The relationship between motivational climates and change readiness: the mediating roles of digital mindsets.

Abstract

Technology is a central part of the changes occurring in organisations, and the employees are the ones who will need to adapt and allow the digital changes and new technology to be put into practice. The motivational climate may contribute to how individuals accept digital changes. In this thesis, we explore the individual's digital mindset and the relationship between motivational climate and digital mindset. The study also aims to investigate the possibility of an individual's digital mindset to mediate a relationship between perceived motivational climate and readiness to change. The data is gathered from 5 Nordic countries and various companies under a corporate group, within consulting, recruitment and staffing industries, with a total of 140 respondents. Participants were asked to self-report their perceived motivational climate, digital mindset and change readiness, separated at two different time points. The collected data were analysed using a multilevel method. The results indicated a significant and positive relationship between perceived performance climate and digital zero-sum mindset. At the same time, there was no significant relationship found between a perceived mastery climate and digital growth mindset. The results did not provide any evidence in support for digital mindset performing as a mediator between perceived motivational climate and readiness for change. Based on the findings of this study, it is further suggested to research the role and importance of digital mindset, also, in other aspects of organisations, such as engagement and performance, and motivational climate and change readiness