The relationship of perceived frequency of organizational change and the wellbeing of telecom employees in the head offices

• Main Author: Wingkee, Maria Kristina R.
• Format: text
• Language: English
• Published: Animo Repository 2017
• Subjects: Organizational change; Personnel management; Management > Employee participation
• Online Access: https://animorepository.dlsu.edu.ph/etd_masteral/5653
• Institution: De La Salle University

Telecom Industry has experienced a lot of evolution and revolution changes have opened series of frequent changes in the organization. The most crucial and most important factor in the organization change is the people. The objective of this study is to know the relationship between the effects of perceived frequency of organizational change on telecommunications professionals in the head offices towards the three wellbeing criterion variables (burnout level, organizational cynicism, and incivility level), and the demographics of the respondents (tenure, age group, gender, department/ function, hierarchical position). This study used different surveys to measure cynicism, incivility, burnout, and the frequency of change to gather the data. With a total sample size of 200 valid participants, the study using Multivariate Analysis of Variance resulted to a significant relationship between perceived frequency of change (PFoC), and the wellbeing factors while there was no significance with any of the demographic variables. This is to help understand the complicated linking between preparing employees to accept change and effective implementation of new initiatives are likely to see their efforts succeed. With critical planning and the support of top management, organizations can help their workforces adapt to change and retain their competitive edge. It is always best to create a change management team who will be responsible for all the initiatives and effort of the company to help employees adapt to change.