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This study proposes to understand the conditions favorable for readiness for organizational change. The analysis helps in proposing managerial interventions that would be useful for change management in an organization.

The study employs an empirical methodology to investigate the effect of individual and organizational factors on readiness for organizational change. The study has used descriptive research design. Bivariate linear regression is used to test the hypotheses, and multiple regression is used to identify the pertinent factor that affect individual's readiness for organizational change. Thereby, a causal relationship model is proposed, using few pertinent factors which are tested using the structured equation modeling (SEM) technique.

First, each of the factors independently has a significant effect on readiness for organizational change. Second, the prior experience of change, commitment towards organization and participation in decision-making are the pertinent factors that affect readiness for organizational change. Lastly, commitment towards organization partially mediates the relation between participation in decision-making and readiness for organizational change.

The analysis helps in proposing managerial interventions that would be useful for change management in an organization. It investigates how individual and organizational characteristics influence employees' readiness for organizational change, causing them to adopt the change process.

To the best of the authors’ knowledge, this is one of the first studies that investigates the pertinent individual factors and the organizational factors that affect readiness for organizational change in the context of an emerging economy, India.

The readiness level may vary on the basis of what employees perceive as the balance between costs and benefits of maintaining a behavior and the costs and benefits of change. The purpose of this paper is to examine the concept of individual readiness to change and the impact of perceived impact of organizational change on its relationship with personality and context characteristics.

In all, 183 employees of a technological company based in Greece completed a questionnaire. This company was implementing a large scale restructuring change project.

The results show that perceived impact of change mediates the relationship between the pre-change conditions and work attitudes and individual readiness to change.

Employees who are confident about their abilities they experience high levels of readiness to change and therefore managers may want to examine this variable when selecting people for jobs entailing change. Creating a climate of trust and enhance positive communication also have an influence on individual readiness to change. Satisfied employees are more ready to change because they weigh the positive consequences of changing as significant and therefore decide to embrace change.

This research addressed the need for a more person-oriented approach in the study of change, exploring the concept of individual readiness to change and the perceived benefit of this change.

A key prerequisite for successful change in organizations is to understand and develop the readiness for change of employees and of their organization. In order to appropriately manage occupational and organizational health interventions, this paper aims to develop a health‐specific survey‐based measure assessing individual‐ and organizational‐level health‐oriented readiness for change.

A comprehensive longitudinal stress management intervention study in nine medium and large enterprises in Switzerland (n=3,703) formed the basis for subsequent validity and reliability analyses of the individual and organizational health‐oriented readiness for change measure.

The results show that health‐oriented readiness for change is a valid instrument for assessing the two subcomponents of current behavior and change commitment, both for the individual and organization as agents of change.

The change‐specific health‐oriented aspect, including the individual and the organization as agents of change seems to be plausible for a comprehensive assessment of employees’ readiness for change in health‐promoting change initiatives in organizations.

The purpose of this paper is to analyze the influence of factors that affect human resource competency (HRC) 4.0, employee readiness for transformational change as well as analyzing the mediating and moderating factors that influence the relationship of factors such as soft skills training and individual characteristics on employee readiness for transformational change and HRC 4.0.

This research is a quantitative research with descriptive statistics. The analytical tool used is a structural equation model of partial least squares (PLS). This research was conducted at five Bank Indonesia Offices in Aceh and North Sumatra Provinces. Using a proportional random sampling technique, 200 respondents of employees were selected.

The results of this study are as follows: (1) both soft skill training and individual characteristics have a significant effect on HRC 4.0; (2) HRC 4.0, soft skill training and individual characteristic have a significant on employee readiness for transformational change; (3) soft skill training has significant effect on employee readiness for transformational change through HRC 4.0; (4) individual characteristic has a significant effect on employee readiness for transformational change through HRC 4.0; (5) the effect of HRC 4.0 on employee readiness for transformational change moderates by transformational leadership; (6) the effect of HRC 4.0 on employee readiness for transformational change moderates by employee commitment to change.

