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For over one-half century, researchers have attempted to provide insight into change dynamics and help organizations successfully implement change. [27] Lewin (1947) argued that a successful change must involve three distinct phases: unfreezing, moving, and freezing. Building on the Lewinian phase model, several change researchers have described steps practitioners can employ in implementing organizational changes ([3] Armenakis et al. , 1999; [13] Galpin, 1996; [22] Judson, 1991; [26] Kotter, 1995). However, adhering to the steps outlined in the aforementioned models does not necessarily guarantee organizational change success. Change agents must also be conscious of several factors specific to the changing organization. In a review of organizational change research conducted during the 1990s, [2] Armenakis and Bedeian (1999) identified three factors common to all change efforts. Specifically, they reviewed research that involved content issues, contextual issues, and process issues. Research has focused on each of these factors on an individual basis, but little research exists integrating these change factors. In fact, [12] Damonpour (1991) suggested that change success may ultimately be determined by the fit between content, contextual, and process factors.
Another factor that cannot be ignored in organizational change research is individual differences among the change agents and the change targets. Until recently, these topics received little attention in the change literature. Recognizing this absence, [7] Bray (1994) called for an increase in organizational change research focusing on the micro-level factors influencing change success. Similarly, [21] Judge et al. (1999, p. 107) suggested that change success may lie "within the psychological predispositions of individuals experiencing the change."
The goal of this, study was to investigate the integrative effect of the factors common to all change efforts. We suggest that, change efforts are influenced by content, contextual, and process issues as well as the individual differences that exist among the change targets. Identifying the nature in which these factors interact will add to the understanding of employee responses to change and ultimately, aid management in accomplishing one of the most important goals of any change effort, ensuring employee commitment to change.
Factors influencing organizational change success
Content issues
Content issues refer to the change being implemented and are specific to each organization. Typically, these changes are described as either fundamental or incremental change, although researchers often...