Embracing future legacy: an intrinsic case study exploring southern community college strategic efforts from a change response perspective.

摘要: Organizational change is a necessity which brings challenges and opportunities for all organizations yet there exists gap in literature regarding employee response, particularly within higher education institutions. Like any organization, colleges universities must be aware of factors impact their ability to create sustained successful strategic initiatives, including how the characteristics communication surrounding may ambivalence. This study employs an intrinsic case methodology examine ambivalence among southern community college’s efforts employing response theory. Using mixed methods, investigates two one externally mandated internally initiated. The Change Ambivalence Scale was administered employees responses compared between changes dimensions cognition, emotion, intention organizational groups. A document review also analyzed each initiative consider influence on response. Findings indicate preference internal with scores dimension greater external change, though positive intentions were change. Additionally, did not vary significantly across groups exception academic division three sub-scales. Finally, suggests that communication, addition characteristics, can results provide HE leaders insight into guide implementation practices.