Article Per Year (5 Year)
p-Index From 2021 - 2026
0.562
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All Journal Journal of Social And Economics Research Journal of Economic Education and Entrepreneurship Studies
Rosalina Hutahaean
Universitas Esa Unggul
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Social Sciences Other

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READINESS FOR CHANGE RESEARCH IN MANAGEMENT: A SCOPUS-BASED BIBLIOMETRIC REVIEW AND THEMATIC SYNTHESIS (2021–2026) Rosalina Hutahaean
Journal of Social and Economics Research Vol 8 No 1 (2026): JSER, June 2026
Publisher : Ikatan Dosen Menulis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54783/jser.v8i1.1506

Abstract

Readiness for change has become a central construct in management and human resource management (HRM) scholarship because organizational change outcomes depend not only on formal change design but also on the psychological and structural preparedness of organizational members. Despite its relevance, the literature remains fragmented across levels of analysis, adjacent constructs such as resistance, buy-in, and engagement, and diverse organizational contexts including public organizations, healthcare, regulated industries, and digital transformation. This study conducts a Scopus-based bibliometric review and thematic synthesis of readiness-for-change research in management and HRM-oriented literature published between 2021 and 2026. Bibliographic data were retrieved from Scopus on 3 May 2026 using a TITLE-ABS-KEY search strategy and refined to final-stage, open-access journal articles in Business, Management and Accounting, resulting in a final corpus of 52 articles. The analysis combines descriptive bibliometric mapping, VOSviewer keyword co-occurrence analysis, and country-level bibliographic coupling. The results show an uneven publication trajectory, with the literature concentrated among a limited group of authors, affiliations, and countries. The co-word structure positions change management and organizational change as central hubs linking six mechanism-oriented themes: communication and sensemaking, leadership and trust, culture and change capability, intervention design and implementation gaps, technology-enabled change contexts, and employee well-being risks. Building on these findings, the study proposes an HRM-grounded conceptual model connecting readiness-building mechanisms to proximal and distal change outcomes under explicit boundary conditions. The review contributes by clarifying the multi-level nature of readiness for change, translating science-mapping outputs into theory-building mechanisms, and outlining a future research agenda for cross-level, longitudinal, and context-sensitive readiness research
Teaching Performance as a Multilevel HRM Outcome in Educational Organizations: A Systematic Review and Bibliometric Synthesis Rosalina Hutahaean; Ahmad Hidayat Sutawidjaya; Rojuaniah; Siti Mariam
Journal of Economic Education and Entrepreneurship Studies Vol. 7 No. 5 (2026)
Publisher : Department of Economics Education, Faculty of Economics, Universitas Negeri Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62794/je3s.v7i5.542

Abstract

Teaching performance is an organizationally embedded outcome shaped by teacher resources, organizational support, appraisal, and technological conditions. This hybrid systematic review combined PRISMA-guided study selection, bibliometric analysis, and a Theory–Context–Characteristics–Methodology (TCCM) synthesis. A Scopus search conducted on 13 September 2026 using the phrase “Teaching Performance” identified 2,071 records; sequential filtering yielded 75 English-language journal articles published from 2021 to 2026. Bibliometric mapping was conducted with Bibliometrix through the Biblioshiny interface, while TCCM coding was restricted to information explicitly reported in titles, abstracts, author keywords, and bibliographic metadata. The corpus comprised 245 authors and 40 sources. The findings linked teaching performance with psychological and professional resources, leadership and organizational support, digital competence and appraisal systems, and context-specific performance expectations. Because these domains are usually examined separately and much of the evidence is cross-sectional, the review proposes a multilevel HRM framework and prioritizes longitudinal, multisource, multilevel, and responsibly AI-supported research.
Co-Authors Rojuaniah Rojuaniah Siti Mariam Sutawidjaya, Ahmad Hidayat