THÔNG TIN TÀI LIỆU
UNIVERSITY OF ECONOMICS HO CHI MINH CITY International School of Business TRẦN NGÂN HÀ ANTECEDENTS OF CHANGE READINESS IN BANKING INDUSTRY ID: 21110005 MASTER OF BUSINESS (Honours) SUPERVISOR: Lưu Trọng Tuấn, PhD Ho Chi Minh City – Year 2014 TIEU LUAN MOI download : skknchat@gmail.com UNIVERSITY OF ECONOMICS HO CHI MINH CITY International School of Business TRẦN NGÂN HÀ ANTECEDENTS OF CHANGE READINESS IN BANKING INDUSTRY ID: 21110005 MASTER OF BUSINESS (Honours) SUPERVISOR: Lưu Trọng Tuấn, PhD Ho Chi Minh City – Year 2014 ii TIEU LUAN MOI download : skknchat@gmail.com Abstract Banking system plays a role as super organization, usually have to cope with challenges to remain competitive and successful Their strategies, structures, policies, operations and processes are re-evaluated regularly One of the main challenge in the change management is managing change effectively because of large amount of human involvement Therefore, all of managers want to know how to encourage and prepare employees for change scenario The aim of this study was to examine the antecedents of employees for organizational change The objective were to investigate the effect of communication, affective commitment and trust in top management on change readiness in banking industry where various change reforms has been happened lately The study started with reviewing lots of literature to develop a model Data collected from banking employees by launching survey questionnaire Data analyzed by using statistical package for social sciences to test hypothesis As results, independent variables (communication, affective commitment and trust in top management) were positive and significantly correlated to the dependent variable (change readiness) This study has limitations that applying a cross sectional study which research only in banking industry at a single point in time This study provides empirical predictors that effect employee’s change readiness in banking sector, particular for Ho Chi Minh City, and may help the management and practitioners of human resources management and development in evaluating, adjusting and designing program for organizational change iii TIEU LUAN MOI download : skknchat@gmail.com Acknowledgement I would like to express my gratitude to many people for the support that I received during time I study at ISB International Institute – University of Economic Ho Chi Minh City First of all, I would like to send great thanks to my direct supervisor, Dr Luu Trong Tuan for his marvelous supervision and guidance Sincere gratitude is extended to the way he show me how to a research and explain things clearly and simply I would like to extend my thanks to ISB International Institute – University of Economic Ho Chi Minh City and also many thanks to staff of ISB for kindly support during my master course I greatly appreciate all friends, colleagues and participants for their time and assistance in participating and collecting empirical data for my thesis I wish to thank my family and special to my husband for their love, support and encouragement during my work TRAN NGAN HA Ho Chi Minh City, January 2014 iv TIEU LUAN MOI download : skknchat@gmail.com TABLE OF CONTENT Abstract iii Acknowledgement iv LIST OF TABLES viii LIST OF FIGURES ix Chapter .1 INTRODUCTION 1.1 Research background 1.2 Research problem .3 1.3 Research objectives 1.4 Delimitation and scope of this study 1.5 Structure of the thesis Chapter .7 LITERATURE REVIEW .7 2.1 Theory about organizational change 2.1.1 Different views of organizational change 2.1.2 Individual perspective 2.1.3 Group based approach to organizational change .9 2.1.4 Change