n South African Journal of Labour Relations - The factorial validity and reliability of a change agent identification assessment tool
|Article Title||The factorial validity and reliability of a change agent identification assessment tool|
|© Publisher:||University of South Africa (UNISA)|
|Journal||South African Journal of Labour Relations|
|Affiliations||1 University of South Africa and 2 University of South Africa|
|Publication Date||Jan 2015|
|Pages||114 - 130|
|Keyword(s)||Change agent identification framework, Change agent network, Change management, Employee support during change, Occupational personality profile, Organisational change, Personality traits and Union representatives|
The main aim of the research project reported on here was to validate and test the reliability of the developed change agent identification assessment tool to be used by organisations to identify change agents more effectively in large organisations undergoing change, with a view to providing improved support to employees and ensuring more effective change management in such organisations. An initial change agent identification framework was developed by Van der Linde-de Klerk (2011) and this served as the foundation for the development of an assessment tool. Because minimal research has been conducted on identifying change agents in large organisations, it was deemed important to provide organisations with a tool to help them identify these individuals correctly. A sample group comprising 239 change agents participated in the quantitative research and completed the newly developed change agent identification questionnaire. The proposed questionnaire consists of three dimensions, namely willingness, commitment and personality traits. Participants indicated the ideal attributes in each dimension that they require to operate as change agents. The dimensions are based on the theoretical change agent identification framework that was developed. The results of the validity and reliability analysis indicated that the questionnaire can be used with confidence to select change agents. Change agents can typically be employees, managers, personnel practitioners, organisational development consultants or employee or union representatives. The developed scale showed positive reliability and validity results.
Article metrics loading...