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Ghanavatinejad, Zahra, Askarian, Mehrdad, Palenik, Charles John, Hatam, Nahid, Farhadi, Payam, Ghaem, Haleh. (1397). Factors Affecting Resistance to Change among Hospital Staff using a Structural Equation Modeling Technique. سامانه مدیریت نشریات علمی, 5(4), 125-136.
Zahra Ghanavatinejad; Mehrdad Askarian; Charles John Palenik; Nahid Hatam; Payam Farhadi; Haleh Ghaem. "Factors Affecting Resistance to Change among Hospital Staff using a Structural Equation Modeling Technique". سامانه مدیریت نشریات علمی, 5, 4, 1397, 125-136.
Ghanavatinejad, Zahra, Askarian, Mehrdad, Palenik, Charles John, Hatam, Nahid, Farhadi, Payam, Ghaem, Haleh. (1397). 'Factors Affecting Resistance to Change among Hospital Staff using a Structural Equation Modeling Technique', سامانه مدیریت نشریات علمی, 5(4), pp. 125-136.
Ghanavatinejad, Zahra, Askarian, Mehrdad, Palenik, Charles John, Hatam, Nahid, Farhadi, Payam, Ghaem, Haleh. Factors Affecting Resistance to Change among Hospital Staff using a Structural Equation Modeling Technique. سامانه مدیریت نشریات علمی, 1397; 5(4): 125-136.

Factors Affecting Resistance to Change among Hospital Staff using a Structural Equation Modeling Technique

Health Management & Information Science
مقاله 2، دوره 5، شماره 4، دی 2018، صفحه 125-136    اصل مقاله (1.92 M)
نوع مقاله: Articles
نویسندگان
Zahra Ghanavatinejad* ؛ Mehrdad Askarian؛ Charles John Palenik؛ Nahid Hatam؛ Payam Farhadi؛ Haleh Ghaem
چکیده
Introduction: Hospitals are complex organizations faced with continuous fundamental changes complicated by expertise diversity. The aim of this study was to investigate the factors influencing hospital employees’ resistance to change.Methods: This cross-sectional study included 510 employees working in hospitals affiliated to Shiraz University of Medical Sciences; they were selected using stratified random sampling. Data were collected through a questionnaire. A structural equation modeling technique using LISREL Version 8.8 tested the hypotheses and conceptual model. Results: Results indicated that dispositional resistance to change and involvement with change directly affected the employees’ resistance to change. Perceived benefits of change to involvement in change were significant (T-values >1.96) and the hypotheses related to these paths were accepted. Perceived benefits of change indirectly affected the employees’ resistance to change by influencing involvement. Dispositional resistance to change and involvement in change (mediator variables) were estimated 0.89, 0.03, and 0.47, respectively. Conclusion: The study results indicated that hospital managers should encourage the employees to actively participate in their change program by strengthening perception of the benefits. This could help reduce the employees’ resistance. Keywords: Change, Resistance, Benefits, Involvement, Hospitals, Employees, Management
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