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Abstract
Change is a critical factor in the success of organizations, dut to the rapid development in technology and the work environment. This paper aims to compare the methods that are used in managing change among Libya and Turkey. This involves examining employees' perceptions of resistance to change. A stratified purposive sample consists of 248 managers was selected from the University of Tobruk in Libya (140) and the University of Kastamonu in Turkey (108). The data was collected using a five-point Likert scale questionnaire. The Statistical Package for the Social Sciences (SPSS), version 21 was employed to assess the reliability and validity of the study instrument. Besides, Pearson correlation analysis, and Regression Analysis, were carried out to analyze the collected data. The findings reveal that the most important cause of employees' resistance change in Libya is the lack of planning for change, and in Turkey is poor communication between management and employees. Concerning the administrative methods to overcome the resistance to change, the findings of both countries showed that the readiness to change is an essential method. Moreover, the study confirms that there are statistical differences in the causes of changes and the administrative methods regarding Libya and Turkey.
Keywords
Abstract
Change is a critical factor in the success of organizations, dut to the rapid development in technology and the work environment. This paper aims to compare the methods that are used in managing change among Libya and Turkey. This involves examining employees' perceptions of resistance to change. A stratified purposive sample consists of 248 managers was selected from the University of Tobruk in Libya (140) and the University of Kastamonu in Turkey (108). The data was collected using a five-point Likert scale questionnaire. The Statistical Package for the Social Sciences (SPSS), version 21 was employed to assess the reliability and validity of the study instrument. Besides, Pearson correlation analysis, and Regression Analysis, were carried out to analyze the collected data. The findings reveal that the most important cause of employees' resistance change in Libya is the lack of planning for change, and in Turkey is poor communication between management and employees. Concerning the administrative methods to overcome the resistance to change, the findings of both countries showed that the readiness to change is an essential method. Moreover, the study confirms that there are statistical differences in the causes of changes and the administrative methods regarding Libya and Turkey.