DEMİR, K., C. ELMA, Sandal Ya., Ankara, , s. 130.
  • FORD, J. D., ve FORD, L. W. (2009). Decoding resistance to change. Harvard Business Review, 87, 99—103.
  • FOX, S. A. ve HAMBURGER, Y. A. (2001). The Power of Emotional Appeals in Promoting Organizational Change Programs. Academy o Management Executive, 15, 84-93.
  • FURST, S. A., ve CABLE, D. M. (2008). Reducing employee resistance to organizational change: Managerial influence tactics and leadermember exchange. Journal of Applied Psychology, 93, 453—462.
  • GOMEZ, C., ve ROSEN, B. (2001). The leader – member exchange as a link between managerial trust and employee empowerment. Group and Organization Management, 26(1), 53 – 69.
  • GÜRBÜZ, S. ve ŞAHİN, F. (2018). Sosyal Bilimlerde Araştırma Yöntemleri (5. Baskı). Ankara: Seçkin Yayıncılık.
  • HAIR, J. F. J., BLACK, W. C., BABIN, B. J., ve ANDERSON, R. E. (2010). Multivariate Data Analysis Seventh Edition Prentice Hall.
  • HARVEY, T. R., ve BROYLES, E. A. (2010). Resistance to change, a guide to harnessing its positive power. Plymouth: Rowman&Littlefield Education.
  • HENRY, P. K. (1997). Overcoming Resistance to Organizational Change, Journal of The American Dietetic Association, Vol. 97 No10, October ss.145-147.
  • HEROLD, D. M., FEDOR, D. B., CALDWELL, S., ve LIU, Y. (2008). The effects of transformational and change leadership on employees' commitment to a change: A multilevel study. Journal of Applied Psychology, 93(2), 346-357. doi: 10.1037/0021-9010.93.2.346
  • HU, L. T., ve BENTLER, P. M. (1995). ―Evaluating Model Fit‖, In R. H. Hoyle (Ed.), Structural Equation Modeling: Concepts, Issues, and Applications (pp. 76-99). Thousand Oaks, CA: Sage.
  • HUSSEY, D. (1997). Kurumsal Değişimi Başarmak, Çev. Tülay Savaşer, 1. Baskı, Etkin Yönetim Dizisi, Rota Yayınları, İstanbul, s. 299.
  • KALAYCI, Ş. (2006). Faktör analizi. SPSS Uygulamalı Çok Değişkenli İstatistik Teknikleri, Asil Yayın Dağıtım.
  • KEENAN, J. P. (2002). Whistleblowing: A Study of Managerial Differences. Employee Responsibilities and Rights Journal, 14(1), 17-32.
  • KIRIM, A., (1998). Yeni Dünyada Strateji ve Yönetim, Şirket Kültürü Dizisi, 1. Baskı, Sistem Yayıncılık, İstanbul, s. 78.
  • KÖSE, S., (1997). “Değişim ve Yönetimi”, A.Ü. Açıköğretim Fakültesi Dergisi, C. 2, S. 2, Eskişehir, s. 155.
  • LAWRENCE, P. R. (2009). How to deal with resistance to change. Harward Business Review, 47(1), 49-57.
  • LEWIN, K., (1947).. Frontiers in Group Dynamics: Concept, Method and Reality in Social Science; Social Equilibria and Social Change, Human Relations, No. 1, ss.5-41.
  • LÜSCHER, L. S., ve LEWIS, M. W. (2008). Organizational change and managerial sensemaking: Working through paradox. Academy of Management Journal, 51, 221—240.
  • MAURER, R. (1996). Using Resistance to Build Support for Change, Journal for Quality and Participation, June ss.56-63.
  • MEYDAN, C. ve ŞEŞEN, H. (2011). Yapısal Eşitlik Modellemesi AMOS Uygulamaları, Detay Yayıncılık, Ankara.
  • MEYERS, L.S., GAMST, G. C. ve GUARINO, C. (2005). Applied Multivariate Research: Design and Interpretation‖, SAGE Publications. ISBN-13: 978-1412904124.
  • MILLER, V.D., JOHNSON, J.R., ve GRAU, J. (1994). Antecedents to willingness to participate in a planned organizational change. Journal of Applied Communication Research, 22, 59-80.
