En Systematisk Litteraturstudie: En studie av ansattes reaksjoner til organisasjonsendring påvirket av ulike lederstiler

Abstract

Abstract

Background: Research has shown that leadership styles significantly influence outcomes of organizational change. Previous studies underline the need to understand how different leadership approaches affect employee reactions during periods of change.

Aims: This systematic literature review aims to try to get a broader understanding of how leadership affects employees' reactions to change and doing so by reviewing the already existing research on the subject. This paper reviews studies that examine different parts of this concept, including different leadership styles and different aspects of employees ́ reactions, some being trust, self-efficacy and motivation. This review therefore aims to shed light on the subject, emphasizing the significance of understanding this process to develop the most effective techniques for successful organizational change.

Method: A systematic literature review was conducted, focusing on empirical studies published from 2019 to 2024. The review included peer-review journal articles which investigated different aspects of the relationship between leadership styles and employee reactions during organizational change.

Results: The result of this review indicate the importance of fostering trust between the leader and employees, as well as facilitating a work environment that encourages and motivate employees in order to develop high self- efficacy, that will in turn make the change process more efficient.

Conclusion: This systematic literature review emphasizes the influence of leadership styles on employees' reactions to organizational change, highlighting trust as a key mediator. Additionally, it underscores the importance of psychological factors like self-efficacy in shaping employees' attitudes toward change. However, further research is needed to better understand contextual factors, ultimately offering valuable insights for developing effective change management strategies that recognize the significant contribution of employees.

Key words: Leadership, Leadership styles, Organizational change, Organizational development, Trust, Self- efficacy.

Abstract

Background: Research has shown that leadership styles significantly influence outcomes of organizational change. Previous studies underline the need to understand how different leadership approaches affect employee reactions during periods of change.

Aims: This systematic literature review aims to try to get a broader understanding of how leadership affects employees' reactions to change and doing so by reviewing the already existing research on the subject. This paper reviews studies that examine different parts of this concept, including different leadership styles and different aspects of employees ́ reactions, some being trust, self-efficacy and motivation. This review therefore aims to shed light on the subject, emphasizing the significance of understanding this process to develop the most effective techniques for successful organizational change.

Method: A systematic literature review was conducted, focusing on empirical studies published from 2019 to 2024. The review included peer-review journal articles which investigated different aspects of the relationship between leadership styles and employee reactions during organizational change.

Results: The result of this review indicate the importance of fostering trust between the leader and employees, as well as facilitating a work environment that encourages and motivate employees in order to develop high self- efficacy, that will in turn make the change process more efficient.

Conclusion: This systematic literature review emphasizes the influence of leadership styles on employees' reactions to organizational change, highlighting trust as a key mediator. Additionally, it underscores the importance of psychological factors like self-efficacy in shaping employees' attitudes toward change. However, further research is needed to better understand contextual factors, ultimately offering valuable insights for developing effective change management strategies that recognize the significant contribution of employees.

Key words: Leadership, Leadership styles, Organizational change, Organizational development, Trust, Self- efficacy.