Programs aimed at implementing change in organizations regularly experience high failure rates. Exploring resistance to change is one promising way to better understand what might be done to improve these rates. Resistance to change has often been envisioned as employee noncompliance with one-way change messages. This study instead conceptualizes resistance as an interpretive system between implementers and employees. The project developed a grounded typology of the interpretive structures that employees and implementers used to interpret others’ behaviors as resistance or not. Four frames (or cognitive schema) that guide resistance interpretations were identified: (a) disagreeability, (b) protecting role performance, (c) conflicting stakes, and (d) habitual environment. Analyses examined patterns in these frames. This work develops a map of resistance frames that researchers studying resistance to change, communication campaigns, and implementation communication will find useful.

中文翻译：

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框架阻力：识别在工作中指导阻力解释的框架

旨在在组织中实施变革的计划经常遇到高失败率。探索变革阻力是更好地了解可以采取哪些措施来提高这些比率的一种很有前景的方法。对变革的抵制通常被认为是员工不遵守单向变革信息。相反，这项研究将阻力概念化为实施者和员工之间的解释系统。该项目开发了一种解释结构的基础类型学，员工和实施者用来将其他人的行为解释为抵抗与否。确定了指导抵抗解释的四个框架（或认知模式）：（a）不同意，（b）保护角色表现，（c）冲突的利益，以及（d）习惯性环境。分析检查了这些帧中的模式。