  • MORRİS, K., ve RABEN, C. (1995). The Fundamentals Of Change Management. In D. Nadler, R. Shaw, A. Walton, And Associates (Ed.), Discontinuous Change: Leading Organizational Transformation: 47-65. San Francisco, CA: Jossey Bass.
  • MULLINS, L. (1993). Management and Organizational Behavior, London: Pitman Publishing.
  • OREG, S., (2003). Resistance to Change: Developing an Individual Differences Measure, Journal of Applied Psychology, Vol. 88, No. 4, ss.680-693.
  • OREG, S. (2006). Personality, context, and resistance to organizational change, European Journal of Work and Organizational Psychology, 15:1, 73-101.
  • ÖZGEN, H., F. ÖLÇER, (1997). “İşletmelerde Örgütsel Değişime Direnme ve Bu Sorunun Çözümlenmesi Üzerine Bir Araştırma”, IV. Ulusal Yönetim ve Organizasyon Kongresi 29-31 Mayıs 1996 Bildiriler Kitabı, Armoni Yayınevi, Ankara, s. 127.
  • PIDERIT, S. K., (1999). Navigating Relationships with Coworkers: Understanding Employees’ Attitudes Toward an Organizational Change, Dissertation, UMI Number: 9929921.
  • PIDERIT, S. K., (2000). Rethinking Resistance and Recognizing Ambivalence: A Multidimensional View of Attitudes Toward an Organizational Change, Academy of Management Review, Vol. 25 No. 4, October, ss.783-794.
  • PORRAS, J.I., ve ROBERTSON, P.J. (1992). Organizational development: Theory, practice, and research. In M.D. Dunnette & L.M. Hough (Eds.), Handbook of industrial and organizational psychology (2nd ed., Vol. 3, pp. 719-822). Palo Alto, CA: Consulting Psychologists Press.
  • SABUNCUOĞLU, Z. (2000). İnsan Kaynakları Yönetimi, Ezgi Kitabevi Yayınları, Bursa.
  • SCHALK, R., CAMPBELL, J.W. ve FREESE, C. (1998). “Change and employee behaviour”, Leadership & Organization Development Journal, 19 (3), pp. 157-163.
  • SCHUMACKER, R. E., ve LOMAX, R.G. (2004). A Beginner's Guide To Structural Equation Modeling, Second Edition. Mahwah, NJ: Lawrence Erlbaum Associates.
  • SCHYNS, B. (2004). The influence of occupational self-efficacy on the relationship of leadership behavior and preparedness for occupational change. Journal of Career Development, 30, 247-261.
  • SEKARAN, U. (1992). Research Methods For Business, Canada: John Wiley ve Sons, Inc.
  • SINGH, K., SAEED, M., ve BERTSCH, A. (2012). Key factors influencing employee response toward change: A test in the telecommunications industry in India. Journal of Management Policy and Practice, 13(3), 66-81.
  • STEIGER, J. H. (1990). Structural Model Evaluation and Modification: An Interval Estimation Approach‖, Multivariate Behavioural Research, 25: 173-180.
  • STANLEY, D., MEYER, J., TOPOLNYTSKY, L. (2005). Employee Cynicism and Resistance to Organizational Change.Journal of Business and Psychology, 19(4), 429-459.
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There are 73 citations in total.

Details

Primary Language Turkish
Journal Section Articles
Authors

Abdullah Çalışkan 0000-0001-5746-8550

Publication Date April 30, 2019
Published in Issue Year 2019 Volume: 24 Issue: 2

Cite

APA Çalışkan, A. (2019). DEĞİŞİME DİRENÇ: BİR ÖLÇEK UYARLAMA ÇALIŞMASI. Süleyman Demirel Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, 24(2), 237-252.
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