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Climate, Process, and Readiness for Change: An Analysis of Classified and Unclassified Staff Perceptions of Organizational Change at Public, Four-Year Universities in Ohio

Kammeyer, Margo A
http://orcid.org/0009-0007-9328-6771
http://rave.ohiolink.edu/etdc/view?acc_num=bgsu172233994826778

Abstract Details

2024, Doctor of Philosophy (Ph.D.), Bowling Green State University, Higher Education Administration.
Higher education institutions face a variety of external and internal forces compelling them to adjust academic and operational structures, processes, and technologies. To address these challenges, university leadership must effectively plan, implement, and manage change initiatives that transition from the current state to a future state of operations. Success depends on understanding university staff perceptions of change and whether they will accept or resist these efforts. This understanding can be achieved by examining the dimensions of climate, process, and readiness for change. However, there is a gap in the literature on how university staff perceive change within United States higher education institutions. This study aims to understand staff perceptions of climate, process, and readiness for change at public, four-year universities in Ohio and to determine if demographic characteristics influence these perceptions. The population for this study included classified and unclassified staff at five public, four-year institutions in Ohio, resulting in data collected from 1,342 participants. The findings focus on four main areas regarding university staff perceptions of organizational change. First, significant differences were found between employee classes, with unclassified staff holding more favorable perceptions of climate, process, and readiness for change than classified staff. Second, mixed results were observed for gender; women had more favorable perceptions of team climate than men, while perceptions of leadership climate, process, and readiness showed no gender differences. Third, age had a varied impact, with the youngest and oldest staff showing more favorable views on leadership climate and process but no significant impact on team climate or readiness for change. Finally, the climate of change and process of change together predicted 42.2% of the variance in readiness for change, with the process of change uniquely contributing 18.66%. I present six recommendations categorized into broad cultural changes and change specific actions, such as establishing a Staff Engagement and Innovation program and developing a network of change champions. Additionally, I recommend three areas for future research: further analysis of the existing dataset, evaluation of readiness outcomes, and qualitative analysis to explore the motivations and concerns driving staff perceptions of change.
Julia Matuga, Ph.D. (Committee Chair)
Colleen Boff, Ed.D. (Other)
Jessica M. Turos, Ph.D. (Committee Member)
Amy French, Ph.D. (Committee Member)
208 p.
Higher Education; Organizational Behavior
Higher Education; Organizational Change; Climate; Process; Readiness; Classified Staff; Unclassified Staff; Perceptions of Change; Change as Three Steps; CATS; Force Field Analysis;

Recommended Citations

Citations

  • Kammeyer, M. A. (2024). Climate, Process, and Readiness for Change: An Analysis of Classified and Unclassified Staff Perceptions of Organizational Change at Public, Four-Year Universities in Ohio [Doctoral dissertation, Bowling Green State University]. OhioLINK Electronic Theses and Dissertations Center. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu172233994826778

    APA Style (7th edition)

  • Kammeyer, Margo. Climate, Process, and Readiness for Change: An Analysis of Classified and Unclassified Staff Perceptions of Organizational Change at Public, Four-Year Universities in Ohio. 2024. Bowling Green State University, Doctoral dissertation. OhioLINK Electronic Theses and Dissertations Center, http://rave.ohiolink.edu/etdc/view?acc_num=bgsu172233994826778.

    MLA Style (8th edition)

  • Kammeyer, Margo. "Climate, Process, and Readiness for Change: An Analysis of Classified and Unclassified Staff Perceptions of Organizational Change at Public, Four-Year Universities in Ohio." Doctoral dissertation, Bowling Green State University, 2024. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu172233994826778

    Chicago Manual of Style (17th edition)

bgsu172233994826778
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© 2024, all rights reserved.
This open access ETD is published by Bowling Green State University and OhioLINK.