Pettigrew, A. M. (1990). Longitudinal Field Research on Change: Theory and Practice. Organization Science, 1(3), 267–292. https://doi.org/10.1287/orsc.1.3.267
Purpose of the Research
📌 What is this study about? This research explores longitudinal field research as a method for studying organizational change over time. It discusses the challenges and best practices for conducting studies that track how organizations evolve by:
- Capturing context, content, and processes of change.
- Understanding how external and internal factors influence transformation.
- Providing researchers with a structured approach to studying change dynamically.
📌 Why does it matter? Many studies on change fail to capture the complexity of real-world transformation. They often focus on snapshots rather than continuous processes. Longitudinal field research allows researchers to see change as it happens, uncovering patterns and causes that traditional research might miss.
📌 Citation Pettigrew, A. M. (1990). Longitudinal Field Research on Change: Theory and Practice. Organization Science, 1(3), 267-292.
How the Research Was Conducted
📝 Step 1: Selecting Research Sites
- Organizations were chosen from multiple industries, including private corporations, public institutions, and healthcare organizations (e.g., the British National Health Service – NHS).
- Site selection was based on extreme cases, high-impact change environments, and long-term transformations.
- Consideration was given to organizations at different life-cycle stages, ensuring diversity in size, industry, and governance.
📒 Step 2: Research Approach
- The study used comparative case studies across over 100 organizations.
- Researchers adopted a contextualist approach, examining external (economic, political, and social factors) and internal (culture, structure, and power dynamics) contexts.
- The research emphasized historical analysis, tracing past events that shaped present and future organizational changes.
📌 Key Research Concepts
- Contextualism: Studying change in relation to broader external and internal influences.
- Embeddedness: Recognizing that change is shaped by historical, political, and social contexts.
- Processual Analysis: Understanding how change unfolds over time rather than in isolated moments.
📅 Step 3: Data Collection Methods Data was collected through a triangulated approach, using:
- In-depth interviews with executives, managers, and employees across all organizational levels.
- Archival documents, including company reports, meeting minutes, press releases, and financial statements.
- Direct observation of strategic meetings, decision-making processes, and employee interactions.
- Longitudinal surveys at multiple time points to assess shifts in attitudes and strategies.
📌 Time Frame Considerations
- Some case studies included 20+ years of retrospective data, enabling historical comparisons.
- Real-time tracking of organizational changes over 3 to 10 years to capture evolving patterns.
📞 Step 4: Conducting Interviews
- Researchers spent months embedded within organizations to build trust and gain deep insights.
- Interviews focused on how decisions were made and implemented over time, covering themes like leadership influence, employee resistance, and external pressures.
- Follow-up interviews were conducted at regular intervals to track progress and refine findings.
- Workshops and feedback sessions were held with participants to validate interpretations and improve research credibility.
📋 Step 5: Rules & Regulations
- Confidentiality: Organizations were anonymized to protect sensitive information.
- Researcher Involvement: Balance between detachment (to maintain objectivity) and immersion (to gather deep insights).
- Ethical Considerations: Researchers ensured no disruption to ongoing organizational operations.
- Data Storage & Security: All interviews and documents were securely stored and only accessible to authorized research personnel.
📌 Key Challenges in Longitudinal Research
- Time Commitment: Studies required years of sustained engagement.
- Data Overload: Managing large volumes of complex information across multiple sources.
- Access and Trust: Gaining continuous access to organizations and maintaining participant engagement over extended periods.
- Unpredictability: Organizational changes sometimes deviated from original research assumptions, requiring flexibility in study design.
🛠 Step 6: Data Analysis & Interpretation
- Pattern Recognition: Identified trends in how and why change happened, considering leadership influence, resistance, and adaptation strategies.
- Comparative Analysis: Findings were compared across different organizations to determine common and unique change drivers.
- Meta-Level Insights: Linked individual case findings to broader theories of organizational change and strategic management.
- Feedback Loops: Researchers continuously refined their understanding based on new data and participant feedback.
📌 Additional Recommended Steps
- Use Visual Tools: Flowcharts, timelines, and network diagrams to track change events and stakeholder interactions.
- Follow-Up Research: Checking long-term outcomes beyond initial study periods.
- Engage Practitioners: Providing practical insights to business leaders and policymakers for real-world application.
Key Findings & Insights
🧠 Change is Not Linear
- Organizations do not follow a simple step-by-step process.
- Change is often messy, unpredictable, and shaped by multiple factors including market conditions, leadership dynamics, and employee adaptability.
💡 Power and Politics Matter
- Change is influenced by organizational politics, leadership struggles, and competing interests.
- Decision-making is not purely rational but involves negotiation, conflict, and influence from key stakeholders.
📊 Historical Context Shapes Change
- Past decisions affect future change processes.
- Organizations carry historical baggage that influences how they adapt.
Why Longitudinal Research Works So Well
✅ Captures real-time decision-making 📊 (rather than relying on memory) ✅ Provides a richer understanding 🏛 (by considering historical and contextual factors) ✅ Reveals unexpected challenges 🤯 (that one-time studies might overlook) ✅ Helps organizations learn 📚 (by identifying long-term patterns and barriers to change)
Step-by-Step Guide to Conducting Longitudinal Research
1️⃣ Choose the Right Organizations – Select firms undergoing significant change. 2️⃣ Develop a Contextual Framework – Understand internal and external influences. 3️⃣ Use Multiple Data Sources – Interviews, documents, observations, and surveys. 4️⃣ Track Change Over Time – Ensure long-term engagement with regular follow-ups. 5️⃣ Balance Objectivity & Immersion – Avoid becoming too involved in the organization. 6️⃣ Analyze Historical & Real-Time Data – Compare past decisions with current outcomes. 7️⃣ Identify Patterns – Look at what drives successful vs. failed changes. 8️⃣ Present Findings Clearly – Use reports, workshops, and publications to share insights. 9️⃣ Follow Ethical Guidelines – Ensure confidentiality and responsible reporting. 🔟 Engage With Practitioners – Make research useful to business leaders and policymakers.
Conclusion: More Than Just a Research Method
📌 Longitudinal research provides a deeper, more accurate view of change than one-time studies. 📌 This method helps identify real-world challenges organizations face over time. 📌 It offers valuable lessons for businesses, researchers, and policymakers.
Final Thought: If you want to truly understand how organizations evolve, longitudinal research is the way to go! 📈✨
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