Date of Award

Fall 2019

Degree Type

Dissertation

Degree Name

Doctor of Philosophy (PhD)

School

Interdisciplinary Studies and Professional Development

Committee Chair

Dr. Cyndi H. Gaudet

Committee Chair School

Interdisciplinary Studies and Professional Development

Committee Member 2

Dr. Heather M. Annulis

Committee Member 2 School

Interdisciplinary Studies and Professional Development

Committee Member 3

Dr. H. Quincy Brown

Committee Member 3 School

Interdisciplinary Studies and Professional Development

Committee Member 4

Dr. Dale L. Lunsford

Committee Member 4 School

Interdisciplinary Studies and Professional Development

Abstract

Approximately 70% of change management initiatives fail (Beer & Nohria, 2000; Kotter, 2007; Pasmore, 2011; Warner, 2018), and employee reactions to change are critical in forecasting successful change efforts (Connell & Waring, 2002). Predicting and implementing successful change serves as a critical component in addressing failed change. Change fatigue as an employee experience, among other factors, results in adverse outcomes for organizations through change. Addressing contributing factors of change fatigue to avoid the onset of and potentially harmful implications of change fatigue could also improve change management initiatives (Perel, 2015). To better understand how to successfully implement change in organizational settings, additional research is needed in areas that impede change. Avoiding the onset of change fatigue, then, provides an increased likelihood for successful change efforts.

Examining contributing factors to change fatigue may help organizations plan change more effectively. This study examined the influence of change effort organizational communication effectiveness and work locus of control as contributing factors to change fatigue in the workplace. The study did not find a statistically significant interaction effect between change effort organizational communication effectiveness and work locus of control on employee change fatigue. After examining the main effects, a statistically significant finding reveals a relationship between work locus of control and change fatigue, but no relationship exists between change effort organizational communication effectiveness and change fatigue.

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