based difference in perceptions 11 2.2 Employee’s change readiness 11 2.3 Research model and hypothesis 15 2.3.1 Communication and change readiness 15 v TIEU LUAN MOI download : skknchat@gmail.com 2.3.2 Affective commitment and change readiness 17 2.3.3 Trust in top management and change readiness 20 Chapter .25 RESEARCH METHODOLOGY .25 3.1 Research process .25 3.2 Measurement scales 29 3.2.1 Change readiness 29 3.2.2 Communication 29 3.2.3 Affective commitment 29 3.2.4 Trust in top management .30 3.3 Draft questionnaire 33 3.4 Pilot study 33 3.5 Sampling method 34 3.6 Data analysis method 35 3.6.1 Cronbach’s alpha 35 3.6.2 Exploratory factor analysis (EFA) 35 3.6.3 Multiple regression analysis .36 Chapter .38 RESULTS AND DISCUSSION 38 4.1 Sample description 38 4.2 Evaluation of measurement scales 40 4.2.1 Cronbach Alpha Reliability Analysis 40 4.2.2 Exploratory Factor Analysis (EFA) .42 vi TIEU LUAN MOI download : skknchat@gmail.com 4.3 Hypothesis testing .45 4.3.1 Testing assumptions of Multiple Regressions .45 4.3.2 Regression analysis 47 Chapter .49 DISCUSSIONS AND CONCLUSIONS 49 5.1 Discussion of findings 49 5.2 Conclusion 50 5.3 Managerial implications .51 5.4 Research limitations and recommendations for future research 53 References 55 Appendix Survey Questionnaire ………………………………………………… 72 Appendix Test the assumption of Multiple Regression ……………………… 76 vii TIEU LUAN MOI download : skknchat@gmail.com LIST OF TABLES Table 4.1 Sample characteristics 45 Table 4.2 Cronbach’s alpha reliability test result 49 Table 4.3 KMO and Bartlett’s Test for independent variables 70 Table 4.4 Total Variance Explained 71 Table 4.5 Rotated Component Matrix .52 Table 4.6 Coefficients 54 Table 4.7 The summary of overall value 56 Table 4.8 ANOVA result 56 Table 4.9 Result of testing hypothesis .56 viii TIEU LUAN MOI download : skknchat@gmail.com LIST OF FIGURES Figure 2.1 Research model 31 Figure 3.1 Research process 35 Figure 4.1 Histogram of SATIS dependent variable 76 Figure 4.2 Normal P-P Plot of regression standardize residual 77 Figure 4.3 Scatter plot 78 ix TIEU LUAN MOI download : skknchat@gmail.com Chapter INTRODUCTION 1.1 Research background Organizational change has become one of the significant aspects in organizations that help them to survive in the turbulent environment of organization It is believed that change can enhance internal power and assist organization to adapt external factors Guimaraes and Amstrong (1998) report that change is necessary for a business to survive and growth while Kotter and Schlesinger (1979) insist that larger organizations have to go through moderate organizational changes at least once a year, with major organizational change undertaken every five years It can be said that employees have been influenced the most when change happens in organization Their attitudes, behaviors and beliefs are impact because of transferring environment leading to confusion, anxiety and uncertainty among employees Therefore, researchers take more concentration on how to persuade employees effectively in order get them to be involved in change program According to Madsen et al (2005), an individual’s attitudes, beliefs, behaviors and reaction to change of organization is affected by change readiness factors These factors consider related to individual’s psychological and financial predictors (Goulet & Singh, 2002) Many researchers argue that changes in organization have failed because managers not take much consideration on the role of employees (George & Jones, 2001) During the time of planning and implementing change, employee reactions can be positive or TIEU LUAN MOI download : skknchat@gmail.com Bernerth, J (2004) Expanding our understanding of the change message Human Resource Development Review, 3(1), 36-52 Begley, T M., & Czajka, J M (1993) Panel analysis of the moderating effects of commitment on job satisfaction, intent to quit, and health following organizational change Journal of Applied Psychology, 78(4), 552 Bordia, P., Hunt, E., Paulsen, N., Tourish, D., & DiFonzo, N (2004) Uncertainty during organizational change: is it all about control? 