Objective This study aimed to examine employee attitudes towards organizational change (OC) and various management strategies, and to explore the relationship of these attitudes with demographic and professional factors. Additionally, the study analyzed the factors of resistance to OC. Methods A cross-sectional study was conducted among 323 staff members at King Fahd Medical City, Riyadh, Saudi Arabia, during September 2022. The questionnaire collected demographic and professional data and explored attitudes towards OC (eight items) and four specific management strategies including re-educative (six items), persuasion (six items), facilitation (six items), and power-coercive (six items). The model hypotheses that attitudes towards OC are determined by attitudes towards the various management strategies as well as by demographic and professional factors. Results We observed a broad acceptance of OC along with a strong favorability for re-educative strategy, followed by persuasive and facilitation strategies. However, the power-coercive strategy was less accepted. There were significant differences in attitudes based on demographic and professional factors, notably nationality and job category. Independent factors associated with resistance to organizational change included employee nationality (non-Saudi: OR = 2.65; 95% CI: 1.17 – 5.96), job category (health technicians: OR = 0.21; 95% CI: 0.07 – 0.62), and favorable attitudes towards power-coercive (OR = 0.04; 95% CI: 0.01 – 0.13) and facilitation strategies (OR = 0.23; 95% CI: 0.08 – 0.61). The model explained 31.3% to 42.1% of the variance in resistance to organizational change. Conclusion This study highlights general acceptance of OC among healthcare employees, especially with professional guidance and employee input. Re-educative strategies were favored, and positive attitudes towards persuasive and power-coercive strategies reduced resistance to OC. A flexible, hybrid approach tailored to demographic and professional factors appear to be judicious for effective change. Future research should explore additional factors influencing change acceptance. Keywords: Organizational Change, Management Strategies, Healthcare, Employee Attitudes, Change Management, Descriptive Cross-Sectional Design.
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