Author(s)

Aimin Wang, Senay Kebede

School of Management, Wuhan University of Technology, Wuhan, China.

Employees have different reactions to change initiative, because they have different personal experiences, motivation levels, socio-demographic characteristics, knowledge, values and different behavior models. The aim of this study is examining employees’ reaction to organizational change using the following specific perceptions: perceived organizational support, perceived procedural justice, perceived fear of consequences of a change, perceived self-confidence for learning and development, perceived trust in management and perceived need for change. The study used quantitative data by using survey method and structured survey questionnaires were distributed to 359 (three hundred fifty-nine employees in Mekelle Revenue and Custom Authority (MRCA) in seven branches were selected by using stratified sampling technique). Beside this simple random sampling technique used to select the employees as respondent. SPSS used for data analysis. The result of this study suggests that measuring employees’ reaction is important for effective organizational change and further studies are important to solve the problems.

Organizational Change, Perception, Resistance to Change, Support to Change, Reaction to Change

Wang, A. and Kebede, S. (2020) Assessing Employees’ Reactions to Organizational Change. Journal of Human Resource and Sustainability Studies, 8, 274-293. doi: 10.4236/jhrss.2020.83016.