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Why change management fails: 
The data is in 
Midwest Academy of Management 
October 3, 2014 
1
About Ron Koller
Acknowledgements 
Dr. Rick Fenwick (instigator) 
Dr. Paula Fremont (chair) 
Dr. Angela Bruch (committee) 
Dr. Suzanna Reyn...
3 learning points 
1. Resistance is no longer Change’s biggest 
enemy 
2. Too much of a good thing (i.e. commitment) 
is a...
Agenda 
1. 4-component Commitment Model 
2. Literature 
3. Methodology 
4. Results 
5. Conclusions, implications, and 
rec...
Commitment to change concept
To much of a good thing is bad 
7
Coetsee Nonlinear Model 
8
H1: Commitment < R + Compliance 
9
H2: Each Predictor Separately 
Affective Commitment 
to Change (AC2C) 
Likert scale 1-7 
6-items 
Continuance 
Commitment ...
H3: Curvilinear Relationship 
(together) 
Behavioral Support for 
Change (BSC) 
1-100 continuum 
1-item 
3 Predictors 
1 O...
H1: Practical Results
H2 Result 
13
H3 Result 
NC2C x 
CC2C 
two-way 
14 
AC2C 
one-way 
AC2C x 
CC2C 
two-way 
NC2C 
one-way 
AC2C x 
CC2C 
two-way 
AC2C x 
...
H3 Breakdown 
Behavioral 
Support for 
Change 
15 
AC2C 
NC2C 
AC2C x NC2C 
two-way interaction
Limits of Linear Regression 
Behavioral 
Support for 
Change 
Linear can only 
explain additive 
contributions 
Linear reg...
No Δ in variance ≠ no contribution 
17 
CC2C’s contribution 
Is MASKED
Double the two-way interaction 
NC2C x 
CC2C 
two-way 
18 
AC2C 
one-way 
AC2C x 
CC2C 
two-way 
NC2C 
one-way 
AC2C x 
CC...
Recommendations 
1. Practitioners: 
 stop spending so much time worrying about resistance 
 start paying more attention ...
What this study showed us 
1. Resistance is no longer Change’s biggest 
enemy (hypothesis 1) 
2. Too much of a good thing ...
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2014 maom why cm fails

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2014 maom why cm fails

  1. 1. Why change management fails: The data is in Midwest Academy of Management October 3, 2014 1
  2. 2. About Ron Koller
  3. 3. Acknowledgements Dr. Rick Fenwick (instigator) Dr. Paula Fremont (chair) Dr. Angela Bruch (committee) Dr. Suzanna Reynolds (committee) Dr. Diana Wong (EMU & MAOM member) Dr. Greg Huszczo Dr. James LeBreton Dr. Therese Yaeger & Dr. Peter Sorensen 3
  4. 4. 3 learning points 1. Resistance is no longer Change’s biggest enemy 2. Too much of a good thing (i.e. commitment) is a bad thing 3. Nonlinear statistics portray organizational psychology phenomenon (i.e. behavior) more accurately than linear statistics 4
  5. 5. Agenda 1. 4-component Commitment Model 2. Literature 3. Methodology 4. Results 5. Conclusions, implications, and recommendations 5
  6. 6. Commitment to change concept
  7. 7. To much of a good thing is bad 7
  8. 8. Coetsee Nonlinear Model 8
  9. 9. H1: Commitment < R + Compliance 9
  10. 10. H2: Each Predictor Separately Affective Commitment to Change (AC2C) Likert scale 1-7 6-items Continuance Commitment to Change (CC2C) Likert scale 1-7 6-items Normative Commitment to Change (NC2C) Likert scale 1-7 6-items Supported by Morin et al., 2013 Behavioral Support for Change (BSC) 1-100 continuum 1-item 3 Predictors 1 Outcome • Active Resistance • Passive Resistance • Compliance • Cooperation • Championing 10
  11. 11. H3: Curvilinear Relationship (together) Behavioral Support for Change (BSC) 1-100 continuum 1-item 3 Predictors 1 Outcome • Active Resistance • Passive Resistance • Compliance • Cooperation • Championing 11
  12. 12. H1: Practical Results
  13. 13. H2 Result 13
  14. 14. H3 Result NC2C x CC2C two-way 14 AC2C one-way AC2C x CC2C two-way NC2C one-way AC2C x CC2C two-way AC2C x NC2C x CC2C three-way
  15. 15. H3 Breakdown Behavioral Support for Change 15 AC2C NC2C AC2C x NC2C two-way interaction
  16. 16. Limits of Linear Regression Behavioral Support for Change Linear can only explain additive contributions Linear regression cannot explain what is REALLY happening 16 SIMULTANEOUS contributions
  17. 17. No Δ in variance ≠ no contribution 17 CC2C’s contribution Is MASKED
  18. 18. Double the two-way interaction NC2C x CC2C two-way 18 AC2C one-way AC2C x CC2C two-way NC2C one-way AC2C x CC2C two-way AC2C x NC2C x CC2C three-way
  19. 19. Recommendations 1. Practitioners:  stop spending so much time worrying about resistance  start paying more attention to compliance/ambivalence 2. Researchers: a. Use (new) squared terms of predictor variables to run a nonlinear regression • how much commitment/resistance is optimal versus sub-optimal? • what types of commitment/resistance are optimal versus sub-optimal? b. Use the tools at http://relativeimportance.davidson.edu to more accurately decompose the variance
  20. 20. What this study showed us 1. Resistance is no longer Change’s biggest enemy (hypothesis 1) 2. Too much of a good thing (i.e. commitment) is a bad thing (hypothesis 2) 3. Nonlinear statistics portray organizational psychology phenomenon (i.e. behavior) more accurately than linear statistics (hypothesis 3) 20

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