Determinant of Acceptance of Organizational Change in Higher Education
Gender Differences
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The book examines gender differences in the determinants of the acceptance of change among employees. Results show employees as characterized by moderate levels of acceptance of change; males and females were equally likely to accept the changes taking place at the workplace. However, the sexes differed significantly in the levels of 10 of the 20 determinants of acceptance of change analyzed; women were substantially lower in promotional opportunity, work overload, job-skill match, participative management, trust in leadership, receptivity, and in job satisfaction and higher in routnization, e...
The book examines gender differences in the determinants of the acceptance of change among employees. Results show employees as characterized by moderate levels of acceptance of change; males and females were equally likely to accept the changes taking place at the workplace. However, the sexes differed significantly in the levels of 10 of the 20 determinants of acceptance of change analyzed; women were substantially lower in promotional opportunity, work overload, job-skill match, participative management, trust in leadership, receptivity, and in job satisfaction and higher in routnization, enthusiasm, and desire to leave. Regression analyses showed that 8 of 19 substantive variables were significant determinants of acceptance of change for all employees. However, separate analyses for the sexes revealed that 11 of 19 factors were significant determinants of acceptance of change for males compared to two factors for females. It is concluded that though similar in the level of acceptance of change, the sexes had different orientations to the change processes and warrant separate treatment by management for organizational change to yield the desired results
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