{"status":"ok","message-type":"work","message-version":"1.0.0","message":{"indexed":{"date-parts":[[2026,3,22]],"date-time":"2026-03-22T00:45:43Z","timestamp":1774140343048,"version":"3.50.1"},"reference-count":62,"publisher":"Emerald","issue":"2","license":[{"start":{"date-parts":[[2017,3,6]],"date-time":"2017-03-06T00:00:00Z","timestamp":1488758400000},"content-version":"tdm","delay-in-days":0,"URL":"https:\/\/www.emerald.com\/insight\/site-policies"}],"content-domain":{"domain":[],"crossmark-restriction":false},"short-container-title":["JEIM"],"published-print":{"date-parts":[[2017,3,6]]},"abstract":"<jats:sec>\n<jats:title content-type=\"abstract-subheading\">Purpose<\/jats:title>\n<jats:p>The most critical phase of a change process is change implementation and it is evident that the masterfully originated change process fails due to its poor implementation. Therefore, the purpose of this paper is to profile how knowledge management (KM) strategies, personalization and codification, are helpful in successful change implementation by reducing employee cynicism and increasing the level of readiness for change.<\/jats:p>\n<\/jats:sec>\n<jats:sec>\n<jats:title content-type=\"abstract-subheading\">Design\/methodology\/approach<\/jats:title>\n<jats:p>Data were collected from 196 executives of National Bank of Pakistan at Time 1 (pre-implementation) and Time 2 (post-implementation) with the temporal research design. Multiple regression analysis is used to test the direct effect; Preacher and Hayes (2004) test is applied to measure the mediating effect and guidelines of Aguinis (2004) are followed for analyzing the moderating effect.<\/jats:p>\n<\/jats:sec>\n<jats:sec>\n<jats:title content-type=\"abstract-subheading\">Findings<\/jats:title>\n<jats:p>The result of the direct effect shows that both KM strategies have significant positive effect on successful change implementation. Further, mediation analysis proves that readiness for change partially mediates between KM strategies and successful change implementation. In addition, partial interactive effects of employee cynicism is observed between readiness for change and successful change implementation.<\/jats:p>\n<\/jats:sec>\n<jats:sec>\n<jats:title content-type=\"abstract-subheading\">Research limitations\/implications<\/jats:title>\n<jats:p>The management should initiate steps to boost personalization and codification strategies at their optimal levels. This would ultimately be helpful to implement a successful change through developing readiness for change and reducing the employee cynicism regarding change.<\/jats:p>\n<\/jats:sec>\n<jats:sec>\n<jats:title content-type=\"abstract-subheading\">Originality\/value<\/jats:title>\n<jats:p>The area of successful change implementation in the context of KM strategies was untapped, and is examined in this study.<\/jats:p>\n<\/jats:sec>","DOI":"10.1108\/jeim-10-2015-0095","type":"journal-article","created":{"date-parts":[[2017,2,27]],"date-time":"2017-02-27T06:54:26Z","timestamp":1488178466000},"page":"335-351","source":"Crossref","is-referenced-by-count":20,"title":["Knowledge management strategy: an organizational change prospective"],"prefix":"10.1108","volume":"30","author":[{"given":"Muhammad Kashif","family":"Imran","sequence":"first","affiliation":[],"role":[{"role":"author","vocabulary":"crossref"}]},{"given":"Ahmad Raza","family":"Bilal","sequence":"additional","affiliation":[],"role":[{"role":"author","vocabulary":"crossref"}]},{"given":"Usman","family":"Aslam","sequence":"additional","affiliation":[],"role":[{"role":"author","vocabulary":"crossref"}]},{"given":"Ubaid-Ur-","family":"Rahman","sequence":"additional","affiliation":[],"role":[{"role":"author","vocabulary":"crossref"}]}],"member":"140","reference":[{"issue":"2","key":"key2020120822562571700_ref001","doi-asserted-by":"crossref","first-page":"222","DOI":"10.1108\/JOCM-11-2014-0198","article-title":"Impact of change readiness on commitment to technological change, focal, and discretionary behaviors: evidence from the manufacturing sector of Karachi","volume":"29","year":"2016","journal-title":"Journal of Organizational Change Management"},{"key":"key2020120822562571700_ref002","volume-title":"Regression Analysis for Categorical Moderators","year":"2004"},{"key":"key2020120822562571700_ref003","volume-title":"Multiple Regression: Testing and Interpreting Interactions","year":"1991"},{"issue":"1","key":"key2020120822562571700_ref004","doi-asserted-by":"crossref","first-page":"118","DOI":"10.1108\/13673271111108738","article-title":"Balancing knowledge strategy: codification and personalization during product development","volume":"15","year":"2011","journal-title":"Journal of Knowledge Management"},{"issue":"4","key":"key2020120822562571700_ref005","doi-asserted-by":"crossref","first-page":"512","DOI":"10.5465\/amr.2001.5393887","article-title":"Taking time to integrate temporal research","volume":"26","year":"2001","journal-title":"Academy of Management Review"},{"issue":"11","key":"key2020120822562571700_ref006","doi-asserted-by":"crossref","first-page":"1395","DOI":"10.1177\/001872679604901102","article-title":"Employee cynicism: an examination using a contract violation framework","volume":"49","year":"1996","journal-title":"Human Relations"},{"issue":"3","key":"key2020120822562571700_ref007","doi-asserted-by":"crossref","first-page":"293","DOI":"10.1177\/014920639902500303","article-title":"Organizational change: a review of theory and research in the 1990s","volume":"25","year":"1999","journal-title":"Journal of Management"},{"issue":"6","key":"key2020120822562571700_ref008","doi-asserted-by":"crossref","first-page":"681","DOI":"10.1177\/001872679304600601","article-title":"Creating readiness for organizational change","volume":"46","year":"1993","journal-title":"Human Relations"},{"issue":"1","key":"key2020120822562571700_ref009","doi-asserted-by":"publisher","first-page":"111","DOI":"10.1111\/puar.12465","article-title":"Restoring a sense of control during implementation: how user involvement leads to system acceptance","volume":"12","year":"1988","journal-title":"MIS Quarterly"},{"issue":"4","key":"key2020120822562571700_ref010","doi-asserted-by":"crossref","first-page":"721","DOI":"10.1080\/09585192.2012.697481","article-title":"The moderating effect of organizational change cynicism on middle manager strategy commitment","volume":"24","year":"2013","journal-title":"The International Journal of Human Resource Management"},{"issue":"2","key":"key2020120822562571700_ref011","doi-asserted-by":"crossref","first-page":"310","DOI":"10.1108\/JOCM-02-2015-0028","article-title":"Do new ventures benefit from strategic change or persistence? 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