Determinants of Employees’ Readiness for Organizational Changes: The Case of Amhara National Regional State Public Service Bureaus

Mezgebu Kifle

dc.contributor.author	Mezgebu Kifle
dc.date.accessioned	2021-02-17T12:35:57Z
dc.date.available	2021-02-17T12:35:57Z
dc.date.issued	2021-02
dc.identifier.uri	http://ir.bdu.edu.et/handle/123456789/11895
dc.description.abstract	Organizations are continually confronting challenges to remain competitive and successful, which compels organizations to regularly re-evaluate their strategies, structures, policies, operations, processes and culture. Managing change effectively is however a main challenge in the change management domain because of massive and decisive human involvement. Thus, managers and change agents are eager to know how to encourage and effectively prepare employees for change situation. The aim of this study is to investigate and examine the determinant of employees’ readiness for organizational change with special consideration of ANRS public service bureaus. The study used quantitative approach survey design. Structured survey questionnaires were distributed to 231 (two hundred thirty-one) employees of ANRS public service bureaus who were chosen by using simple random sampling with stratified sampling technique. SPSS version 21.0 also employed to analyses the data. Data analyzed by using descriptive statistics showed that the three components of readiness for change (emotional, cognitive and intentional) of employees of ANRS public service bureaus had medium to higher level of perceived level of readiness to change. Furthermore, there were moderate to high level of perceived level of determinants that are history of change, trust in top management, participatory management and quality of communication as determinant of change readiness. Pearson's correlation matrix was used to show the relationship' between the dependent and the independent variables and revealed positive correlation. The researcher also used multiple regression tools to examine the effects of independent variables on dependent variable. The multiple regression result indicates that, trust on top management, participatory management and quality of change communication have contribution and significant effect on employees’ readiness to change while it was insignificant for history of change.	en_US
dc.language.iso	en	en_US
dc.subject	Management	en_US
dc.title	Determinants of Employees’ Readiness for Organizational Changes: The Case of Amhara National Regional State Public Service Bureaus	en_US
dc.type	Thesis	en_US