The Role of Self-Development on the Readiness to Change of Higher Education Institutions Staff, with Mediating Role of Organizational Development

This study aims to explain the role of “self-development” on “readiness for change” among Kharazmi University staff with mediating role of “organizational development”. The research method is descriptive-correlational. The analytical method was structural equation modeling (SEM). Research population was all headquarter and faculty staff in Tehran consisting of 477 people. By using Cochran's sampling formula, the sample size was determined; 172 employees by stratified random sampling with proportional allocation were selected. To collect data the self-development questionnaire based on Abili and Mazari (1393) with reliability of (0/91), organizational development questionnaire by Lok and Crawford (2000) with reliability of (0/90) and Farzaneh’s readiness to change questionnaire (1393) with reliability of (0/89), were used. For data analysis Stepwise regression and structural equation modeling was used. The results showed that among the components of “self-development”, “self-leadership” and “self-management”, predict 20% changes of “organizational development” and 29% changes of “readiness for change”. Structural equation modeling showed that the index of self-development model has been verified and directly impact on organizational development (γ=0/26) and with the mediation of organizational development impact on readiness for change (β=0/52). The organizational development directly impact on readiness for change (β=0/63).