This research contains valuable novelty, which is a new concept of HRC 4.0 that is linked to soft skill training and individual characteristics variables, and employee readiness for transformational change. Furthermore, transformational leadership and employee commitment variables have significant effect in moderating the influence off HRC 4.0 on employee readiness for transformational change.

Utilizing the social cognitive theory, this study aims to suggest that organizations that promote high-performance work practices (HPWPs) are instrumental in fostering an individual's affective commitment to change through the explanatory process of an individual's readiness to change. In addition, high adaptive leadership would also strengthen HPWPs and readiness to change relationships.

This study tested the hypotheses using a temporally segregated research design across three time waves (n = 337).

This study found support for the direct, mediating, moderating and mod-med hypotheses. The results of this study corroborate that a high adaptive leadership and an organization implementing HPWPs set the stage for creating an individual's affective commitment to change via their readiness to change.

The current study integrates the change management, leadership and HRM literature by suggesting a unique mechanism and boundary conditions that advance research and practice in an individual's willingness and acceptance to change. Based on the study's findings, the authors suggest theoretical and practical implications for research and practice.

Understanding how individuals respond and adapt to change is essential to assist leaders to manage transformational change effectively. Contemporary health care environments are characterised by frequent and rapid change, often with unrealistic and challenging timeframes. Researchers have employed a range of assessment scales to assess individual readiness for change. Hence, to select the appropriate scale, it is critical to compare the properties of these instruments. A scoping review will be conducted to identify scales that measure an individual's response to change in the healthcare environment.

In this article the authors used the PIC (Population or Problem, Interest, and Context) design and undertook a comprehensive literature search conducted in Eric, MEDLINE, EmCare, CINAHL, PsychINFO and PubMed. Management databases were also searched including Business Source Premium (Ebesco) and Business Collection (InfoRMIT). Reference lists were scrutinized, and citation searches were performed of the included studies. The primary outcome was the quality of the literature searches and the secondary outcome was time spent on the literature search when the PIC model was used as a search strategy tool, compared to the use of another conceptualizing tool or unguided searching.

This scoping review identified eight scales used to measure an individual's response to change. This scoping review did not identify any individual change readiness scales specifically designed for use in the healthcare environment. However, two scales (the Acceptance of Change Scale and the Resistance to Change Scale) had applicability across a wide variety of organisational settings.

Scoping reviews do not set out to comprehensively source all relevant literature but rather to ascertain the nature and extent of the published literature in the field. Therefore, it is possible that a systematic review might uncover additional relevant papers.

This scoping review will assist change leaders to gain a better understanding of the different scales used to measure individual response to change.

To manage change effectively, change leaders first need to develop an understanding of how individuals respond and adapt to change. Change leaders require the necessary scales to assist them to understand change processes, providing an understanding of where individuals are placed on the change continuum. To the best of the authors' knowledge, this scoping review is the first of its kind to identify and review scales to measure individual response to change.

This study aims to examine the impact of social norms on climate change mitigation readiness, the mediating role of environmental purchasing intentions and attitudes on the relationship between social norms and climate change mitigation readiness.

Data were collected from transport facility operators and managers of shipping firms and bus transport firms. The SPSS software and covariance-based software (CB-SEM) were used to obtain results on the impact of social norms on climate change mitigation readiness, the mediating role of environmental purchasing intentions on the relationship between social norms and climate change mitigation readiness, and the mediating role of attitudes on the relationship between social norms and climate change mitigation readiness.

The findings indicated that social norms influenced climate change mitigation readiness, while both attitudes and environmental purchasing intentions partially mediated the relationship between social norms and climate change mitigation readiness.

The study mainly focused on transport facility operators and managers of shipping firms and bus firms eliminating other participants in the transport sector. Further, the research focused on majorly three psychological factors that included social norms, intentions and attitudes leaving out other psychological factors.

Climate change mitigation is a major issue of concern to policy makers and researchers. Much of the focus is placed on mitigation strategies with the passengers and private vehicle owners as the major target. Other research focuses on reducing the impact of climate change outcomes through introduction of cleaner technologies. However, issues concerning the role of psychological factors in enhancing climate change mitigation readiness have not been given significant attention.

