Middle Managers'' Sensemaking Process in Organizational Change

• Main Authors: I-Chen Liu, 劉宜真
• Other Authors: Nien-chi Liu
• Format: Others
• Language: zh-TW
• Published: 2009
• Online Access: http://ndltd.ncl.edu.tw/handle/78109653977125946017

碩士 === 國立中央大學 === 人力資源管理研究所 === 97 === The change maintains the important key which the organization short-term competitive power and the pursue of continue to manage, but it must confront with many challenges and assistances for management when organizational change (Lotte, 2008). Although organizational change is mostly designed by supervisors, middle managers actually take the execution and they have much responsibility to acting to carry on the organizational change with change agent role (Balogun & Johnson, 2004). This research adapt Weick’s(1995) sensemaking theory as our underpinning theory to analyze the middle managers’ behaviors and context for organizational change. Multiple case studies as qualitative study were adopted. Through interviewing 2 branch store manager of retailing, there are some findings including：Based on different identities, middle managers hold various interpretations toward the organizational change; thereafter, it emergent different enactments of change behaviors. And the middle managers’ interpretations toward the environment and their social interaction will influence the organizational change result. Finally, we conclude our contributions and implications to academic and practice.