Оrganizational Change as „Push Factor” of Employees’ Turnover Intention: Statistical Analysis of the Employees in the Republic of North Macedonia
Date Issued
2021-05-27
Author(s)
Ristovska Andrijana
DOI
https://doi.org/10.31410/ERAZ.BoA.2021
Abstract
Abstract: Today’s modern business environment, influenced by the process of globalization and intensive technological development, imposes the need to constantly
introduce different types of organizational changes. The impact of these interventions on employee behavior and attitudes is one of the most widely discussed issues
in the field of management. This is evidenced by the findings of numerous studies
that reveal that the most critical reason why efforts to bring about change fail is the
resistance of employees that organizations face. If further appropriate steps are not
taken to improve the way employees are guided through this process, the end result
may be leaving the organization, i.e. fluctuation.
Human resource managers in organizations are becoming increasingly aware that
hiring and retaining talents are the most important determinants of success in the
complex global world. Hence, human resource management must work more intensively on modernizing the process of change management and continuous implementation of strategies to help employees, not only for acceptance but also for their
involvement in the creative and practical process of implementing organizational
changes.
In this context, this paper analyzes the impact of the different types of organizational changes (human process changes, techno-structural changes, human resource
management changes and strategic changes) defined by Cummings and Worley
(2014) on the employees’ turnover intention.
The statistical method of simple linear regression was applied to predict and evaluate the turnover intention of the employees in the Republic of North Macedonia (as
a dependent variable “Y”) based on the value of each of the types of organizational
changes (as independent variables “X”). A multiple regression method was also
applied in order to analyze the associations between the independent variables and
the dependent variable and identify the type of organizational changes that most
significantly affects the employees’ turnover intention. The analysis was conducted
based on the findings obtained from the respondents who completely answered the
survey questionnaire (282 employees in the Republic of North Macedonia, different
according to their demographic characteristics). The correlation analysis shows there is a positive correlation, as well as a causal relationship between all four types of organizational changes and the employees’ turnover intention, where techno-structural interventions have the most significant
impact.
introduce different types of organizational changes. The impact of these interventions on employee behavior and attitudes is one of the most widely discussed issues
in the field of management. This is evidenced by the findings of numerous studies
that reveal that the most critical reason why efforts to bring about change fail is the
resistance of employees that organizations face. If further appropriate steps are not
taken to improve the way employees are guided through this process, the end result
may be leaving the organization, i.e. fluctuation.
Human resource managers in organizations are becoming increasingly aware that
hiring and retaining talents are the most important determinants of success in the
complex global world. Hence, human resource management must work more intensively on modernizing the process of change management and continuous implementation of strategies to help employees, not only for acceptance but also for their
involvement in the creative and practical process of implementing organizational
changes.
In this context, this paper analyzes the impact of the different types of organizational changes (human process changes, techno-structural changes, human resource
management changes and strategic changes) defined by Cummings and Worley
(2014) on the employees’ turnover intention.
The statistical method of simple linear regression was applied to predict and evaluate the turnover intention of the employees in the Republic of North Macedonia (as
a dependent variable “Y”) based on the value of each of the types of organizational
changes (as independent variables “X”). A multiple regression method was also
applied in order to analyze the associations between the independent variables and
the dependent variable and identify the type of organizational changes that most
significantly affects the employees’ turnover intention. The analysis was conducted
based on the findings obtained from the respondents who completely answered the
survey questionnaire (282 employees in the Republic of North Macedonia, different
according to their demographic characteristics). The correlation analysis shows there is a positive correlation, as well as a causal relationship between all four types of organizational changes and the employees’ turnover intention, where techno-structural interventions have the most significant
impact.
Subjects
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