Does change agent selection procedure matter? A strategic decision-making toward a more objective selection approach

Mashhady, A; Khalili, H; Sameti, A

Does change agent selection procedure matter? A strategic decision-making toward a more objective selection approach

Mashhady, A Khalili, H Sameti, A

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Publisher:: Emerald
Publication Type:: Journal Article
Citation:: Leadership and Organization Development Journal, 2022, 43, (8), pp. 1157-1185
Issue Date:: 2022-11-07

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Field	Value	Language
dc.contributor.author	Mashhady, A
dc.contributor.author	Khalili, H
dc.contributor.author	Sameti, A https://orcid.org/0000-0003-3607-8988
dc.date.accessioned	2023-06-09T03:13:35Z
dc.date.available	2023-06-09T03:13:35Z
dc.date.issued	2022-11-07
dc.identifier.citation	Leadership and Organization Development Journal, 2022, 43, (8), pp. 1157-1185
dc.identifier.issn	0143-7739
dc.identifier.uri	http://hdl.handle.net/10453/170677
dc.description.abstract	Purpose: While studies have established the important role of change agents throughout organizational change programs and emphasized the change agents’ impact on outcomes of change efforts, it could be argued that the decision-making procedure for the selection of change agents may also influence the success of organizational change programs in several ways. This research aims to explore and compare the potential influence of a traditional change agent selection procedure with a more systematic and objective approach. Design/methodology/approach: A qualitative case study has been conducted, before and after testing a group decision support system for the selection of change agents in an organization that was on the verge of a major rebranding. Findings: The main findings suggest the importance of objectivity, transparency and attention to competency in the selection procedure for the role, while providing evidence for using a systematic participative decision-support process for the selection of change agents, leading to several desirable organizational outcomes, including improvements in perception of objectivity, trust, transparency, fairness and competency related to the selection process. Originality/value: Drawing from the previous studies and the presented findings, this study offers evidence on the importance of paying attention to the selection procedure for the change agent role as it could potentially have an influence on the employees across organizations and, consequently, the success of change programs.
dc.language	en
dc.publisher	Emerald
dc.relation.ispartof	Leadership and Organization Development Journal
dc.relation.isbasedon	10.1108/LODJ-01-2022-0041
dc.rights	info:eu-repo/semantics/closedAccess
dc.subject	1503 Business and Management
dc.subject.classification	Business & Management
dc.title	Does change agent selection procedure matter? A strategic decision-making toward a more objective selection approach
dc.type	Journal Article
utslib.citation.volume	43
utslib.for	1503 Business and Management
pubs.organisational-group	/University of Technology Sydney
pubs.organisational-group	/University of Technology Sydney/Faculty of Business
utslib.copyright.status	closed_access	*
dc.date.updated	2023-06-09T03:13:33Z
pubs.issue	8
pubs.publication-status	Published
pubs.volume	43
utslib.citation.issue	8

Abstract:

Purpose: While studies have established the important role of change agents throughout organizational change programs and emphasized the change agents’ impact on outcomes of change efforts, it could be argued that the decision-making procedure for the selection of change agents may also influence the success of organizational change programs in several ways. This research aims to explore and compare the potential influence of a traditional change agent selection procedure with a more systematic and objective approach. Design/methodology/approach: A qualitative case study has been conducted, before and after testing a group decision support system for the selection of change agents in an organization that was on the verge of a major rebranding. Findings: The main findings suggest the importance of objectivity, transparency and attention to competency in the selection procedure for the role, while providing evidence for using a systematic participative decision-support process for the selection of change agents, leading to several desirable organizational outcomes, including improvements in perception of objectivity, trust, transparency, fairness and competency related to the selection process. Originality/value: Drawing from the previous studies and the presented findings, this study offers evidence on the importance of paying attention to the selection procedure for the change agent role as it could potentially have an influence on the employees across organizations and, consequently, the success of change programs.

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http://hdl.handle.net/10453/170677