Factors Affecting Employees' Responses to Change in Nablus Industrial Factories

Shuqqo H,Ghanayem F

doi:10.4172/2169-026x.1000240

Abstract

Recently, the pressure on organizations and companies to keep up with globalization and technology leads to pay much concern on employee’s engagement and responses according to development and change plans. This research aims to assess and examine factors that may lead employees to resist organizational change, a conceptual model were developed to benefit the companies who are willing to apply development processes. The research model included awareness, employee satisfaction and incentives as factors thought to be affecting company’s efforts, and its analysis is established on a sample of 132 employees working in Nablus industrial factories, partial least squares structural equations modeling (PLS-SEM) was used to analyze the conceptual model. The results of the research indicate that awareness and incentives can influent the employee’s responses to change, while employee’s satisfaction has no significant effect. The research contributes in conducting the study in new geographical region considering different culture, religion and environmental situation. Considering that all respondents are controlled for the same working sector; small to medium size industrial companies and similar hierarchical level. It also has a potential practical contribution to the industrial factories where they can apply the results of the research according to their request while conducting the survey.

Highlights

The tendency of employees to resist change refers to the human behavior in general
It is easier to set new plans and detailed procedures rather than changing people’s minds and what they used to do, as Pandit and Jain [2] emphasizes in their study, they conclude that most people in organizations tends to resist any change because they feel comfortable with current situation and supposing that it is anyway better than anything new and unknown
The research’s conceptual model is examined by partial least squares structural equations modeling (PLS-SEM) for its reliability and validity of measurement model, the structural model is tested for its significance and overall fitting

Summary

Introduction

Companies new trends in human resource management focuses on the behavior and practices of their employees. Markos and Sridevi [1] conclude that employee’s performance and engagement have a substantial effect on organization’s vision and development. Research model claimed that many factors affecting employee’s responses to change in factories. The tendency of employees to resist change refers to the human behavior in general. The importance of the study arises due to understanding that resistance to change can significantly influence the performance of the companies, researchers and managers believe in considering the factors that negatively and positively affects the quality of applying change or development in the organizations as the most important factor [2] It is easier to set new plans and detailed procedures rather than changing people’s minds and what they used to do, as Pandit and Jain [2] emphasizes in their study, they conclude that most people in organizations tends to resist any change because they feel comfortable with current situation and supposing that it is anyway better than anything new and unknown.

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Results