Healthy change processes - Relations with job insecurity, sickness absenteeism, sickness presenteeism and turnover intention

Abstract

The aim of this study was to investigate whether the presence of a healthy change process (HCPI) could predict negative outcomes that normally follow organisational change, such as qualitative job insecurity, total sickness (sickness absenteeism and -presenteesim) and turnover intention. It was hypothesised that negative relationships existed between a healthy change process and qualitative job insecurity, total sickness and turnover intention. In addition, it was believed that experienced stress and subjective health would moderate these relationships. A difference in the perceived healthiness of the change between employees at two different university colleges was also investigated. The data was collected electronically at the University College of Southeast Norway and the Western Norway University of Applied Sciences, as they both underwent large scaled mergers (N= 116). The results from several multiple hierarchical regression analyses showed that when employees experience the change as healthy, they also experience less qualitative job insecurity, less total sickness and less turnover intention. No moderation effects of stress or subjective health was obtained for the above relationships. Results also showed that employees at the University College of Southeast Norway, who were one year ahead in terms of the merger, experienced the change as less healthy than employees at the Western Norway University of Applied Sciences. The findings contribute to expanding the literature on the healthy change processes framework and the usage of the HCPI, as well as showing the importance on creating and maintaining change environments that are experienced as healthy among employees.