This study proposed that organizational change communication could be improved by tailoring the change message to an organization's cultural profile. Specifically, this study theorized that using a systematic process to identify organizational cultures and subcultures, and then tailoring the change message to each group's concerns, could reduce organizational members' resistance to change and consequently improve the likelihood of successful organizational change. Using an experimental research design, the study found that change messages aligned with the preferred future organizational culture produce greater support for an organizational change than non-aligned change messages. Furthermore, the study found that the cultural gap—the difference between the perceived current and preferred future cultural orientation—did not accurately predict the level of support for organizational change.
|Adviser||Gregory A. Gull|
|Subjects||Management; Organizational behavior; Military studies|
About ProQuest Dissertations & Theses
With nearly 4 million records, the ProQuest Dissertations & Theses (PQDT) Global database is the most comprehensive collection of dissertations and theses in the world. It is the database of record for graduate research.
PQDT Global combines content from a range of the world's premier universities - from the Ivy League to the Russell Group. Of the nearly 4 million graduate works included in the database, ProQuest offers more than 2.5 million in full text formats. Of those, over 1.7 million are available in PDF format. More than 90,000 dissertations and theses are added to the database each year.