Date of Publication

4-8-2025

Document Type

Bachelor's Thesis

Degree Name

Bachelor of Arts in Behavioral Sciences major in Organizational and Social Systems Development

Subject Categories

Industrial and Organizational Psychology

College

College of Liberal Arts

Department/Unit

Behavioral Sciences

Thesis Advisor

Zaldy C. Collado

Defense Panel Chair

Czarina C. Labayo-Prieto

Defense Panel Member

Alicia B. Manlagnit

Abstract/Summary

Resistance to change (RTC) is a vital aspect of change management that influences organizational progress and direction. This study seeks to expand on the topic and contribute a Filipino interpretation of resistance to change as a concept. It aims to do this by exploring the factors that affect Resistance to Change, namely: (1) Satisfaction with Management and Leadership Style (SML), (2) Involvement in the Change Process (ICP), and (3) Satisfaction with Salary and Benefits (SSB). The researchers also aim to do this by understanding the relationship between RTC and Turnover Intention (TI). Social Exchange Theory was applied to the study to further understand the relationship between the variables. A total of 129 employees that work within the Makati Central Business District participated in the study. The respondents were chosen using convenience sampling. The researchers made use of Google forms in facilitating their questionnaire. The study’s results found that there was no significant relationship between satisfaction with management and leadership style (SML) and involvement in the change process (ICP). The findings also showed that turnover intention (TI) and resistance to change (RTC) do not correlate with one another. This shows that although employees may be resistant to change, this does not mean that they want to leave their company or organization. This also implies that turnover intention (TI) could have other factors that influence it that are not related to resistance to change (RTC). Findings did, however, show that (dis)satisfaction with salary and benefits (SSB) predicts (non-)resistance to change (RTC). This means that the more satisfied employees are with their salary and benefits then the less likely they are to engage in behavior that resists change. The significance of salary and benefits towards resistance to change can be explained by Social Exchange Theory, as employees may see that the changes (costs) are aligned with their salaries (benefits), thus lessening resistance. The study suggests that researchers explore other factors that may affect RTC, as well as look into workplace values and how this may affect the overall attitudes of employees in regard to RTC. Future researchers can also utilize the findings on the importance of (dis)satisfaction with salary & benefits to resistance to change in creating change initiatives.

Keywords: resistance to change, turnover intention, Social Exchange Theory, satisfaction with management and leadership, satisfaction with salary and benefits, organizational change, employee behavior, change management

Abstract Format

html

Language

English

Format

Electronic

Keywords

Organizational change--Philippines--Makati City

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Embargo Period

4-14-2025

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