Development of Compliance to Change Scale in White Collar Employees
Authors
AYESHA RASHEED, NAHEED ATTA and TALAT SOHAIL
Abstract
The term compliance means acceptance and obedience in employees. The aim of present study was to develop and validate the self-report inventory for assessing the employee’s reactions towards organizational change in term of compliance. It can be used to help organizations which consequently would positively affect the economy of Pakistan. The items for this scale were generated empirically. Factorial validity of the scale was determined on the sample of 200 white collar employees. Factor analysis of Compliance to Change Scale resulted in five factors i.e. Readiness, Personal Goals, Change Valence, Compatibility and Organizational Commitment; which yielded satisfactory KMO value of .82 at p<.000 and reliability of .90 Cronbach’s alpha. Convergent validity was estimated by correlating with Change Readiness Scale. The resulting correlation of α=.52 was significant, which added to the validity of Compliance to Change Scale. Discriminant validity was assessed by correlating the scores with Proactive Attitude Scale, which showed inverse relationship. Hence CCS is reliable and valid measure to assess employees’ compliance to change in indigenous context.
