An exploratory study on change resistance measurement

Resistance to affirmative organization change is inevitable since organization members are asked to reexamine and modify their behaviors that cultivates resistance. Resistance serves to maintain equilibrium until the reasons for change are both conscious and compelling. Instead of accepting people's feelings as excuses, persistently push for what you know needs to happen in the face of today's harsh realities (Agocs, 1997; Pamela, 1997). It's important to reevaluation the appropriate status of “Change Resistance Scale (CRS)” for current changing environment since the Information Technology revolutions are wildly happened internally in organizations. The results reveal the consistency of this scale and display the items of the CRS instrument with high-level reliability. The outcome of the structure model, which in the overall satisfaction is broken out into five dimensions, confirms that the structural model is a good fit. Research suggests in lieu of accepting people's feelings as excuses, persistently push for what you know needs to happen in the face of today's cruel realities. Furnish lucency vision, allow participate in planning, offer persistent supports, and the stability of multi-communication channels.