Resistance to Change Within the Employees of Limkokwing University of Creative Technology

Resistance and change have been simultaneously associated as important key principles that affect individual's to perceive change. The aim of this study is to analyse the relationship and the influence of change process characteristics and individual attitude towards resistance to change. Reliability for the three variables is high, that is value a between 0.73 to 0.89. About 136 employees from academic and non-academic department of Limkokwing University of Creative Technology were involved in this research. The distributed questionnaire set cosisists of 32 items using a Likert-scaled questionnaire, in which it was divided into four parts; first part measures the dimension of resistance to change based on study done by Oreg S.(2006), second part measures the change process characteristics based on study done by Wanberg & Banas (2000)., third part measures the individual attitude based
on study done by Karen van Dam (2005) and forth part is about the respondent background. 'The research findings shows that no significant relationship between change process characteristic (r = .079; p > .05) and individual attitude (r = .31 ; p >.05) towards resistance to change. The research finding also revealed that there is no significant influence between change process characteristics ( B = -.076; p > .05) and individual attitudes (B = 0.019; p >.05 ) towards resistance to change. This researcher also found that there are others variables that can be strongly influence employees to accept organisational change such as communications, training, reward or recognition. To ensure before any kind of change takes place, the organisational must give great attention to other factors besides change process characteristics and individual attitude as to avoid employee resistance to change in Limkokwing University of Creative Technology.