PAEI MODEL AND CHANGE PROPENSITIES OF HR MANAGERS IN KAZAKHSTAN

Abstract

The purpose of this study is to investigate whether the PAEI model can be an evaluator of change propensities of HR (human resource) managers, specifically in Kazakhstan. Human Resource Management is becoming increasingly crucial for Kazakh organizations; therefore, it is developing at a rapid speed in Kazakhstan. However, there are a limited research examining the PAEI model, even less regarding it as an evaluator of change propensities of HR managers, specifically in Kazakhstan. Thus, the purpose of the study is to review the HR managers’ personality traits of PAEI that may affect the change propensities of these managers.

The research design for the study is a qualitative exploratory study with a few to understanding the phenomenon under study that is the change propensity of HR managers in Kazakhstan. To explore in-depth the phenomenon, the data collection method used is via interview of ten (10) HR managers in Kazakhstan. Tabulation of the interview findings is from thematic categorization followed using MaxQDA to quantify the qualitative information from the thematic categorization.

Findings from the preliminary analysis, based on PAEI results, enabled to reveal not only personality traits of interviewees but also their perceived obligations. Next, 3 propositions relating to the research topic have been tested referring to the perspectives of interviewees. As a result, 2 propositions were verified, and 1 proposition was partially verified. Following, 8 key findings have been discovered in the result of basic, probing, and in-depth questions. Conclusion and recommendations will be issued referring to the findings and the entire research process.