عنوان مقاله [English]
Aim: The purpose of this paper is to propose a theoretical model of knowledge stickiness and unlearning as the factors affecting the planned change process to show how these factors can influence every stage of the change process.
Methodology: Reviewing the change management literature, a theoretical framework extracted from the Lewin’s "three-step change theory", "field theory" and "force field model" and the process of planned change illustrated in three phases (unfreezing, moving to change and refreezing). Forces affecting each phases of the process, using field theory, restraining and driving forces at both the individual and the organizational were identified. Based on the Szulanski’s theory, knowledge stickiness and individual and organizational factors affecting it as the restraining forces, and through the driving forces , unlearning in both individual and organizational levels were analyzed.
Findings: If individual and organizational forces related to knowledge stickiness as restraining forces reduced and individual and organizational unlearning decreased, the planned change can be successful.
Originality: Although driving and restraining forces of change emphasized in literature, but in knowledge stickiness and unlearning perspective in three phases of unfreezing, moving to change and refreezing, these forces are not analyzed yet. In this article these forces and the way that they influence on the planned change process presented in the theoretical model. Expected that this theoretical model to help facilitate successful change management in organizations and libraries.