There was a statistical significant relation between marital status and readiness for

There was a statistical significant relation between marital status and readiness for change score as single and married differ from divorced and widow in their readiness for change score as single and married had higher score compared to divorced and widow. This may be due to emotional instability of divorced and widow and also financial burden which make them unhelpful towards organization change. However, this result is contradictory to the findings of Shah (2010), who found no relationship between readiness for organizational change and marital status. In our study married also more than single in their readiness of change and this result is supported by Chan and Han (2011), who pointed out that married employees are more committed to the organization. It shows a statistical significant relation between being a leader and readiness for change score as leaders are more ready for change than non-leaders. Leaders are responsible for planning and making the change in the organization. Leaders made the initial decision to implement any change in the organization. Also the leaders have important role to encourage and prepare employees for change effectively. So they must to have readiness of change. This is in agreement with the study done by Sikh, 2011 and Anjuguna, 2016 in their result to measure the performance of the employee towards the change in organization. There is also statistical significant relation between joining the model hospital project and readiness for change score as employee who are joining the model hospital project are more ready for change than who are not joining. As joining in model hospital project is considered a readiness of change to help in hospital improvement. This mainly make the participants included in the new project and this Work engagement ensures that employees are committed to the organizations’ goals and is an important driver for organizational success. This is supported by the study done by Matthysen and Harris 2018.Section 4: Factors affecting resistance to change score: Our study shows that there was a weak positive statistically significant correlation between age and total resistance to change score as there is increasing of resistance with increasing of age of participants. This was in agreement with Davies et al., (2011) who proved that an increase in age was associated with lower reported empowerment and more resistance. This is in contrast to the findings of a study done by Arning and Ziefle 2009 that found that older age groups have more positive attitudes regarding the usefulness of technologies than younger age groups so they less resistant to the change. It shows that there was a statistical significant relation between joining the model hospital project and resistance to change score as employee who are joining the model hospital project are more resistant to change. It also shows a week positive statistical significant correlation between years of experience from graduation and resistance for change score (r=0.11), (p=0.05). This could be supported by Van Dam et al. (2011), who found that employees who have more years of experience in the work place are satisfied. Moreover organizational change is usually correlated with changes in the individual’s work situation, employees who are more satisfied with their current work situation and those who perceive less job alternatives will be less positive toward changing their situation and may therefore show more resistance to the organizational change. Our study shows statistical significant relation between marital status and routine seeking subscale score as single and married differ from divorced and widow in their routine seeking score as single and married had higher score compared to divorced and widow. This is due to differences in personal life that single and married have more stable and permanent routines in their life. This is in agreement with the study done by El-Sayed et al 2017. It shows that there was a weak positive statistical correlation between years of experience from graduation and routine seeking score. This was mainly due to look for stability in life and they were satisfied by their routine life as shown by the study done by Van Dam et al. (2011). Our study shows statistical significant relation between marital status and emotional reaction subscale score as single and married differ from divorced in their emotional reaction score as single and married had higher score compared to divorced. The emotional stability of single and married participants make them able to setting new goals, and learning new behavior. This result was consistent with that reported by Hwang and Alexander (2010). Our study shows that there was weak positive statistical significant correlation between years of experience and emotional reaction score. This correlation is due to the human differences in their motivations and stability. So some participants are emotionally linked with the organization with increasing years of working and experience. This result is in contrast with the studies done by Baard et al., 2004 and Van den et al., 2008 that reported that there is no association with years of experience. It shows that there was a statistical significant relation between education level and short-term focus score as post graduate had greater score compared to high school and university educational level. Short-term focus is the extent to which individuals are distracted by the short-term inconveniences associated with change. The postgraduates most likely to have difficulty with change as they are in positions where follow-through, attention to detail and repetitious, tedious work are required. Our Researchers suggest that new graduate health care professionals and professionals newly transferred to a unit are more vulnerable to change fatigue. This result is in agreement with Vestal 2013 and Rafael et al 2008 in their study about Identifying sources of resistance to change in healthcare. Our study shows that there was a statistical significant relation between joining the model hospital project and short-term focus score as employee who are joining the model hospital project had the greater score. The participants who join the model hospital project have more distraction in this change with increasing sense of responsibility to do the implementation of this project. This feelings of instability in the new project make them resistant to change again. This result is supported by that done by Pardo Del Val and Martinez, 2003 and Landaeta, et al 2008 which show that Fast and complex environmental changes result from lack of time, stress, and several change initiatives being formulated at the same time, which could overwhelm personnel and consequently not allow them to perform a proper situation analysis. It shows that there was a statistical significant relation between educational level and cognitive rigidity subscale score as cognitive rigidity is more in employee with university and post graduate educational level compared to employee with high school educational level. Cognitive Rigidity (CR) frequency and ease with which people change their minds. The educational level has an important role in changing minds and thoughts. This result is in partial agreements with the study done by El-Sayed et al 2017.which shows the effect of educational level in thoughts as the nurses who had low level of education believe that their contributions and effort are not recognized, and they feel powerless due to low level of knowledge and skills, which decreases their autonomy and control over nursing practice as well as lack of participation in decision making. So our result shows the Linear regression analysis for factors affecting Readiness for change score which found that readiness for change is more in married group, leaders and employee joining the model hospital project. This suggests that when employees are prepared for change, they will perceive change processes positively within the organization .this result is in agreement with Matthysen and Harris (2018). In other study conducted by McKay et al. (2013), it was indicated that the perceived adequacy of change-related communication was associated with participants’ readiness to change. According Changefirst (2013), one of the major influencing factors in work engagement is the degree to which people see the organization successfully implementing change, in other words, the processes of change employees who are engaged in their work will be less resistant towards change; thus, improving work engagement levels of employees will lead to them supporting change initiatives. Furthermore, adequate change processes will contribute in generating support for change processes amongst employees thereby reducing resistance to change. The leaders have an important role for planning and implementation of process of change plus their role in gain the trust from other employees to decrease the resistance to change. Our study shows a moderate positive statistically significant correlation between resistance to change score and readiness for change score (r=0.36), (p

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