Understanding change recipients’ responses to organizational change in Chinese hospitals

Abstract

Purpose The purpose of this paper is to build a new model of organisational change in Chinese hospitals drawing in all the key factors which explain the change process. At a time of significant change in Chinese hospitals, understanding change recipients’ responses is critical. For this study, a model of their responses to change has been constructed from previous models and compared with a case study of dramatic change in a Chinese hospital. A new model has been produced which may be generalizable to other Chinese hospitals. Design/methodology/approach Two existing models of organizational change were merged, and the new model was tested using data collected from a research site at a single Chinese hospital where the change program included the balanced scorecard performance management system, a new pay-related performance system and significant strategic change. Findings A final revised model was created which built in the external context, including the professional culture and national culture which have complex impacts on individuals during a change process, in both beneficial and harmful ways. Research limitations/implications Multi-informants for data collection and longitudinal design in future research would be required for the further understanding of the relationships between the variables of this study. A single case study is not sufficient; broader testing is required. Practical implications The factors that impact on the individuals during change should be understood better by Chinese hospital managers. Originality/value This is a new model which adds to the existing literature. Although it is built primarily around hospitals, it may have relevance to other contexts in China.