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Change is being clearly communicated It is clear who to contact with questions about Change We get the right information about Change at the right time We know what our responsibilities will be once Change is implemented I would be very happy to spend the rest of my career with this organization I really feel as if this organization’s problems are my own I think that I could easily become as attached to another organization as I am to this one I feel like ‘part of the family’ at my organization 5 I feel ‘emotionally attached’ to this organization This organization has a great deal of personal meaning for me 1.The top management team is straightforward with employees The top management team does not mislead employees in their communications The top management team does not withhold important information from employees B What you feel about your organization? C What you feel about the top management of your bank? 63 TIEU LUAN MOI download : skknchat@gmail.com The top management team does not try to get out of its commitments The top management team is reliable 5 The top management team is competent and knowledgeable The top management team can contribute to the bank’s success The top management team can help solve important problems faced by the bank The top management team does not exploit employees 10 The top management team cares about the best interests of employees 1.Our organization has problems that need to be addressed 2.I think our organization benefits from the organizational changes 3.Organizational changes improve our organization’s overall efficiency 4.Our senior managers encourage all of us to embrace organizational changes 5.Our organization’s top decision-makers put all their support behind organizational change efforts 6.My superiors are committed to making the change effort a success 7.My peers support organizational change efforts D What yoir think about the change in your organization? Thank you for your kindly cooperation 64 TIEU LUAN MOI download : skknchat@gmail.com BẢNG KHẢO SÁT Chào anh/chị, Tôi sinh viên nghiên cứu thuộc Khoa Sau Đại học, Trường Đại Học Kinh Tế Thành Phố Hồ Chí Minh Hiện tơi tiến hành điều tra nhằm tìm hiểu thái độ nhân viên văn phòng trước tượng thay đổi ngân hàng Kính mong Anh/chị dành chút thời gian để trả lời câu hỏi đây.Tất ý kiến Anh/chị có giá trị cho nghiên cứu Tôi xin đảm bảo thông tin Anh/chị cung cấp giữ bí mật sử dụng cho mục đích nghiên cứu Tơi xin chân thành cảm ơn giúp đỡ hợp tác Anh/chị! Anh/chị vui lòng cho biết số thông tin cá nhân sau 1/ Độ tuổi anh/chị nằm khoảng a) 18 - 25 b) 26 - 35 c) 36 – 45 d) Trên 45 2/ Giới tính a) Nam b) Nữ 3/ Trình độ a) Cấp b) Đại học c) Sau đại học 4/ Thu nhập hàng tháng (VND) a) Dưới 5,000,000 b) Từ 5,000,000 đến 10,000,000 c) Từ 10,000,000 đến 20,000,000 d) Trên 20,000,000 Vui lòng cho biết mức độ phù hợp cho nhận định theo thang điểm từ đến Hồn tồn khơng đồng ý Khơng đồng ý Trung dung Đồng ý Hoàn toàn đồng ý Xin khoanh trịn số thích hợp cho nhận định sau: MỨC ĐỘ ĐỒNG Ý A Anh/chị cho biết mức độ truyền đạt thông tin thay đổi nơi làm việc 1/ Sự thay đổi truyền đạt rõ ràng đến nhân viên 2/ Có thể dễ dàng tìm người để trả