Abstract
Objective : The purpose of present study is to investigate the relationship between Change Communication and employees\' readiness for change. Additionally, the study has attempted to address the mediating effect of employees trust on Change communication – employees\' readiness relationship. Furthermore,the study reports the moderating effect of employees\' openness on relationship between Change communication and employees trust. Method: Data collected from employees of telecommunication sector in Pakistan i.e PTCL, Ufone, Mobilink, Telenor undergoing through structural change. A two-step method to partial least square- structural equation modeling used in the study. Findings: Testing the Kurt Lewin theory of change providing empirical evidence on the hypothesized relationships found that communication was positively associated with employee readiness. However, employee trust mediates this link. The relationship between communication and trust depends on higher levels of employee openness to change. Novelty: This study will be among few studies that have highlighted the importance of change communication in developing trust by removing fears and uncertainties and making employees ready to accept the change during mergers, acquisitions and divestitures using the lens of Lewin\'s three-step model. Keywords: Change communication; openness to change; trust in leadership; readiness for change
Highlights
Technology-based organizations such as telecommunication firms now-a-days are facing changes due to various environmental factors [1]
This study will be among few studies that have highlighted the importance of change communication in developing trust by removing fears and uncertainties and making employees ready to accept the change using the lens of Lewin’s three-step model
Utilizing classical three-step model of Lewin, this study found support for the notion that change commination may serve as groundbreaking force that breaks the statuesque but creates an environment of trust which further leads towards employee readiness for change
Summary
Technology-based organizations such as telecommunication firms now-a-days are facing changes due to various environmental factors [1]. The failure rate of organizational changes is high due to the leaders’ failure to manage human side of organizations [2]. A recent study by employing literature search, interviews and the survey and collecting data from diverse change backgrounds have found that effective change communication is the key to manage and implement change successfully[3]. Memon et al / Indian Journal of Science and Technology 2020;13(26):2625–2632 to individuals’ minds to oppose the change rather employee do it due to the way it is imposed on them or communicated to them [4]. Choi & Ruona [6] reviewed literature on individual change readiness and suggested that change communication is the most important factor that creates change readiness
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