Document Type : Original Article
Authors
- Mahdi Nasrollahi 1
- Mohammad Reza Fathi 2
- Amirhesam Behrooz 3
- Khadijeh Gholipour 4
- Somayeh Razi Moheb Saraj 5
1 Imam Khomeini International University (IKIU), Qazvin, Iran
2 Associate Professor, College of Farabi, University of Tehran, Iran
3 Phd of Public Administration-Public Policy Making, Department of Management, University of Tehran, Tehran, Iran
4 Suhrawardi Institute of Higher Education
5 Department of Management and Accounting, College of Farabi, University of Tehran, Iran
Abstract
This study investigated the effect of change management on organizational innovation and performance through the mediating role of employees' innovative behavior in the digital age. Regarding its purpose, the study was considered applied research and survey research regarding the data collection method. The statistical population consisted of STPs' managers and employees countrywide. The sample size estimation technique in structural equation modeling (SEM) was used to calculate the sample size, which was between 10 and 15 times the number of items (n=210). The questionnaire's validity and reliability were confirmed, and the data were analyzed using SmartPLS software. The findings showed that change management had a significant and positive impact on organizational performance, organizational innovation, and employees’ innovative behavior. Employees’ innovative behavior also significantly influenced organizational innovation and performance, and organizational innovation positively affected organizational performance. Furthermore, mediating analyses indicated that both employees’ innovative behavior and organizational innovation partially mediated the relationship between change management and organizational performance. In conclusion, fostering effective change management practices in the digital age can enhance innovative behaviors among employees, which in turn promotes organizational innovation and ultimately improves performance.
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