Examining the role of individual’s commitment, trust in management and communication on readiness for change

The rate of changes in the organizational had grown tremendously due to customers’ demand, globalization, cost, and technology advancement. These changes required people to always be ready for the change. When people in the organization are not ready to change, they will refuse or resist to try their best to make changes. Therefore, individuals who are ready to change will have an impact on openness,
curiosity, and willingness to accept new ideas or important programs to achieve organizational success. This study is conducted with the intention to capture factors that might influence readiness for change among employees of Enugu state civil service commission. The study examines the direct relationship between individual’s commitment, trust in management, communication and readiness for change. A total
of 310 questionnaire were distributed to employees of Enugu state civil service commission through online survey. Response rate was 100%. In this study, hypotheses for direct effect were tested using multiple regression analyses. Results showed that only individual’s commitment was significantly positively related to readiness for
change. The findings indicate that issues of readiness for change among public service employees can be improved by involving the employees from the start of the change process, involving them in the planning and decision making, as a way to increase their commitment towards the planned change.