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This study aims to explore components of the construct “readiness for change” at an individual level. The ANOVA analytic was conducted to examine differences among respondents in terms of gender, job position and number of dependents. It is indicated that individual readiness for organizational change is reflected via five components, including: personal feeling, appropriateness; management support; change efficacy and personal benefit. Of these, personal feeling is a newly developed factor compared to previous studies. This study is expected to help management and practitioners to be fully aware of individual feelings to organizational changes, especially personal readiness, in order for management and practitioners to adopt appropriate management methods.
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