Abstract
This study aims to explore components of the construct readiness for change with individual level. The ANOVA analytic was conducted to exam whether differences between groups of response in gender, job position and number of dependents. The results show that the individual readiness for organizational change is reflected in the five components: personal affective, appropriateness; management support; change efficacy; personal benefit. In which, the affective factor is a new finding. This study may support the management and practitioners of change management in assessing and evaluating organisational change programmes, particularly in the developing country.
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