I would recommend you read the following article:

- Shaul Oreg (2003) Resistance to Change: Developing an Individual Differences Measure, Journal of Applied Psychology, Vol. 88, No. 4, 680–693.

Dora Maric

Dear Dora:

Concerning change, the author I would recommend you to read is Edgard Schein. He wrote a lot about organizational culture and change, saying that the first is (arguably) the way organizations have to resist the second. He is a very, very interesting writer.

The other one you may already know is Kotter,

Regards

Gustavo Concari

Hello , my name is Dr Kauffmann, and I am specialized in change management.

if you want to work with such questionnaire, you should first think about several issues (my thesis was about the Authorfare and socio-economics).

Among them is about the fact that people in organizations are still seem and studied as ''actors'' and a system and not as ''Authors'' of their way....consequently thy cannot change adequately...and the act resistance....(cf my thesis).

Then about ''change'', this process must be understood more like one in a fourfold point in the group of development:

first comes evolution (movement)

second is change (like box moving)

third is transformation (the ''trans'' characteristics here are crucial and the way of mutation)

fourth is metamorphose (human species are doted , capable of metamorphose, and here it is particularly crucial, because they can higher their level of consciousness with added different points of view and understanding.

Then you have the resistance that comes with the illusion, ego and greed, but most of all with the management of risks and all the ''IN' processes as insecurity, intangibles, etc... (see my model IN7RI, in my thesis).

If you would like to discuss it , you can reach me at [email protected]

Have a nice day,

Sincerely

Xavier

hi There, i agree with Bassel Diab . Its always good to develop your questionnaire relevant to your own 'setting'. This is because, in research 'one size doesn't necessarily fit all'. Its also fun and creative to develop your own after reading various other models etc. i can however refer you to the foll wing link with a diverse range of models that can speak to your study and perhaps you may develop your questionnaire around their constructs (based on the one you choose - e.g there is the Schein Organisational Culture model which can be related to your study)

see: more at: https://is.theorizeit.org/wiki/Main_Page

Dora Maric

This article focuses on the covert resistance to the IT (information technology) implementation process and examines the covert resistance behavior

Article Passive Resistance Misuse: Overt Support and Covert Recalcit...

Hello Dora,

I hope that you find this article useful.

Damanpour, F., (1991) “Organizational Innovation: A Meta-Analysis of Effects of Determinants and Moderators.” The Academy of Management Journal, Vol.34, (3),pp. 555–590

It very detailed and I am sure it would inspire you to prepare the most relevant questionnaire.

Regards,

Michaela

Hello Ms. Mihaylova,

I'd suggest you begin by reviewing the work off Hofstede and the criteria he used to evaluate cultural resistance to change. In my own research I've adapted his criteria in various forms to evaluate resistance and willingness to change in organizational settings.

Robert J. Ristino, Ph.D.

Dora, whilst the topic 'resistance to organisational change' has been a popular one over the decades, there seems to be some commonality in research interest to try and ascertain what factors may account for this. Research by Bovey and Hede (2001) used cognitive and affective issues on a questionnaire to try and determine resistance, whereas Oreg (2003) highlighted such an affective domain in their resistance to change scale. You may also find Bouckenooghe and Devos's (2009) climate-process-readiness for change useful. Interesting topic to investigate.

You may also consider the cultural background, habits knowledge acquires and experiential exposures of every person within an organization on their resistance to change studies. Readiness to change is mainly related to their willingness to open up their mind to accept new or alien things in their comfort zone. Dare to try will also create energy to venture these changes in particular.

ok fine...:)

do not hesitate to contact me at [email protected] if needed

have a nice day

Sincerely

Dr Kauffmann