lời thắc mắc thay đổi 3/ Chúng tơi nhận thơng tin xác thay đổi vào thời điểm 4/ Chúng biết rõ trách nhiệm thực thay đổi 1 1 2 2 3 3 4 4 5 5 B Anh/chị cho biết mức độ gắn kết cá nhân anh/chị nơi làm việc 1/ Tơi hài lịng với nơi làm việc sẵn sàng gắn bó lâu dài với 2/ Tơi thực cảm thấy vấn đề tổ chức vấn đề 4/ Tơi nghĩ tơi dễ dàng gắn bó với nơi làm việc khác nơi làm việc 5/ Tôi cảm thấy thành phần tổ chức 6/ Tơi cảm thấy có găn kết tình cảm nơi làm việc 7/ Nơi làm việc có ý nghĩa lớn tơi 1 2 3 4 5 1 1 2 2 3 3 4 4 5 5 1 1 2 2 3 3 4 4 5 5 C Anh/chị có nhận xét cấp lãnh đạo nơi làm việc 1/ Họ thẳng thắn nhân viên 2/ Họ không đánh lừa nhân viên trao đổi 3/ Họ không giấu nhân viên thông tin quan trọng 4/ Họ khơng cố làm khác cam kết 65 TIEU LUAN MOI download : skknchat@gmail.com 5/ Họ đáng tin cậy 6/ Họ có lực tri thức 7/ Họ góp phẩn vào thành cơng tổ chức 8/ Họ giúp ngân hàng giải vấn đề quan trọng 9/ Họ khơng bóc lột nhân viên 10/ Họ quan tâm đến lợi ích cao nhân viên 1 1 1 2 2 2 3 3 3 4 4 4 5 5 5 1 1 1 2 2 2 3 3 3 4 4 4 5 5 5 D Anh/chị suy nghĩ việc thay đổi nơi làm việc 1/ Nơi làm việc tơi có vấn đề cần phải thay đổi 2/ Tôi nghĩ việc thay đổi có lợi cho nơi làm việc tơi 3/ Việc thay đổi làm ngân hàng hiệu 4/ Cấp khuyến khích tất chúng tơi thay đổi 5/ Các nhà quản lý cấp cao hỗ trợ đằng sau nỗ lực thay đổi tổ chức 6/ Các cấp cam kết làm cho nỗ lực thay đổi thành công 7/ Các đồng nghiệp ủng hộ nỗ lực thay đổi MỘT LẦN NỮA, CHÂN THÀNH CẢM ƠN SỰ HỢP TÁC CỦA ANH/CHỊ ! 66 TIEU LUAN MOI download : skknchat@gmail.com Appendix 2: Test the assumption of Multiple Regression Figure 4.1 Histogram of SATIS dependent variable 67 TIEU LUAN MOI download : skknchat@gmail.com Figure 4.2 Normal P-P Plot of regression standardize residual 68 TIEU LUAN MOI download : skknchat@gmail.com Figure 4.3 Scatterplot Table 4.3 KMO and Bartlett’s Test for independent variables Kaiser-Meyer-Olkin Measure of Sampling 0.921 Adequacy Bartlett's Test of Sphericity Approx Chi-Square 3603.753 df 325.000 Sig 0.000 69 TIEU LUAN MOI download : skknchat@gmail.com Component Table 4.4 Total Variance Explained 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 Extraction Sums Initial Eigenvalues Loadings % of Cumulative % of Total Variance % Total Variance 11.919 45.841 45.841 11.919 45.841 1.944 7.476 53.317 1.944 7.476 1.663 6.395 59.712 1.663 6.395 1.174 4.517 64.229 1.174 4.517 0.987 3.796 68.025 0.827 3.180 71.205 0.754 2.900 74.105 0.668 2.567 76.673 0.608 2.338 79.011 0.560 2.153 81.165 0.542 2.086 83.251 0.512 1.968 85.219 0.473 1.820 87.039 0.418 1.608 88.647 0.400 1.537 90.184 0.334 1.284 91.467 0.325 1.248 92.716 0.296 1.140 93.856 0.278 1.071 94.927 0.263 1.010 95.937 0.238 0.915 96.852 0.220 0.845 97.697 0.184 0.706 98.403 0.153 0.587 98.990 0.143 0.552 99.541 0.119 0.459 100.000 of Squared Rotation Sums Loadings Cumulative % of % Total Variance 45.841 5.758 22.145 53.317 4.116 15.829 59.712 3.861 14.852 64.229 2.965 11.403 of Squared Cumulative % 22.145 37.974 52.826 64.229 70 TIEU LUAN MOI download : skknchat@gmail.com ...UNIVERSITY OF ECONOMICS HO CHI MINH CITY International School of Business TRẦN NGÂN HÀ ANTECEDENTS OF CHANGE READINESS IN BANKING INDUSTRY ID: 21110005 MASTER OF BUSINESS (Honours)... switching in thinking, feeling and attitude of people in the organization Its expectation is that changes in motivating, skills and competency of people paying the way for changing in thinking,... When standing in front of change, the point of view of employee may differ from the view of top manager Because of the access of information and experience involving in the decision making process,
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