Exploring the Relationship between Leader Support, Communication, and Change Recipients' Well-being during Organizational Change
Abstract
This study investigates the relationship between leader support, communication, and the well-being of change recipients during an organizational change process. Concretely, the thesis aims to answer the research question: “How is leader support and communication related to change recipients’ well-being during an organizational change process?”. The study took place in a public sector organization vital to societal functions. Through qualitative thematic analysis of semi-structured, in-depth interviews with department managers and change recipients, four primary themes emerged: (1) Various degree of leader support (2) Unstructured communication, (3) The leader’s role, and (4) Active engagement through working groups. The analysis revealed a positive level of emotional and instrumental support conveyed from their department manager. However, findings revealed that unstructured communication, influenced by confidentiality and poor timing from higher-level managers, contributed to frustration among change recipients. Despite these challenges, the department managers attempted to mitigate resistance to change, through one-on-one conversations and working group initiatives. This research underscores the critical role of structured communication and supportive leadership in navigating organizational change. The study offers insights for enhancing change management strategies and promoting employee well-being during organizational change.
Description
Masteroppgave(MSc) in Master of Science in Leadership and Organizational Psychology - Handelshøyskolen BI, 2024