چکیده:
Objective: This study was conducted with the aim of determining the factors affecting resistance to change in the public libraries of West Azerbaijan. Method: The research method is survey-analytical, and 105 people were selected as a sample from a community of 140 people using simple random sampling. A questionnaire tool was used to collect data, and the data were analyzed using statistical calculations such as mean, standard deviation, and Pearson correlation. Findings: In this research, factors such as staff lack of awareness of the reason for change, concern about the consequences of change, concern about jeopardizing organizational identity, concern about jeopardizing individual identity, fear of jeopardizing job security, and hope for the failure of change and return to previous conditions were examined as factors of resistance to change. The results showed that there is a significant relationship between the above 6 factors and employee resistance. Among these, from the employees' perspective, the factor of hope for the failure of change and return to previous conditions was identified as the most important factor. Originality/Value: Just as organizational change is one of the components of dynamism and is in harmony with external change-making forces, resistance to change is also a phenomenon in harmony with the internal forces of the organization. Identifying the factors affecting resistance will increase the success rate of change and reduce the resulting damages. The investigation of this phenomenon in the context of Iranian public libraries has been carried out for the first time in this article.
خلاصه ماشینی:
In past research, various factors such as satisfaction with change, results of change in work, effective response of managers to change, value of change for the organization, perceived mental norm, self-control, and information and uncertainty (Metselaar, 1997); diagnosis of the level of change risk, and creating change planning requirements (Hamid 1, 2002); involvement with the change process, need for attention before operationalizing change, job satisfaction, promoting organizational culture, having a management vision, positive use of efficiency measures, conservatism, fear of inefficiency, and reward regarding risk-taking (Johannsen 2, 2004); perceived individual impact, perceived outcome for the organization, management trust and change communications (Pasubathy 3, 2010); lack of motivation, weakness of communication and information exchange (Boohene and 4 Williams 5, 2012) have been studied as components of resistance to change.
In this study, factors such as employees' lack of awareness of the reason for change, concern about the outcome of change, concern about the endangerment of organizational identity, concern about the endangerment of individual identity, fear of endangering job security, and hope for the failure of change and return to previous conditions have been studied as independent variables, and resistance to change has been studied as the dependent variable.
Answer to the second question: Is there a significant relationship between the lack of awareness among employees of public libraries in West Azerbaijan province regarding the reason for change and resistance to change?
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