Attitudes toward organizational change: Effects of self-interest, competitive values, and ethnicity

We explored how self-interest, competitive values, and ethnicity affect proposed changes that made fewer distinctions in the evaluation and reward systems of a large, high-tech company. It was found that those who had a higher performance rating from the current appraisal system opposed the changes, as did those who believed in the value of competition. Race and ethnic minorities of Asians, Blacks, and Hispanics were more likely to support the changes than Whites. Implications of these findings for current issues in organizational change are discussed.