An extension of the theory of margin: A framework for assessing readiness for change

Abstract The study investigated the relationships of margin in life (MIL) and demographic variables to readiness for change. Results, based on 131 employees of a manufacturing company, showed that overall MIL and five work subscales had significant positive relationships with readiness for change. The demographic variables of department, position, and length of employment were also related to readiness for change but not to MIL. Three variables combined to predict readiness: employees who get more personal power than burden from their relations with managers, employees who themselves are in managerial positions, and employees who are relatively new to the company. Among the MIL subscales, all of the work aspects, except social relations in the workplace, had higher ratings on load than on power, whereas the reverse was true for the nonwork aspects of family, self, and health. The results suggest strategies to facilitate effective change interventions.