The purpose of this paper is to study the attitudes of higher education employees to the change with Lean at public universities in Morocco in order to determinate the factors of resistance to change and to look for the motivating factors that encourage these employees to participate in change project with Lean.

A questionnaire sent to all administrative and technical staff of higher education at five public universities in Morocco during year 2019. This study has analyzed both a person-oriented approach and a variable-oriented approach and characterized by using Lewin’s change model to manage change with Lean.

The results show that individual, organizational and group factors have a positive impact on employees’ attitudes toward change with Lean but individual factors are more important than other factors.

The research is limited to universities in Morocco and mainly public universities. It is only interested in the first stage in the change process with Lean (unfreezing). Understanding employee attitudes, determining motivation factors and the causes behind resistance to change before embarking in change journey with Lean Higher Education (LHE) enables the public universities in Morocco (management) to better prepare for change by reducing resistance to change to create a favorable climate to implement LHE.

The majority of research works to date focus on implementation of LHE without giving interest to the preparation of the organizational change, this last is very much requested to determine the driving and restraining forces in order to reduce the resistance to change that is the main reason of failure of many change programs. This paper attempts to determinate the factors of resistance to change which allows to the public universities in Morocco to overcome them before moving to the changing stage.

The purpose of this paper is to identify, analyze and develop a model to measure the interactions among different factors of organizational readiness for change in service sector specific to healthcare organization. The total interpretive structural modeling (TISM)-based readiness for change is to build a theoretical framework to understand the mutual interactions among the factors and to identify the driving and dependence power of these factors.

TISM is used to identify factors that contribute to analyze the readiness state before starting a change implementation process in healthcare. Matrice d’Impacts croises-multiplication applique´ a classement analysis is used to find the driving and dependent factors of change in healthcare.

This paper identified 12 factors of readiness for change from literature review followed by expert interview to understand the inner connection of factors and study inner relationships. The result says that state of affairs, recent trends in healthcare sector, technology advancement and interdependence among departments are key factors for readiness of change.

This research mainly focused on readiness factors for change in the healthcare sector.

This study will be useful for researcher and practitioners to understand the readiness factors for change.

In this research work, TISM-based readiness for the change framework structural model has been proposed for healthcare organizations which is a new effort in the area of organizational change management in this sector.

Global companies in the digital service industry are experiencing a pressing urgency for ongoing transformations caused by external factors driven by the need to change business models. This study aims to evaluate the willingness and ability to change as constructs of employee attitude toward change, assess their predictors and develop an approach to analyzing willingness and ability to change.

This study uses an abductive approach, building on the refinement of existing theories. The authors conducted 306 employees' surveys and nine interviews to collect primary data.

The result of this study suggests that the employees are willing to change when they have a sense of perceived control based on collaboration with management. Factors that have an impact on the willingness and ability to change include job function, age, years of job experience, knowledge of values, company background, understanding the current challenges, understating the urgency for change, positive attitude toward past changes and trust in leadership.

This is research is focused on one organization, and research in other industries or firms in the digital service industry would be beneficial.

This research contributes to the practice on the conduct of diagnostic investigation in an organization's readiness and risk for a planned change. The authors add to the existing literature the new dimensions related to the prior experience with change and understanding the need and urgency for change -specific factors that are relevant to individual ability to change. Managers can use findings in this study to learn how to plan and manage organizational change in the fast-paced business environment of digital service industries.

This research will help to understand work attitudes, emotions and behaviors and therefore will improve the well-being in the organizations experiencing transformation.

Individual readiness as a stand-alone concept was not enough explored in the literature, thus creating an opportunity for this study to fill the research gap. The lessons learned from this study are the following: ongoing change initiatives require longer time with a need to extend the organizational restructuring to behavioral and mindset change. This research suggests a practical approach to the assessment of change readiness in organizations. A simple model explaining factors affecting employees' willingness and ability to change has been suggested.