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<p>The present article in the journal Gruppe. Interaktion. Organisation (GIO) examines the design of change processes in companies, which is critical to their competitiveness. Although it is clear that employees react differently to change processes and types of organizational readiness for change have been formed on this basis, no research has yet been conducted into how different types of employees would like to be accompanied through a&#xa0;change process. This interview study involved <i>N</i> = 26&#xa0;employees from a&#xa0;steel industry company undergoing a&#xa0;change process. Using qualitative content analysis, the study identified how employees of different change readiness types prefer to be guided through the process. The findings highlight the importance of information, communication, and job security across all types. However, type-specific differences emerged. For instance, accepting employees place less emphasis on information and communication than other types, while neutral employees exhibit no initiative and expect to be passively guided by the company and their leadership. The study underscores the relevance of typologizing change readiness and provides insights into how different types prefer to be supported in a&#xa0;targeted manner during a&#xa0;change process.</p>

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Organisationale Veränderungsprozesse gestalten – Eine qualitative Inhaltsanalyse aus Perspektive von Mitarbeitenden

  • 期刊论文

  • 出版模式：

    开放获取

  • 发表日期：

    2025年8月6日

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  • Alina Köhler,
  • Simone Kauffeld

摘要

The present article in the journal Gruppe. Interaktion. Organisation (GIO) examines the design of change processes in companies, which is critical to their competitiveness. Although it is clear that employees react differently to change processes and types of organizational readiness for change have been formed on this basis, no research has yet been conducted into how different types of employees would like to be accompanied through a change process. This interview study involved N = 26 employees from a steel industry company undergoing a change process. Using qualitative content analysis, the study identified how employees of different change readiness types prefer to be guided through the process. The findings highlight the importance of information, communication, and job security across all types. However, type-specific differences emerged. For instance, accepting employees place less emphasis on information and communication than other types, while neutral employees exhibit no initiative and expect to be passively guided by the company and their leadership. The study underscores the relevance of typologizing change readiness and provides insights into how different types prefer to be supported in a targeted manner during a change process.