• An exploration of the impact of a change programme on employee job satisfaction levels at UPM-Shotton

      Jones, Alan; O'Grady, Andrew (University of ChesterUPM-Shotton, 2008-06)
      Contemporary literature on organisational change suggests that the pace of change is accelerating and that organisations must be prepared to anticipate and respond quickly to change in order to remain competitive. Effective change management practices and processes have become an increasingly indispensable part of running a successful business. The impact of change on employee well-being is also of growing importance as it can affect the functioning of the business. Despite the considerable amount of academic literature on change, there seems to be a lack of research on the impact of change on employee levels of job satisfaction, and the factors that maintain or enhance job satisfaction during change. More specifically, no research has investigated how a TPM change programme affects employee levels of job satisfaction. This study therefore aims to explore how a TPM change programme impacts on levels of employee job satisfaction, within a manufacturing environment. A conceptual model was developed which drew together the key theoretical elements of change management and job satisfaction. A cross-sectional design was used to compare levels of job satisfaction, and factors identified from the conceptual model between a group actively involved in a TPM change programme (N = 30) with a group not yet involved in the change programme (N = 48). Statistical analyses demonstrated that there were significant differences between groups. Significantly higher levels of job satisfaction, opportunities to learn new skills and the experience of effective communication, was shown by participants actively involved in the TPM change programme. In addition, levels of job satisfaction showed significant positive correlations with understanding the need and benefits of the change programme and personal responsibility for successfully completing work outcomes. It was concluded that the non-significant differences found between groups, concerning aspects of job enrichment, suggest that other factors of the conceptual model, such as communication and learning culture, may have a stronger influence on levels of job satisfaction.